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16,947 | <p>As no doubt many others here, I constantly get bombarded with emails (and phone messages) from recruiters. Here is the typical email (paraphrased):</p>
<pre>
~~~~~~~~~~~~
Yo, Dude!
I have a job for a Java developer on site in Keokuk, IA. If you're interested, let me know!
- Some random Recruiter
~~~~~~~~~~~~
</pre>
<p>But how did this person get my contact info? Doubtless from my resume, which says right on it that I am only willing to work remotely or in two specific California counties. So why is he wasting my time with this Keokuk job, especially when I'm not really qualified for the position?</p>
<p>When I respond with nothing but my resume -- so that he can look at it and see what I stated above about my location requirements --, he responds with:</p>
<p>"Thanks for responding; since you're interested, let's talk..."</p>
<p>It's as if I sent him an email offering to sell him a corn binder, because, well, he lives in the Midwest so he must be a farmer. And then when he writes back to say he's a recruiter, not a farmer, I respond with, "Well, obviously, you want to become a farmer, because you used that word in your last email, and who would want to remain a recruiter, so...how about buying this corn binder? Huh, Huh?!?"</p>
<p>There should be some way of preventing this type of irritating time-wasting?</p>
| [
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"text": "<p>I've stopped including my email address in resumes I post publicly. There are people that just troll blogs look... | 2013/11/26 | [
"https://workplace.stackexchange.com/questions/16947",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/12450/"
] | As no doubt many others here, I constantly get bombarded with emails (and phone messages) from recruiters. Here is the typical email (paraphrased):
```
~~~~~~~~~~~~
Yo, Dude!
I have a job for a Java developer on site in Keokuk, IA. If you're interested, let me know!
- Some random Recruiter
~~~~~~~~~~~~
```
But how did this person get my contact info? Doubtless from my resume, which says right on it that I am only willing to work remotely or in two specific California counties. So why is he wasting my time with this Keokuk job, especially when I'm not really qualified for the position?
When I respond with nothing but my resume -- so that he can look at it and see what I stated above about my location requirements --, he responds with:
"Thanks for responding; since you're interested, let's talk..."
It's as if I sent him an email offering to sell him a corn binder, because, well, he lives in the Midwest so he must be a farmer. And then when he writes back to say he's a recruiter, not a farmer, I respond with, "Well, obviously, you want to become a farmer, because you used that word in your last email, and who would want to remain a recruiter, so...how about buying this corn binder? Huh, Huh?!?"
There should be some way of preventing this type of irritating time-wasting? | Well you may have a couple of things I'd do differently:
1. You have a real email address online in your CV, so you are effectively asking them to spam your real address. Modern email clients like GMail and Outlook.com allow you to set up realistic looking aliases that come to your normal email (but to a sub folder or label), you can then set up cleanup rules (you never know when these guys will appear with a real prospect), or if not you can mark them as spam and bin them automatically
2. Don't reply if not interested, you just mark yourself out as a target. The spamming recruiters just run a query against their CV data store to match keywords, sometimes even the 3rd or 4th level matches if no one else bites, you have to remember it isn't aimed at you directly, you're just collateral damage.
Remember, these people are in the same league as estate agents (realtors), they have a hide like a rhino, they won't take it personal if you ignore them. The other thing is if you don't ignore them, at least tell them what you would be interested in, if they know what they can match you to (explicitly), you're more likely to get something useful from them, don't assume they'll work it out from your CV, that's how you got spammed in the first place. |
17,210 | <p>Normally on a CV I would list previous jobs in chronological order, for example if working as a widget builder I would list each position like so.</p>
<pre><code>2009-Present Senior Widget Builder at Widget Ltd.
2005-2009 Widget Builder at Widget Inc.
2001-2005 Junior Builder Maker at Widget Co.
</code></pre>
<p>However if two jobs had been held at the same time and in the same field, for example working/volunteering at a non-profit/charity organization, how would such a job be listed?</p>
<p>Normally I would not list such a job in the same section as my employment history, however in this case the skills from the second job are directly relevant to my field.</p>
<p>By keeping things in chronological order, the more prestigious position is not the most visible.</p>
<pre><code>2011-Present Widget Builder at Widgets4Kids.
2009-Present Senior Widget Builder at Widget Ltd.
2005-2009 Widget Builder at Widget Inc.
2001-2005 Junior Builder Maker at Widget Co.
</code></pre>
<p>However when not doing so the time line does not seem correct.</p>
<pre><code>2009-Present Senior Widget Builder at Widget Ltd.
2011-Present Widget Builder at Widgets4Kids.
2005-2009 Widget Builder at Widget Inc.
2001-2005 Junior Builder Maker at Widget Co.
</code></pre>
<p>How should just a job be listed on a CV, if at all?</p>
| [
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"text": "<p>List it under another section called: Volunteer Work, Other Projects, etc. This should remove any concerns that you... | 2013/12/08 | [
"https://workplace.stackexchange.com/questions/17210",
"https://workplace.stackexchange.com",
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] | Normally on a CV I would list previous jobs in chronological order, for example if working as a widget builder I would list each position like so.
```
2009-Present Senior Widget Builder at Widget Ltd.
2005-2009 Widget Builder at Widget Inc.
2001-2005 Junior Builder Maker at Widget Co.
```
However if two jobs had been held at the same time and in the same field, for example working/volunteering at a non-profit/charity organization, how would such a job be listed?
Normally I would not list such a job in the same section as my employment history, however in this case the skills from the second job are directly relevant to my field.
By keeping things in chronological order, the more prestigious position is not the most visible.
```
2011-Present Widget Builder at Widgets4Kids.
2009-Present Senior Widget Builder at Widget Ltd.
2005-2009 Widget Builder at Widget Inc.
2001-2005 Junior Builder Maker at Widget Co.
```
However when not doing so the time line does not seem correct.
```
2009-Present Senior Widget Builder at Widget Ltd.
2011-Present Widget Builder at Widgets4Kids.
2005-2009 Widget Builder at Widget Inc.
2001-2005 Junior Builder Maker at Widget Co.
```
How should just a job be listed on a CV, if at all? | List it under another section called: Volunteer Work, Other Projects, etc. This should remove any concerns that you made a mistake in your CV concerning the dates. HR isn't going to ask about salary, benefits and other questions they may want to know about your full-time employment.
Depending on the type of companies you're applying for, this will help in drawing attention to the fact you volunteer.
An alternative would be to mention this experience next to the appropriate item(s) in a skill section, if this does not over-lap your other work experience.
The only other choice is to drastically change the format of your CV to be more of a functional CV and not chronological. |
17,352 | <p>Will be transferring to a new program next year. As a developer with over a decade in the same private cube, with mainly independent assignments, I will be moving to a multiple person workspace - and am a little concerned.</p>
<p>I am assuming this may change many moment to moment dynamics. For example, as a very productive developer, I have been able to take breaks in my cube, browse stack exchange, read other information from time to time, to refocus my attention. </p>
<p>It helps me with work problems as well as enrich me in other ways that I do not get from work, all <em>without abusing the internet</em> (which is OK with company policy and also knowing it is monitored). </p>
<p>In return it really does make me more productive as I am a "high performer", exceed deadlines, solve very complex problems, etc.</p>
<p>However, even though I do not abuse the internet and it actually makes me more productive, I don't know if this is appropriate in a open desk setting around others. I'm not sure how the private cube mentality is "perceived" by others. Unfortunately perception is usually a determining factor for judgement. Even if it is not the internet and enriching my life in other ways, there is also a certain level of privacy and relaxation that feels like it might not be part of the open multiple workers space. For example, I usually do a 60 second meditation once and a while for my eyes. </p>
<p>How does one work without a private workspace? </p>
| [
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"text": "<h2>Desk Setup</h2>\n<blockquote>\n<p>How does one work without a private workspace?</p>\n</blockquote>\n<p>This ... | 2013/12/12 | [
"https://workplace.stackexchange.com/questions/17352",
"https://workplace.stackexchange.com",
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I am assuming this may change many moment to moment dynamics. For example, as a very productive developer, I have been able to take breaks in my cube, browse stack exchange, read other information from time to time, to refocus my attention.
It helps me with work problems as well as enrich me in other ways that I do not get from work, all *without abusing the internet* (which is OK with company policy and also knowing it is monitored).
In return it really does make me more productive as I am a "high performer", exceed deadlines, solve very complex problems, etc.
However, even though I do not abuse the internet and it actually makes me more productive, I don't know if this is appropriate in a open desk setting around others. I'm not sure how the private cube mentality is "perceived" by others. Unfortunately perception is usually a determining factor for judgement. Even if it is not the internet and enriching my life in other ways, there is also a certain level of privacy and relaxation that feels like it might not be part of the open multiple workers space. For example, I usually do a 60 second meditation once and a while for my eyes.
How does one work without a private workspace? | Desk Setup
----------
>
> How does one work without a private workspace?
>
>
>
This is a great question and one I have been heavily considering recently, because I find myself in a similar position.
I work in an environment which is *somewhat* open but have tons of distractions. I also have a walking path which means anyone walking by (of many) sees my monitors as well as causes distractions since we have barely 1/2 wall cubicles.
This beautiful ASCII illustration shows my desk arrangement:
```
+----------+
| |
| |
+----+--------------------| |
| | | Additional
| | | Path by |
| | My desk | my desk |
| | | |
| +--------------------| |
| | |
| | |
| Whiteboard sits here| |
| | |
| | |
| +--------------------| |
| | | |
| | Colleagues desk | |
| | | |
| | | |
+----+--------------------+----------+
+------------------------------------------------------------------+
| |
| Main walking path with TONS of people walking daily |
| |
| |
+------------------------------------------------------------------+
```
---
Now, I also really like having a whiteboard at my desk. I use this all the time and had an extra at home which I wasn't using so I brought it in and mounted it like so:
The net effect this has is twofold. First, I have a whiteboard at my desk which is great. But second, I actually block anyone walking behind me on the main walking path from seeing my monitors unless they are quite tall.
>
> I'm not sure how the private cube mentality is "perceived" by others. Unfortunately perception is usually a determining factor for judgement.
>
>
>
All my coworkers love my setup, because a whiteboard is so helpful. The facilities guy hates it because it looks... hokey, but, everyone else likes it and I've gotten compliments from others about it. Plus the facilities guy actually is trying to find a cost effective but more aesthetically pleasing version anyways.
Perception
----------
To help with the perception element, I've spent time talking with nearly everyone around me about the "needing to focus to be able to get work done as I'm an introvert" discussion. This is the important thing to focus on - the things other people will relate to. Odds are most of your future cube-mates are going to go "man I wish I was smart enough to think of that!" or something like that. But only if you explain the *why*. My current boss knows this too.
Most people generally can relate to the, "distractions cause me problems working effectively" question. Simply mentioning this, or asking coworkers, "how do you deal with distractions?" can make this a completely not awkward and easy conversation.
---
How to focus
------------
Get yourself:
* Earplugs (soft foam ones are most comfortable for long term use, learn how to [put them in right](http://www-esh.fnal.gov/CourseHandout_Mat/earplug.pdf) - I'm not joking, putting them in this way is 10x as effective as what most people do)
* Over ear headphones, I wear [these](https://rads.stackoverflow.com/amzn/click/com/B001UE6I0G), if you don't like music get yourself more "noise muffling" types
* Baseball cap (like below works)
You can adjust the hat down in such a way that you do not see much in your peripheral vision but still see your monitors fine. If you have a natural "wall" on your desk tilt the cap sideways slightly to block the aisle next to you. Combined with a good set of headphones and earplugs, you can block a *very* large percentage of distractions this way.
Combined, these three items lets me block all noise distractions and after a while you learn how to position your hat in such a way to block a considerable number of visual ones.
Last, this might be obvious, but close out of email/IM/SE completely and you will nearly completely remove distractions.
When I'm working like this I am completely in my own world and actually feel bad when people need me because I'm completely and utterly oblivious. |
17,689 | <p>What should the email formality be towards one's boss? For example, is there a need to leave a "Thank you," or "Sincerely", at the end of each email? I feel that doing</p>
<pre><code>Thank you/All the best/Best regards
[name]
</code></pre>
<p>at the end of every email is sort of superficial, and that its value decreases over time. I generally don't do this with co-workers or friends, but have been with my supervisors. Is this appropriate?</p>
<p>Context: Software engineering job, Silicon Valley/American culture</p>
| [
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"text": "<p>In the US software industry, intra-company email is informal. I don't know anyone who pays attention to the sal... | 2013/12/28 | [
"https://workplace.stackexchange.com/questions/17689",
"https://workplace.stackexchange.com",
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] | What should the email formality be towards one's boss? For example, is there a need to leave a "Thank you," or "Sincerely", at the end of each email? I feel that doing
```
Thank you/All the best/Best regards
[name]
```
at the end of every email is sort of superficial, and that its value decreases over time. I generally don't do this with co-workers or friends, but have been with my supervisors. Is this appropriate?
Context: Software engineering job, Silicon Valley/American culture | I think you need to display *situationally appropriate* formality. That is say that your ability to write at the correct formality level, and to determine what those levels are, is important.
Consider dress code standards. Regardless of what the employee dress code says, you should know that if you're alone in your office on a weekend that shorts and a t shirt, or maybe jeans and a t shirt, are fine. Conversely you'd probably show up in your boss' office on Monday to discuss a sensitive topic looking a little bit different.
As a mid-level executive I spend a lot of time looking for good candidates for management positions. You need to know when to be informal and have a beer with your colleagues, but you also need to know that how you interact with my boss (and others) reflects upon me as your mentor.
I think the formality is fine and you should keep it up. It's not overly klunky, you're not saluting people in the hallways and snapping to attention, and when they need to pick someone to interact with higher-ups your value as someone with tact will be important.
In short, there's a difference between what you should do and what you can get away with. |
17,718 | <p>How can one get feedback/reason(s) for rejection from companies that use a no reply email id ?</p>
<p>For example : <a href="https://jobs3.netmedia1.com/cp/faces/job_summary?job_id=GBS-0547866" rel="nofollow">This</a> job post on IBMs website asks for these skills : </p>
<blockquote>
<p>Required</p>
<pre><code>Bachelor's Degree
At least 5 years experience in JAVA/J2EE development experience
At least 5 years experience in System Design
At least 3 years experience in WebServices
At least 1 year experience in Work in a geographically distributed team (in 2 or more countries)
Readiness to travel Up to 1 day a week
English: Basic knowledge
</code></pre>
<p>Preferred</p>
<pre><code>At least 7 years experience in JAVA/J2EE development experience
At least 7 years experience in System Design
At least 5 years experience in WebServices
At least 3 years experience in Work in a geographically distributed team (in 2 or more countries)
At least 3 years experience in Financial Services Industry knowledge
English : Intermediate
</code></pre>
</blockquote>
<p>The resume submitted matched all requirements (and exceeded a few). The email that came from IBM recruitment says : </p>
<blockquote>
<p>.. After reviewing your application, we regret to inform you that you
have not been selected for the next step in the hiring process as your
application does not meet the current position requirements.</p>
<p>.. Please note: this is an auto generated e-mail that cannot receive
replies...</p>
</blockquote>
<p>How can one determine the reasoning behind the rejection ? And how can one follow up and ask for feedback?</p>
<p>After receiving two such rejections, given a lot of jobs posted have similar requirements does the candidate assume he just generically doesnt seem employable to this organization and should stop applying to jobs with this organization ?</p>
| [
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"text": "<p>The rejection is a form letter. The Hiring Manager or Recruiter that has rejected your resume likely has a ... | 2013/12/30 | [
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For example : [This](https://jobs3.netmedia1.com/cp/faces/job_summary?job_id=GBS-0547866) job post on IBMs website asks for these skills :
>
> Required
>
>
>
> ```
> Bachelor's Degree
> At least 5 years experience in JAVA/J2EE development experience
> At least 5 years experience in System Design
> At least 3 years experience in WebServices
> At least 1 year experience in Work in a geographically distributed team (in 2 or more countries)
> Readiness to travel Up to 1 day a week
> English: Basic knowledge
>
> ```
>
> Preferred
>
>
>
> ```
> At least 7 years experience in JAVA/J2EE development experience
> At least 7 years experience in System Design
> At least 5 years experience in WebServices
> At least 3 years experience in Work in a geographically distributed team (in 2 or more countries)
> At least 3 years experience in Financial Services Industry knowledge
> English : Intermediate
>
> ```
>
>
The resume submitted matched all requirements (and exceeded a few). The email that came from IBM recruitment says :
>
> .. After reviewing your application, we regret to inform you that you
> have not been selected for the next step in the hiring process as your
> application does not meet the current position requirements.
>
>
> .. Please note: this is an auto generated e-mail that cannot receive
> replies...
>
>
>
How can one determine the reasoning behind the rejection ? And how can one follow up and ask for feedback?
After receiving two such rejections, given a lot of jobs posted have similar requirements does the candidate assume he just generically doesnt seem employable to this organization and should stop applying to jobs with this organization ? | The rejection is a form letter. The Hiring Manager or Recruiter that has rejected your resume likely has a small set of form letters to select as a rejection letter. Once it's been decided that you are not a fit, no one is going to give your resume any personal attention, so one of the generic form letters is chosen.
The job requirements are a guide. There is no way to determine exactly why you were not chosen for this job. If you have not already done so, try to get your resume and application critiqued by someone with experience reviewing resumes professionally - such as a recruiter or hiring manager. Correct any issues that are pointed out. If your resume is put together well and your application answers are done well, then shake it off and move forward. It could be as simple as they found one other person that was a good fit, so every other applicant received a rejection.
The fact that you received a rejection at all is a courtesy and lets you know that there is no reason for you to hold out hope for that job. Focus on your next application/interview. |
17,885 | <p>So far, I've been listing the skills mentioning technologies related to the field:</p>
<ul>
<li>Networking: subnetting, DHCP, DNS, IPv4, DLP, IDS/IPS, NAC.</li>
<li>Programming: C++, Java, Python, Perl.</li>
</ul>
<p>However, recently, I have seen a couple of resumes in which the writer explains briefly his experience in each field. For instance:</p>
<ul>
<li>Networking: designing of large networks and set up of security measures like DLP, IDS/IPS and NAC systems.</li>
<li>Programming: C++, Java and some exposure to scripting languages like Python and Perl.</li>
</ul>
<p>So now I'm wondering, from the point of view of a recruiter, whether one way is preferred above the other or it's irrelevant the way I'm listing technical skills.</p>
| [
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"text": "<p>Most CVs are scanned and fed into a system that picks up on the keywords. So I would recommend to trigger... | 2014/01/08 | [
"https://workplace.stackexchange.com/questions/17885",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/-1/"
] | So far, I've been listing the skills mentioning technologies related to the field:
* Networking: subnetting, DHCP, DNS, IPv4, DLP, IDS/IPS, NAC.
* Programming: C++, Java, Python, Perl.
However, recently, I have seen a couple of resumes in which the writer explains briefly his experience in each field. For instance:
* Networking: designing of large networks and set up of security measures like DLP, IDS/IPS and NAC systems.
* Programming: C++, Java and some exposure to scripting languages like Python and Perl.
So now I'm wondering, from the point of view of a recruiter, whether one way is preferred above the other or it's irrelevant the way I'm listing technical skills. | Most CVs are scanned and fed into a system that picks up on the keywords. So I would recommend to trigger as many references keywords related to the field you want to be in.
From a reading perspective I would recommend to put the related skills against the block of work experience area (again just the keywords). This allows the person reading it to get a clearer picture of your experience relative to the current time.
For example:
```
Job1: 'Title' - Company - Duration.
Skills: Java, C++, etc
Details:
```
The details section can go into more in relation to your job.
This helps because it gives a clearer picture to the interviewer to your skills. For example if you only put "10 years Java experience" and failed to mention you hadn't touched it in the last 3 years then you are going to get a negative response from the interviewer. |
20,344 | <p>Can I attend 3 years experience Java interview with 2.7 years experience? Will the companies strictly follow experience criteria?</p>
| [
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"text": "<p>of course. First of all, 0.3 years is not much difference. If it would be 2 years, I'd still recommend. Here's... | 2014/03/10 | [
"https://workplace.stackexchange.com/questions/20344",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/16980/"
] | Can I attend 3 years experience Java interview with 2.7 years experience? Will the companies strictly follow experience criteria? | of course. First of all, 0.3 years is not much difference. If it would be 2 years, I'd still recommend. Here's why:
```
Often, it's not an exact match they're looking for-it's the right skill set
```
more on this:
<http://lifehacker.com/5908557/why-you-should-still-apply-to-a-job-even-if-you-dont-meet-the-exact-job-requirements> |
22,802 | <p>I find that when I am in the bathroom I want to get in and out. I don't mind a simple "Hi" or "How's it going?" when I wash my hands but some co-workers step over this line.</p>
<p>I have had managers talk to me while in a stall and other coworkers having a "normal" conversation with me while I am in use of a urinal. Is this behavior normal? What do I say to a coworker or manager to let them know I don't like potty-talk? I don't want to come across as rude but you know...</p>
| [
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"author": "Kate Gregory",
"author_id": 102,
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"pm_score": 5,
"selected": false,
"text": "<p>Whenever someone asks you something (or says something that needs a reply) in a circumstance where you don't ... | 2014/04/16 | [
"https://workplace.stackexchange.com/questions/22802",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/16609/"
] | I find that when I am in the bathroom I want to get in and out. I don't mind a simple "Hi" or "How's it going?" when I wash my hands but some co-workers step over this line.
I have had managers talk to me while in a stall and other coworkers having a "normal" conversation with me while I am in use of a urinal. Is this behavior normal? What do I say to a coworker or manager to let them know I don't like potty-talk? I don't want to come across as rude but you know... | When Awkward-man attacks, use your super-humour powers!
Just say something funny - as long as it is with a smile and you keep it cool.
```
One second, I need all my attention in this important business.
```
And once outside, **be the one that reaches out** and that will make sure that the person does not feel like you are avoiding him or her.
```
So, now that I no longer have anything extremely important in my hands, what did you say?
``` |
22,817 | <p>I'm pretty desperate to get out of my current situation, as I'm a year out of university, and the job I'm in is a technical dead end, (and it doesn't pay well, it's boring, and I'm not happy here). I feel like it's damaging my career being in it (because I'm not developing valuable technical skills). </p>
<p>So I'm pretty keen to get out ASAP - jump into any job where at least I'd be developing object oriented programming skills, and be a bit happier, while I continue to look for a job that I <em>actually like</em>. </p>
<p>The question is, is this going to look bad from any potential future employers point of view?</p>
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"text": "<p>Whenever someone asks you something (or says something that needs a reply) in a circumstance where you don't ... | 2014/04/16 | [
"https://workplace.stackexchange.com/questions/22817",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/17187/"
] | I'm pretty desperate to get out of my current situation, as I'm a year out of university, and the job I'm in is a technical dead end, (and it doesn't pay well, it's boring, and I'm not happy here). I feel like it's damaging my career being in it (because I'm not developing valuable technical skills).
So I'm pretty keen to get out ASAP - jump into any job where at least I'd be developing object oriented programming skills, and be a bit happier, while I continue to look for a job that I *actually like*.
The question is, is this going to look bad from any potential future employers point of view? | When Awkward-man attacks, use your super-humour powers!
Just say something funny - as long as it is with a smile and you keep it cool.
```
One second, I need all my attention in this important business.
```
And once outside, **be the one that reaches out** and that will make sure that the person does not feel like you are avoiding him or her.
```
So, now that I no longer have anything extremely important in my hands, what did you say?
``` |
24,432 | <p>If I start a new job and I'm asked to do some work for a client. The company bills the client in 15min increments, I spend time learning my companies' setup, where things are, etc... I end up billing the client for "2 Hours". Now as I improve my skills each subsequent time I do the same or a similar task for a client it should take me less time. But this means as time goes forward I would be able to bill less hours for the same work. Now, I have to do more tasks to fill in the empty space created by the shorten work time.</p>
<p>Do I continue to bill clients for 2 hours for that same/similar task?</p>
<p>It seems like billable hours punishes those employees who are "faster" If I can do 2 hours of Bob's work in 15 minutes, I should be able to </p>
<pre><code>A. Leave for the next 1:45
B. Bill 2 Hours, and spend the next 1:45 working on other billable work
</code></pre>
| [
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"text": "<p>In general, your company will realize that you are more awesome and start charging more for your (more awesome)... | 2014/05/23 | [
"https://workplace.stackexchange.com/questions/24432",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/19516/"
] | If I start a new job and I'm asked to do some work for a client. The company bills the client in 15min increments, I spend time learning my companies' setup, where things are, etc... I end up billing the client for "2 Hours". Now as I improve my skills each subsequent time I do the same or a similar task for a client it should take me less time. But this means as time goes forward I would be able to bill less hours for the same work. Now, I have to do more tasks to fill in the empty space created by the shorten work time.
Do I continue to bill clients for 2 hours for that same/similar task?
It seems like billable hours punishes those employees who are "faster" If I can do 2 hours of Bob's work in 15 minutes, I should be able to
```
A. Leave for the next 1:45
B. Bill 2 Hours, and spend the next 1:45 working on other billable work
``` | First, I am assuming you are an independent contractor. If you are not, then @JoeStrazzere's comment is the correct course - defer to your employer.
When businesses hire contractors, they know that you are not "tailored" to their business. They hire you because you have most of the skills they need, and can develop the ones you are missing. As your skill base builds, so does your efficiency. Eventually your skills reach the point where an increase in your rate is warranted, because you can now do in 10 minutes what used to take 30 minutes.
Also, don't worry about Bob. Put in your best efforts and bill for them. The client is the one to make the decision as to whether or not it's worth what you're charging.
Again, if you're an employee, then all of this is moot and you should defer to your employer's instructions. |
27,280 | <p>I’m a software developer. I wasn’t careful enough and fixed a couple of bugs in our system that nobody in the team could fix. And that was the beginning of the problem. Today I have to fix the most of toughest bugs while another team members are creating the cool new features with cool presentations and getting all credit for getting the job done. As far as I know from some data has leaked—I’m also the least paid team member. What can I do?</p>
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"text": "<blockquote>\n <p>What can I do?</p>\n</blockquote>\n\n<p><strong>Say no.</strong></p>\n\n<p>You don't <em>have t... | 2014/06/13 | [
"https://workplace.stackexchange.com/questions/27280",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/22134/"
] | I’m a software developer. I wasn’t careful enough and fixed a couple of bugs in our system that nobody in the team could fix. And that was the beginning of the problem. Today I have to fix the most of toughest bugs while another team members are creating the cool new features with cool presentations and getting all credit for getting the job done. As far as I know from some data has leaked—I’m also the least paid team member. What can I do? | This answer isn't geared towards software development specifically, in fact it's a lesson I learned in the military from one of the most outstanding professionals I've ever met.
Whenever I enter a new arena and I want to stand out, I ask for the dirtiest, least desired, most hated/reviled job or position I can do that doesn't conflict directly with my goals. Then I kick ass at it. I don't just do it well, I do it as well as it can possibly be done given my skills and the tools available to me. The reasoning is that anyone can build something new or keep something going that already works well. If you take the worst of the worst and you do it in a stellar fashion, people will take notice.
As @VietnhiPhuvan mentioned, these "cool things" will be forgotten in a couple of months. Next year when they're adding features, refactoring or looking to upgrade what is already there, your code fixes will still be there. When there's a problem with the software that they can't figure out, they'll look to you. You can make a stellar career in software development as a direct result of your efforts in diagnostics and repair of existing software.
None of us really likes the grunt maintenance work. We all want to do something cool and new. Maintenance is a fact of life though, and if you're being put on it, you can look at it as the opportunity to knock it out of the park. Yes, you'll shoehorn yourself in for a bit, but you'll establish yourself as a dependable, capable and competent coder. Once you've fixed some really hard issues effectively you'll be able to lobby for cooler projects and pay increases.
That segues into my supplementary concept. No one is going to love you if you don't "love yourself". Your performance review is your chance to show just how awesome you are. If your company doesn't do performance reviews, then you need to do one for yourself. Keep track of everything you do. Keep track of the metrics that are involved.
```
Fixed "X" bug. Resulted in 95% reduction in null reference exceptions.
Fixed "Y" race condition. Resulted in 25% reduction in thread resource conflicts.
```
Keep it in a file and keep it in a hard copy folder as well. As emails come in from various team leads, managers, business reps, sales, whatever, copy/print these into your file. The guy I mentioned before referred to this file as the "I love me" file. Do everything you can to make this sucker grow fat. Once you have some substance to it, it's trivial to go to your supervisor/manager and make a case for a raise, different position, alternate tasks.
You are the only person who can lobby for better circumstances. Your supervisor or manager is the one who can seal the deal and make it happen. So take these tasks and kick ass at them. Don't worry about what other people are getting with respect to opportunities and projects. In time, you'll be in the forefront of consideration for these because of your demonstrated skill, product knowledge, and "quirks" knowledge.
If you get to that point, and the company does not consider you worth the extra money you feel you deserve, then you'll have an excellent resume built up with your "I love me" file. Those are exactly the kind of metric bullet points that hiring managers want to see in new hires. I promise you if your current company won't consider the value, there's another company who can. |
27,290 | <p>I am a software development professional. I joined a company 6 years ago (Job #1), and worked my way up to a management position within 3. At that time I wasn't actively looking to make a move, but was offered and accepted a job with another company for more pay and less initial responsibility (with the opportunity to manage the team after proving myself). I left on good terms and maintained relationship with colleagues, including my former manager there.</p>
<p>The job at the new company (Job #2) did not pan out as expected, as the CEO and I had very different management philosophies, and therefore didn't want to promote me to the team manager. I decided that I needed to exit in order to get back on track in my career to develop further as a manager. My former employer made an offer to me to return to my previous management role, which I accepted.</p>
<p>2 years pass - There are some aspects of my job that weren't ideal, but I wasn't dissatisfied to the point of job searching. I was contacted by a CTO wanting to hire me into a management role, of which I came highly recommended by contacts I had made while at Job #2. The opportunity would allow me to develop in areas not possible in my current organization, while keeping equal commute, workload (in terms of hours/week), with a ~20% raise in base salary.</p>
<p>The offer is very compelling, but I'm concerned with the following:</p>
<ol>
<li><p>I do not want to mar my professional reputation or sour relationships with people at my current company. They thought highly enough of me to offer me my old job back. After only being back in the role close to 2 years, it seems a bit flaky to leave once more.</p></li>
<li><p>I am concerned about being perceived further along in my career as a job-hopper. I join firms with the intention of staying as long as possible, but my resume reflects several short-lived stays. This includes moving to another city to follow my spouse's new job, and being part of a layoff in a separate instance, but some moves were to get more time at home as my children came into our family. I know the growing trend in IT is that people are spending less time with a company than years before.</p></li>
</ol>
<p><strong>In your opinion, is leaving for another opportunity (better for career development) a good move, even after just rejoining the company I left not long ago?</strong></p>
| [
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"text": "<blockquote>\n <p>What can I do?</p>\n</blockquote>\n\n<p><strong>Say no.</strong></p>\n\n<p>You don't <em>have t... | 2014/06/13 | [
"https://workplace.stackexchange.com/questions/27290",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/22245/"
] | I am a software development professional. I joined a company 6 years ago (Job #1), and worked my way up to a management position within 3. At that time I wasn't actively looking to make a move, but was offered and accepted a job with another company for more pay and less initial responsibility (with the opportunity to manage the team after proving myself). I left on good terms and maintained relationship with colleagues, including my former manager there.
The job at the new company (Job #2) did not pan out as expected, as the CEO and I had very different management philosophies, and therefore didn't want to promote me to the team manager. I decided that I needed to exit in order to get back on track in my career to develop further as a manager. My former employer made an offer to me to return to my previous management role, which I accepted.
2 years pass - There are some aspects of my job that weren't ideal, but I wasn't dissatisfied to the point of job searching. I was contacted by a CTO wanting to hire me into a management role, of which I came highly recommended by contacts I had made while at Job #2. The opportunity would allow me to develop in areas not possible in my current organization, while keeping equal commute, workload (in terms of hours/week), with a ~20% raise in base salary.
The offer is very compelling, but I'm concerned with the following:
1. I do not want to mar my professional reputation or sour relationships with people at my current company. They thought highly enough of me to offer me my old job back. After only being back in the role close to 2 years, it seems a bit flaky to leave once more.
2. I am concerned about being perceived further along in my career as a job-hopper. I join firms with the intention of staying as long as possible, but my resume reflects several short-lived stays. This includes moving to another city to follow my spouse's new job, and being part of a layoff in a separate instance, but some moves were to get more time at home as my children came into our family. I know the growing trend in IT is that people are spending less time with a company than years before.
**In your opinion, is leaving for another opportunity (better for career development) a good move, even after just rejoining the company I left not long ago?** | This answer isn't geared towards software development specifically, in fact it's a lesson I learned in the military from one of the most outstanding professionals I've ever met.
Whenever I enter a new arena and I want to stand out, I ask for the dirtiest, least desired, most hated/reviled job or position I can do that doesn't conflict directly with my goals. Then I kick ass at it. I don't just do it well, I do it as well as it can possibly be done given my skills and the tools available to me. The reasoning is that anyone can build something new or keep something going that already works well. If you take the worst of the worst and you do it in a stellar fashion, people will take notice.
As @VietnhiPhuvan mentioned, these "cool things" will be forgotten in a couple of months. Next year when they're adding features, refactoring or looking to upgrade what is already there, your code fixes will still be there. When there's a problem with the software that they can't figure out, they'll look to you. You can make a stellar career in software development as a direct result of your efforts in diagnostics and repair of existing software.
None of us really likes the grunt maintenance work. We all want to do something cool and new. Maintenance is a fact of life though, and if you're being put on it, you can look at it as the opportunity to knock it out of the park. Yes, you'll shoehorn yourself in for a bit, but you'll establish yourself as a dependable, capable and competent coder. Once you've fixed some really hard issues effectively you'll be able to lobby for cooler projects and pay increases.
That segues into my supplementary concept. No one is going to love you if you don't "love yourself". Your performance review is your chance to show just how awesome you are. If your company doesn't do performance reviews, then you need to do one for yourself. Keep track of everything you do. Keep track of the metrics that are involved.
```
Fixed "X" bug. Resulted in 95% reduction in null reference exceptions.
Fixed "Y" race condition. Resulted in 25% reduction in thread resource conflicts.
```
Keep it in a file and keep it in a hard copy folder as well. As emails come in from various team leads, managers, business reps, sales, whatever, copy/print these into your file. The guy I mentioned before referred to this file as the "I love me" file. Do everything you can to make this sucker grow fat. Once you have some substance to it, it's trivial to go to your supervisor/manager and make a case for a raise, different position, alternate tasks.
You are the only person who can lobby for better circumstances. Your supervisor or manager is the one who can seal the deal and make it happen. So take these tasks and kick ass at them. Don't worry about what other people are getting with respect to opportunities and projects. In time, you'll be in the forefront of consideration for these because of your demonstrated skill, product knowledge, and "quirks" knowledge.
If you get to that point, and the company does not consider you worth the extra money you feel you deserve, then you'll have an excellent resume built up with your "I love me" file. Those are exactly the kind of metric bullet points that hiring managers want to see in new hires. I promise you if your current company won't consider the value, there's another company who can. |
31,332 | <p>My friend told me that he works for a big company in the USA that hires contractors from a preferred vendor who is free to get contractors from other vendors, if they do not have a contractor on their database for a particular position. As you might know, each vendor will take his share of the hourly pay of my friend for the entire period of the contract, leaving the parent company with a big bill and the contractor with a smaller piece of the pie. I think this is what they call <code>corp-to-corp</code> employment in the industry. Example:</p>
<pre><code>Company = $100/hr
vendor1 = $16/hr (preferred vendor)
vendor2 = $8/hr
vendor3 = $8/hr
contractor = 100 - (16+8+8) = $68/hr
</code></pre>
<p>It seems fair and okay if the preferred vendor takes a significant cut. As
you can see in the example above, the middle men vendor 2 and 3 are adding $16 to the cost without adding any real value in the chain. Hypothetically, out of this $16, the company could save maybe $10 and offer $6 more to the vendor. The contractor could then get $4 of the $6. Everyone would be happier.</p>
<p>I don't know why companies would want to do this instead of working directly with one vendor. Everyone would make (or save) more money and the contract would attract more quality contractors. Besides, it would reduce the cost of software significantly if a company is dependent on a lot of contract labor.</p>
<p>To satisfy my curiosity, I requested my friend to ask his boss the actual rate for the position and also why they accept middle vendors, but he does not feel it is appropriate to ask such questions. Since he won't ask his boss, I am posting the question here to get some answers as to why big companies would be open to such arrangements.</p>
| [
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"text": "<p>I'm not privy to employer negotiations but I've worked as a subcontractor, and depending on the particular... | 2014/07/26 | [
"https://workplace.stackexchange.com/questions/31332",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/16449/"
] | My friend told me that he works for a big company in the USA that hires contractors from a preferred vendor who is free to get contractors from other vendors, if they do not have a contractor on their database for a particular position. As you might know, each vendor will take his share of the hourly pay of my friend for the entire period of the contract, leaving the parent company with a big bill and the contractor with a smaller piece of the pie. I think this is what they call `corp-to-corp` employment in the industry. Example:
```
Company = $100/hr
vendor1 = $16/hr (preferred vendor)
vendor2 = $8/hr
vendor3 = $8/hr
contractor = 100 - (16+8+8) = $68/hr
```
It seems fair and okay if the preferred vendor takes a significant cut. As
you can see in the example above, the middle men vendor 2 and 3 are adding $16 to the cost without adding any real value in the chain. Hypothetically, out of this $16, the company could save maybe $10 and offer $6 more to the vendor. The contractor could then get $4 of the $6. Everyone would be happier.
I don't know why companies would want to do this instead of working directly with one vendor. Everyone would make (or save) more money and the contract would attract more quality contractors. Besides, it would reduce the cost of software significantly if a company is dependent on a lot of contract labor.
To satisfy my curiosity, I requested my friend to ask his boss the actual rate for the position and also why they accept middle vendors, but he does not feel it is appropriate to ask such questions. Since he won't ask his boss, I am posting the question here to get some answers as to why big companies would be open to such arrangements. | I'm not privy to employer negotiations but I've worked as a subcontractor, and depending on the particular niche you're talking about, the main contractor simply may not have anyone available with the required skillset for the job. However, they may know a company who has supplied them with good people in the past and are willing in this case to take a smaller cut in exchange for getting the job done (in fact, often they might end up ahead of the game since they often don't have to take care of the subcontracted employee's benefits and the like).
From the standpoint of the company, they just want someone who can do the job. It's not that they *require* the contractor to provide one of *their* people, it's that the fact that the employee is contracted out to that company represents one less hoop they have to jump through to determine whether or not the person is qualified or not. I'm not going to say that bad contractors never slip through the cracks here, and that in some part is what the interview process is for, but at least you are dealing with people who have presumably been vetted by someone else before you even begin talking to them.
In the end, my experience with most companies is that even if they don't know that a person was hired via a subcontractor rather than being a direct employee, if the person hired can actually do their job that's all that matters. I should add a disclaimer that I work in IT, an industry where there can be a high variability in competence on the one hand but often a great need to move forward with a project quickly on the other. In many cases the cost of bringing on an incompetent employee long enough to "ramp them up" into competence or figure out that they can't cut it and then hiring someone else is not significantly greater than employing the tactic of interviewing person after person for several months until someone they can be assured is competent out of the gate (this assuming that we live in a world where you can discern competence from an interview or, really, anything but actually watching a person work for several weeks, which of course, we don't, but for the purposes of the argument...). Either way, what you primarily wasted was time. $100 an hour is a drop in the bucket compared to the costs of releasing a product 6 months late, and there is always the possibility that you'll find a good contractor using the first tactic. |
31,373 | <p>We are 3 engineers and one product manager working in the project.
What I want to mention is that as an engineer, I am one of the main people in the development of that project.
What is the correct way of mentioning it in CV?</p>
<p>Is it OK to write:</p>
<pre><code>Highly participating in the development of X
</code></pre>
<p>Thanks in advance</p>
| [
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"text": "<p>Depends on if you want to place the emphasis on the title and/or the actual involvement that you have had in... | 2014/07/28 | [
"https://workplace.stackexchange.com/questions/31373",
"https://workplace.stackexchange.com",
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] | We are 3 engineers and one product manager working in the project.
What I want to mention is that as an engineer, I am one of the main people in the development of that project.
What is the correct way of mentioning it in CV?
Is it OK to write:
```
Highly participating in the development of X
```
Thanks in advance | You could say "Key contributor to the design, development, testing and implementation of ....." then go on to specify exactly what tasks you were responsible for. |
32,057 | <p>I work for a small company with a couple of directors and several staff who all report directly to them. I'm the senior PHP developer here and over the last few years have built a content management system and I have just finished developing an e-commerce platform that we now sell.</p>
<p>Throughout my time here I've always had to fight for security to be given its due concern. For example, we have a test VPS server that was running MySQL v5.1, no longer supported and when cPanel stopped patching the server due to the MySQL version being out of date my bosses seemed completely unconcerned and were more concerned with the down time to update the server where people wouldn't be able to work. In the end I had to upgrade the server in my own time to make sure it got done.</p>
<p>There have been regular things like this where things that are important in my eyes just get glossed over by my bosses. It seems like the only thing that will make them sit up and take security seriously is a breach that affects our clients, and I'm just waiting for that day to happen when I'm going to have to clean up the mess.</p>
<p>How can I impress upon my bosses the importance of security? Or am I just being paranoid here?</p>
<hr>
<p>I don't think this is a duplicate of <a href="https://workplace.stackexchange.com/questions/13910/convince-the-company-i-work-for-to-implement-version-control">Convince the Company I Work for to Implement Version Control?</a> because the answers to that questions are about understanding why a process is there in the first place, and then figuring out how to change them. With my question there is no process there in the first place, and it's more about changing attitudes than processes. It's similar and there will probably be some crossover in answers, but I don't think it's the same.</p>
| [
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"text": "<p>As Jan Doggen has said in the comments, fixing these issues in your own time is not a good approach. \nYou need ... | 2014/08/08 | [
"https://workplace.stackexchange.com/questions/32057",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/17512/"
] | I work for a small company with a couple of directors and several staff who all report directly to them. I'm the senior PHP developer here and over the last few years have built a content management system and I have just finished developing an e-commerce platform that we now sell.
Throughout my time here I've always had to fight for security to be given its due concern. For example, we have a test VPS server that was running MySQL v5.1, no longer supported and when cPanel stopped patching the server due to the MySQL version being out of date my bosses seemed completely unconcerned and were more concerned with the down time to update the server where people wouldn't be able to work. In the end I had to upgrade the server in my own time to make sure it got done.
There have been regular things like this where things that are important in my eyes just get glossed over by my bosses. It seems like the only thing that will make them sit up and take security seriously is a breach that affects our clients, and I'm just waiting for that day to happen when I'm going to have to clean up the mess.
How can I impress upon my bosses the importance of security? Or am I just being paranoid here?
---
I don't think this is a duplicate of [Convince the Company I Work for to Implement Version Control?](https://workplace.stackexchange.com/questions/13910/convince-the-company-i-work-for-to-implement-version-control) because the answers to that questions are about understanding why a process is there in the first place, and then figuring out how to change them. With my question there is no process there in the first place, and it's more about changing attitudes than processes. It's similar and there will probably be some crossover in answers, but I don't think it's the same. | >
> In the end I had to upgrade the server in my own time to make sure it got done.
>
>
>
You made sure something that *was* an issue, became a non-issue as far as your managers were concerned. Next time it will be more difficult to convince them it is an issue (because "it wasn't in the past").
>
> How can I impress the importance of security to my bosses?
>
>
>
You can't. What you can (and definitely *shoud* do) is make a written risk assessment and make sure your bosses read it. In it, describe the security risks, what (reasonable/affordable) actions can be taken to mitigate each risk, and what is the cost of not taking said action.
Example:
```
risk: server broken into, from the outside
probability: high (see statistics of compromized
non-patched servers, at http://example.com)
cost: client financial records compromised (along
with company credibility and public image),
**loss of sales**
recommended action: keep servers up to date
(requires 1 man-hour every two days)
risk: fire into the server room
probability: low
cost: loss of business and all backups
recommended action: update backup policy (requires 4 man-hours and the server offline)
risk: compromized company records
probability: ???
cost: compromized employees financial records
recommended action: restrict database access to X, Y and system administrators
(requires 1.5 hours, best done after work-hours)
```
This way, you have brought the issues to your manager's attention, and it is up to them to take a decision (or not).
If you provide a written assessment, it is more difficult to ignore, and in case something happens, you are legally covered (your manager cannot say afterwards "but you're the security expert - it was your job to make sure this didn't happen). |
32,108 | <p>Say, for example I have worked in the following companies,</p>
<pre><code>Company A => 2010 - 2011
Company B => 2011 - 2012
Company C => 2012 - Till Date
Company D => Have offer
</code></pre>
<p>Now assume Company D is asking to submit documents from my second last employer. So from the list of companies given, which company would be qualified as second last employer? </p>
| [
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"text": "<p>I'd guess that with common usage, it'd Company B:</p>\n\n<ul>\n<li>Last employer = Company C.</li>\n<li>Second to... | 2014/08/10 | [
"https://workplace.stackexchange.com/questions/32108",
"https://workplace.stackexchange.com",
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```
Company A => 2010 - 2011
Company B => 2011 - 2012
Company C => 2012 - Till Date
Company D => Have offer
```
Now assume Company D is asking to submit documents from my second last employer. So from the list of companies given, which company would be qualified as second last employer? | I'd guess that with common usage, it'd Company B:
* Last employer = Company C.
* Second to last = Company B.
But you could always ask them. |
32,521 | <p>I just got an e-mail from an old friend asking for an 'introductory request' for someone I know.</p>
<p>The thing is: How should I give this introduction? Like this?</p>
<pre><code>to: person of interest
cc: old friend
Hi Person of Interest,
Old Friend wants to make millions with you.
Thanks,
Me
</code></pre>
<p>Obviously, I'm new to all this. How should I introduce someone to someone else via e-mail? Thanks in advance.</p>
<p>Also: Should I first ask the person of interest whether he even wants to be involved?</p>
| [
{
"answer_id": 32524,
"author": "Calvin",
"author_id": 26007,
"author_profile": "https://workplace.stackexchange.com/users/26007",
"pm_score": 1,
"selected": false,
"text": "<p>This is a relatively new area as far as I'm aware - traditional introductions were largely incidental. I can't... | 2014/08/18 | [
"https://workplace.stackexchange.com/questions/32521",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/26318/"
] | I just got an e-mail from an old friend asking for an 'introductory request' for someone I know.
The thing is: How should I give this introduction? Like this?
```
to: person of interest
cc: old friend
Hi Person of Interest,
Old Friend wants to make millions with you.
Thanks,
Me
```
Obviously, I'm new to all this. How should I introduce someone to someone else via e-mail? Thanks in advance.
Also: Should I first ask the person of interest whether he even wants to be involved? | I've done this many dozens of times. Keep it simple; keep it short.
Write them both an email, with both of them on the To: line.
>
> Hello, Kevin, meet Michael. Hello Michael, meet Kevin.
>
>
> Michael, Kevin asked me to introduce you to him because he is
> interested in your knowledge of fly-fishing in the western Arabian
> peninsula (or whatever). Kevin has fished everywhere else in the world
> and he wants to fish there.
>
>
> I am sure you two will have an interesting conversation.
>
>
> Best regards,
>
>
> Ollie
>
>
>
Helping people connect with one another is one of the best things you can do for them. |
33,135 | <p>My husband received a McNair Scholarship; part of the benefit to the program is what they call a "<a href="http://mcnair.usc.edu/prospective/sri.html" rel="nofollow">Summer Research Institute</a>", a program under which he was given funds to design and carry out research under the eye of a faculty member which culminated in a publication. We're composing his CV, and while we listed the publication under his publications section, does the SRI count as job experience? He's looking to apply to research positions, so it seems relevant, but I'm not sure how to word it since it's not a traditional internship or anything like that. What job title would that even be?</p>
<p>From their website: </p>
<blockquote>
<p>In summary, Scholars experience the following during the SRI:</p>
<p>-Independent research</p>
<p>-Research Methods Workshops</p>
<p>-Academic/Scholarly Writing Seminars</p>
<p>-Communication/Presentation Workshops</p>
<p>-Resume/CV Development Sessions</p>
<p>-GRE Preparation</p>
<p>-Special Faculty Presentations</p>
<p>-Special Graduate Student Presentations</p>
<p>-Special McNair Alumni Presentation</p>
<p>-Graduate School Preparation Workshops</p>
<p>-Development of a Graduate School Application Plan</p>
<p>-Cultural Awareness Activities & Educational Field Trips</p>
<p>-Summer-end Research Symposium where students present their research before an audience comprised of USC students, staff, faculty, & other
McNair Programs</p>
<p>-Complete a final Research Paper and PowerPoint Presentation</p>
<p>-Students awarded a $2800 stipend and are eligible for program-sponsored housing scholarships</p>
</blockquote>
| [
{
"answer_id": 33136,
"author": "Vietnhi Phuvan",
"author_id": 16993,
"author_profile": "https://workplace.stackexchange.com/users/16993",
"pm_score": 0,
"selected": false,
"text": "<p>Since your husband is looking for a research position, his CV should include a PUBLICATIONS section. Th... | 2014/09/01 | [
"https://workplace.stackexchange.com/questions/33135",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/373/"
] | My husband received a McNair Scholarship; part of the benefit to the program is what they call a "[Summer Research Institute](http://mcnair.usc.edu/prospective/sri.html)", a program under which he was given funds to design and carry out research under the eye of a faculty member which culminated in a publication. We're composing his CV, and while we listed the publication under his publications section, does the SRI count as job experience? He's looking to apply to research positions, so it seems relevant, but I'm not sure how to word it since it's not a traditional internship or anything like that. What job title would that even be?
From their website:
>
> In summary, Scholars experience the following during the SRI:
>
>
> -Independent research
>
>
> -Research Methods Workshops
>
>
> -Academic/Scholarly Writing Seminars
>
>
> -Communication/Presentation Workshops
>
>
> -Resume/CV Development Sessions
>
>
> -GRE Preparation
>
>
> -Special Faculty Presentations
>
>
> -Special Graduate Student Presentations
>
>
> -Special McNair Alumni Presentation
>
>
> -Graduate School Preparation Workshops
>
>
> -Development of a Graduate School Application Plan
>
>
> -Cultural Awareness Activities & Educational Field Trips
>
>
> -Summer-end Research Symposium where students present their research before an audience comprised of USC students, staff, faculty, & other
> McNair Programs
>
>
> -Complete a final Research Paper and PowerPoint Presentation
>
>
> -Students awarded a $2800 stipend and are eligible for program-sponsored housing scholarships
>
>
> | Yes, this Research Institute is job experience.
If you're writing an academic CV, you need to consult an academic adviser to determine the best way to describe this experience.
If you're writing a commercial / industrial resume, you should write something like this
```
Summer 2014 McNair Scholarship Summer Research Institute. Under the
supervision of Prof. Albert Einstein, I worked with a small
team to confirm theoretical predictions of reality distortion
field strengths when Steve Jobs and Bill Gates give keynote
addresses at conferences.
```
or whatever is true. |
33,220 | <p>I'm currently on a summer internship while being in a unpaid leave at my regular work. What is the most succinct way to denote this on my CV so that I don't get misunderstood I'm doing the two jobs at once? Should I put everything describing my regular job in past tense?</p>
| [
{
"answer_id": 33222,
"author": "Community",
"author_id": -1,
"author_profile": "https://workplace.stackexchange.com/users/-1",
"pm_score": 3,
"selected": true,
"text": "<p>I assume you are listing your internship at Y on your CV and you work for company X.</p>\n\n<pre><code>2012-current... | 2014/09/03 | [
"https://workplace.stackexchange.com/questions/33220",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/26737/"
] | I'm currently on a summer internship while being in a unpaid leave at my regular work. What is the most succinct way to denote this on my CV so that I don't get misunderstood I'm doing the two jobs at once? Should I put everything describing my regular job in past tense? | I assume you are listing your internship at Y on your CV and you work for company X.
```
2012-current X Job descrip
2014 Y Internship (unpaid leave from X)
```
or
```
2012-current X Job descrip
2014 Y (unpaid leave from X) Internship
``` |
34,724 | <p>I seem to run into a little snag when I'm tasked with training a new employee. I think part of my issue is that I have a hard time describing technology things to a person who's computer literacy who is below my level. The other part of the problem is that I'm unable to effectively communicate to my trainee how to think critically about what they just learned.</p>
<p>For example there are certain tasks that require use of multiple software. I kind of see these different software as sets of skills. </p>
<p>For example, the password manager allows the trainee to access their different credentials across all our platforms without having to remember a million passwords. Or rather, the skill of retrieving your credentials.</p>
<p>While another "skill" required is the ability to navigate the file system on pc.
Or the skill of navigating the hierarchical structure of our web based management application.
And any additional software available to the computer such as word or excel, so on and so forth.</p>
<p>When I train the trainee I usually am tasked with training them how to accomplish the task successfully. </p>
<p>This may involved teaching them how to use the password manager, how to understand the file system, how to use the web based management software and so on. The problem arises when I have to train the trainee on a new task. </p>
<p>Some of the tasks are the same. Retrieving the credentials, navigating the file system. </p>
<p>However it seems that whatever I am doing, I have to re-describe the individual steps to do those tasks that I consider, previously covered, such as retrieving the credentials, or how to navigate the file system.</p>
<p>It's like a step by step guide that repeats these basic tasks.</p>
<p>I feel like my trainees aren't able to compartmentalize each skill as separate entities that come together to make a whole.</p>
<p>If I take the example of baking bread and making toast then it would be as if they see it like:</p>
<pre><code>1. Combine all the ingredients
2. Let it rise
3. Kneed the dough
4. Bake
5. Wait
6. Cut
7. Put in toaster
8. Toast
</code></pre>
<p>When they should see it rather like this</p>
<pre><code>A. Baking bread
1. Combine all the ingredients
2. Let it rise
3. Kneed the dough
4. Bake
5. Wait
B. Cutting Bread
1. Cut
C. Toast
1. Put in toaster
2. Toast
</code></pre>
<p>So that if they wanted to just make toast from already baked bread, they don't have to bake the bread again.</p>
<p>For some reason teaching the skill to Copy and Paste is understood fairly quickly, as it's something that works with most applications the same way with few exceptions, but teaching something that is specific to a piece of software, aka, password management software seems to be difficult. </p>
<p>So finally, what's the question? Is there a teaching/training paradigm that can help compartmentalize different skills, as a series of them are are being taught as a whole of something greater. </p>
| [
{
"answer_id": 34722,
"author": "Joe Strazzere",
"author_id": 7777,
"author_profile": "https://workplace.stackexchange.com/users/7777",
"pm_score": 3,
"selected": true,
"text": "<blockquote>\n <p>In general, is it bad to have an unachieved goal? Should I change it\n to something I know... | 2014/10/08 | [
"https://workplace.stackexchange.com/questions/34724",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/5213/"
] | I seem to run into a little snag when I'm tasked with training a new employee. I think part of my issue is that I have a hard time describing technology things to a person who's computer literacy who is below my level. The other part of the problem is that I'm unable to effectively communicate to my trainee how to think critically about what they just learned.
For example there are certain tasks that require use of multiple software. I kind of see these different software as sets of skills.
For example, the password manager allows the trainee to access their different credentials across all our platforms without having to remember a million passwords. Or rather, the skill of retrieving your credentials.
While another "skill" required is the ability to navigate the file system on pc.
Or the skill of navigating the hierarchical structure of our web based management application.
And any additional software available to the computer such as word or excel, so on and so forth.
When I train the trainee I usually am tasked with training them how to accomplish the task successfully.
This may involved teaching them how to use the password manager, how to understand the file system, how to use the web based management software and so on. The problem arises when I have to train the trainee on a new task.
Some of the tasks are the same. Retrieving the credentials, navigating the file system.
However it seems that whatever I am doing, I have to re-describe the individual steps to do those tasks that I consider, previously covered, such as retrieving the credentials, or how to navigate the file system.
It's like a step by step guide that repeats these basic tasks.
I feel like my trainees aren't able to compartmentalize each skill as separate entities that come together to make a whole.
If I take the example of baking bread and making toast then it would be as if they see it like:
```
1. Combine all the ingredients
2. Let it rise
3. Kneed the dough
4. Bake
5. Wait
6. Cut
7. Put in toaster
8. Toast
```
When they should see it rather like this
```
A. Baking bread
1. Combine all the ingredients
2. Let it rise
3. Kneed the dough
4. Bake
5. Wait
B. Cutting Bread
1. Cut
C. Toast
1. Put in toaster
2. Toast
```
So that if they wanted to just make toast from already baked bread, they don't have to bake the bread again.
For some reason teaching the skill to Copy and Paste is understood fairly quickly, as it's something that works with most applications the same way with few exceptions, but teaching something that is specific to a piece of software, aka, password management software seems to be difficult.
So finally, what's the question? Is there a teaching/training paradigm that can help compartmentalize different skills, as a series of them are are being taught as a whole of something greater. | >
> In general, is it bad to have an unachieved goal? Should I change it
> to something I know I will achieve in the next two months? I feel like
> that is cheating me out of being honest with my superior about what
> kind of work I would prefer to do.
>
>
>
Every company I have ever worked for has provided corporate guidelines for setting and modifying annual performance goals. And every company I have ever worked for has different "rules".
You need to coordinate your actions with your manager, with your company guidelines and with the repercussions that may occur based on your actions.
I'll try to answer the specifics in terms of my company's current rules, but remember - your mileage may vary. Talk to your Manager, Talk to your HR. Consult your own company guidelines first.
>
> In general, is it bad to have an unachieved goal?
>
>
>
At my company this isn't great. The whole point of having goals is to provide motivation for achieving them.
If it's an overall goal, it may not matter much. If it's an MBO goal, it may cost you a portion of your bonus money.
>
> Should I change it to something I know I will achieve in the next two months?
>
>
>
In my company, you wouldn't have that option. Goals are locked down within the system we use for tracking goals at a certain period. Two months before year end you wouldn't be able to change anything.
>
> I feel like that is cheating me out of being honest with my superior about what
> kind of work I would prefer to do.
>
>
>
In my company, goals aren't about what kind of work you would prefer to do. Instead, they are more about the kind of work you are being explicitly incented (financially) to do.
In my company, you would work with your supervisor/manager when creating or modifying any goals, so no cheating could occur. |
36,565 | <p>I have a common name, but an uncommon spelling. Specifically, my name is Kelli.</p>
<p>Often in emails and in informal and formal chat situations, I have people referring to me with the more common spelling. Because of the situation, I rarely correct them. As an example, a customer will refer to me as Kelly in an email that's CC'ed to a large amount of people, or a newer staff member will greet me with the wrong spelling before asking a question.</p>
<p>Is it professional to correct spelling of my name in situations that may cause embarrassment or is off topic in the email thread?</p>
<p>So far, the only issue I have noticed with not correcting it is that I'm starting to get more people referring to me with the wrong spelling. I've also been asked about emails that I've not been getting. I realized that since my email is firstname.lastname@company.com, I'm not getting emails from people who spell my name wrong. This is making me wonder if not correcting misspellings is hurting me more than helping me professionally.</p>
| [
{
"answer_id": 36566,
"author": "Chris E",
"author_id": 28939,
"author_profile": "https://workplace.stackexchange.com/users/28939",
"pm_score": 7,
"selected": true,
"text": "<p>One way I've seen this situation handled is to put something in your signature on your company email. People wi... | 2014/11/21 | [
"https://workplace.stackexchange.com/questions/36565",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/17097/"
] | I have a common name, but an uncommon spelling. Specifically, my name is Kelli.
Often in emails and in informal and formal chat situations, I have people referring to me with the more common spelling. Because of the situation, I rarely correct them. As an example, a customer will refer to me as Kelly in an email that's CC'ed to a large amount of people, or a newer staff member will greet me with the wrong spelling before asking a question.
Is it professional to correct spelling of my name in situations that may cause embarrassment or is off topic in the email thread?
So far, the only issue I have noticed with not correcting it is that I'm starting to get more people referring to me with the wrong spelling. I've also been asked about emails that I've not been getting. I realized that since my email is firstname.lastname@company.com, I'm not getting emails from people who spell my name wrong. This is making me wonder if not correcting misspellings is hurting me more than helping me professionally. | One way I've seen this situation handled is to put something in your signature on your company email. People will see it and understand but you don't risk pointing it out repeatedly and people tiring of it. You could do something like:
```
Kelli Smith
kelli.smith@somecompany.com
(That's Kelli with an 'I', if you want your email to get to me)
```
Or something more the flavor of what would be acceptable to you or in your company. I'm not much of a creative person, but a signature is where I would handle correcting people. They'll get used to it. |
36,570 | <p>I was told by a recruiter that I would be receiving a call back from her in November for the next round of my technical interview. </p>
<p>Now, it is almost end of November and I want to contact her. I am not really sure how should I phrase my email. Or, should I wait for some more time till the end of November month to contact her?</p>
| [
{
"answer_id": 36566,
"author": "Chris E",
"author_id": 28939,
"author_profile": "https://workplace.stackexchange.com/users/28939",
"pm_score": 7,
"selected": true,
"text": "<p>One way I've seen this situation handled is to put something in your signature on your company email. People wi... | 2014/11/21 | [
"https://workplace.stackexchange.com/questions/36570",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/19395/"
] | I was told by a recruiter that I would be receiving a call back from her in November for the next round of my technical interview.
Now, it is almost end of November and I want to contact her. I am not really sure how should I phrase my email. Or, should I wait for some more time till the end of November month to contact her? | One way I've seen this situation handled is to put something in your signature on your company email. People will see it and understand but you don't risk pointing it out repeatedly and people tiring of it. You could do something like:
```
Kelli Smith
kelli.smith@somecompany.com
(That's Kelli with an 'I', if you want your email to get to me)
```
Or something more the flavor of what would be acceptable to you or in your company. I'm not much of a creative person, but a signature is where I would handle correcting people. They'll get used to it. |
36,812 | <p>I realise this is a very trivial question, but in the continual pursuit of a perfect CV/LinkedIn: </p>
<p>I have several qualifications from a particular vendor. The vendors certificate 'levels' are standardised (Beginner, Advanced, Expert for example) across the different technologies, though not all technologies have certificates in all three. I now have a list along the lines of:</p>
<pre><code>Vendor Certified Expert in Doors
Vendor Certified Advanced in Doors
Vendor Certified Advanced in Windows
Vendor Certified Beginner in Doors
Vendor Certified Beginner in Sheds
Vendor Certified Beginner in Doors (Old Version)
</code></pre>
<p>I have to list them all because many jobs require a particular certification and often the recruiter (or even the hiring manager) won't understand the 'track'. I once told someone I was an "Expert in Doors" and they then asked me if I had the "Beginner in Doors" cert as it was mandatory for the role.</p>
<p>However, I worry that the list is the above form is a little unwieldy. Should I perhaps group them by technology:</p>
<pre><code>Vendor Certified Expert in Doors
Vendor Certified Advanced in Doors
Vendor Certified Beginner in Doors
Vendor Certified Beginner in Doors (Old Version)
Vendor Certified Advanced in Windows
Vendor Certified Beginner in Sheds
</code></pre>
<p>Though it doesn't look hugely more readable to me.</p>
| [
{
"answer_id": 36813,
"author": "Jonast92",
"author_id": 22127,
"author_profile": "https://workplace.stackexchange.com/users/22127",
"pm_score": 2,
"selected": false,
"text": "<p>There is no right or wrong way to do this, to be honest I think this question is <em>too broad</em> for you t... | 2014/11/27 | [
"https://workplace.stackexchange.com/questions/36812",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/5425/"
] | I realise this is a very trivial question, but in the continual pursuit of a perfect CV/LinkedIn:
I have several qualifications from a particular vendor. The vendors certificate 'levels' are standardised (Beginner, Advanced, Expert for example) across the different technologies, though not all technologies have certificates in all three. I now have a list along the lines of:
```
Vendor Certified Expert in Doors
Vendor Certified Advanced in Doors
Vendor Certified Advanced in Windows
Vendor Certified Beginner in Doors
Vendor Certified Beginner in Sheds
Vendor Certified Beginner in Doors (Old Version)
```
I have to list them all because many jobs require a particular certification and often the recruiter (or even the hiring manager) won't understand the 'track'. I once told someone I was an "Expert in Doors" and they then asked me if I had the "Beginner in Doors" cert as it was mandatory for the role.
However, I worry that the list is the above form is a little unwieldy. Should I perhaps group them by technology:
```
Vendor Certified Expert in Doors
Vendor Certified Advanced in Doors
Vendor Certified Beginner in Doors
Vendor Certified Beginner in Doors (Old Version)
Vendor Certified Advanced in Windows
Vendor Certified Beginner in Sheds
```
Though it doesn't look hugely more readable to me. | If they're the same qualification with different tiers, I normally wouldn't even bother including the lower tiers - they're redundant information. If you've got the Expert certificate, I can quite happily assume you've either done the beginner one or are capable of it.
In this case, it sounds like you've got some strange recruiters who don't understand the idea of tiering, so I'd group them tightly
>
> Vendor Certificate in Doors [Beginner, Advanced, Expert]
>
>
> Vendor Certificate in Windows [Beginner, Advanced]
>
>
> etc
>
>
>
That way it's clear to see, but without avoiding un-necessary repetition of basic information. You may even want to reverse it to read [Expert, Advanced, Beginner] so the higher priority one is first.
Within the list, I'd put the most relevant skill or experience (in this case Doors, as it has the highest grade) at the top, and work my way to the least relevant. This typically means the most recent first, but don't take that to mean they must be in reverse chronological order... if you have a more relevant qualification from 5 years ago, that goes above a less relevant qualification from last week. Note also that if Doors was expert but you were applying for a job in Windows, you may want to put Windows first even though it's only Advanced grade.
This applies for the rest of a CV/Resume too - put the most relevant first, which usually means the most recent. Tick all their "Skills/qualifications" boxes in the first few paragraphs and they're already thinking "Oh, this is a good candidate" and can use your less important/personal stuff to convince themselves that you're a well balanced, rounded individual. Anything beyond their minimum requirements will be seen as a bonus. |
36,826 | <p>A friend asked me for help to translate her resume. At first her experience seems fractured (lot of short term positions), but after reading it a couple of times I noticed that these were as a consultant for the same firm.</p>
<p>Does it make more sense to list each experience as you would do for independent companies? Or group it somehow to make more obvious the continuous experience under her consultancy?</p>
<p>Let say she is consultant at <code>Software Enthusiast</code>. She uses the follow format for each entry:</p>
<pre><code>The workplace : (05/2014 – 12/2014: 7 months)
Original poster
Super User: (11/2012 – 04/2014: 17 months)
NotSoSuperUser
Stack Overflow: (01/2012 – 10/2012: 10 months)
Serial Downvoter
</code></pre>
<p>I barely shifted periods by some months, otherwise it is as in the resume. I feel like it has two problems :</p>
<ul>
<li>Not highlighting the consultant company enough really give the impression of a job hopper</li>
<li>In fact as consultant for that company she has 34 straight months of employment, or almost three years. Considering her total experience is 5 years, that's a big slice.</li>
</ul>
<p>Is my impression correct?</p>
| [
{
"answer_id": 36830,
"author": "Hazel",
"author_id": 30040,
"author_profile": "https://workplace.stackexchange.com/users/30040",
"pm_score": 2,
"selected": false,
"text": "<p>As with many things regarding resumes, it depends what impression you're trying to give. Particularly early in m... | 2014/11/28 | [
"https://workplace.stackexchange.com/questions/36826",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/3163/"
] | A friend asked me for help to translate her resume. At first her experience seems fractured (lot of short term positions), but after reading it a couple of times I noticed that these were as a consultant for the same firm.
Does it make more sense to list each experience as you would do for independent companies? Or group it somehow to make more obvious the continuous experience under her consultancy?
Let say she is consultant at `Software Enthusiast`. She uses the follow format for each entry:
```
The workplace : (05/2014 – 12/2014: 7 months)
Original poster
Super User: (11/2012 – 04/2014: 17 months)
NotSoSuperUser
Stack Overflow: (01/2012 – 10/2012: 10 months)
Serial Downvoter
```
I barely shifted periods by some months, otherwise it is as in the resume. I feel like it has two problems :
* Not highlighting the consultant company enough really give the impression of a job hopper
* In fact as consultant for that company she has 34 straight months of employment, or almost three years. Considering her total experience is 5 years, that's a big slice.
Is my impression correct? | As with many things regarding resumes, it depends what impression you're trying to give. Particularly early in my career, I was looking to fill space on my resume, so broke various bits of my previous experience down and went in to all the different things I did as much as possible, to give examples of all the things I was willing to turn my hand to and how I was willing and able to pick up new things quickly. Now, I group it all together and explain it more concisely and in less detail.
I think the "coming across as a job hopper" concern is valid, so I'd suggest grouping the roles together to make it clear that they're all for the same company (group them under "Stack Exchange" in this example), and try and tie them together in terms of the the skills acquired. But I think more important would be talking about it at interview, and being able to explain the various roles as some sort of natural progression, or willingness to pick up all sorts of necessary tasks across the business, and make it come across as a positive thing. |
37,223 | <p>Currently on my resume for education I have the following:</p>
<pre><code>University I went to Graduation date: Month, year
Bachelor of Science in Subject I studied GPA: 4.0
</code></pre>
<p>(note: the above has one line break for a total of two lines. If you're on mobile you might see it as multiple lines)</p>
<p>I'm currently about to start classes next term that will be pre requisites for a Master's program. I have not yet taken the GRE, or applied to the actual program (as without the pre-requisites I am ineligible flat out).</p>
<p>How should I put that I'm pursuing the MS? Currently I added to the last line</p>
<pre><code>Master of Science in subject I will study - in progress
</code></pre>
<p>The chief reasons I want the MS to be on the resume in the first place are:</p>
<ol>
<li>So employers know that I am taking classes, and may need some slight flexibility in scheduling (a 9-6 won't quite be feasible)</li>
<li>The jobs I'm looking at are Software development positions. My BS is in Industrial engineering (nothing to do with software) but the Master's is in Computer science. This should indicate that I know more than my education alone might give away (though relevant work experience listed elsewhere should also give that away).</li>
</ol>
| [
{
"answer_id": 37224,
"author": "Wesley Long",
"author_id": 9264,
"author_profile": "https://workplace.stackexchange.com/users/9264",
"pm_score": 0,
"selected": false,
"text": "<p>You don't.</p>\n\n<p>Resumes are summaries of what you've accomplished. You haven't accomplished this, yet.... | 2014/12/06 | [
"https://workplace.stackexchange.com/questions/37223",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/22211/"
] | Currently on my resume for education I have the following:
```
University I went to Graduation date: Month, year
Bachelor of Science in Subject I studied GPA: 4.0
```
(note: the above has one line break for a total of two lines. If you're on mobile you might see it as multiple lines)
I'm currently about to start classes next term that will be pre requisites for a Master's program. I have not yet taken the GRE, or applied to the actual program (as without the pre-requisites I am ineligible flat out).
How should I put that I'm pursuing the MS? Currently I added to the last line
```
Master of Science in subject I will study - in progress
```
The chief reasons I want the MS to be on the resume in the first place are:
1. So employers know that I am taking classes, and may need some slight flexibility in scheduling (a 9-6 won't quite be feasible)
2. The jobs I'm looking at are Software development positions. My BS is in Industrial engineering (nothing to do with software) but the Master's is in Computer science. This should indicate that I know more than my education alone might give away (though relevant work experience listed elsewhere should also give that away). | I would put it as:
```
University I am attending Expected graduation date: Month, year
(planned) Master of Science in Subject Current GPA: 4.0
```
Normally you don't put things you haven't earned on your resume. This is a notable exception because the job may not even consider you without you listing a degree in a specific field on your resume. Putting that may be enough to get you past HR who would otherwise ignore your application.
Similarly, you may want to do this if you were looking for a job just before graduation. In that case you have pretty much already earned the credentials, but you cannot say that you have yet, so you use the above as a "placeholder" of sorts to get a hiring manager's attention.
You should probably wait until you actually get into the program to do this. To an employer "Part of the program, but not yet graduated" may carry some value, but "Haven't started the program but trying to get into it" would likely seem pretty valueless. |
37,385 | <p>I am about to graduate with my Masters in Finance and am looking to work full time in the financial services sector. I am working with a recruiting firm to match me with potential clients. They specialize in recruiting employees for the financial services sector. The recruiter has asked me to come in for an interview <strong>in two days</strong></p>
<p>I have only interviewed directly with companies before, but never with a recruiter before. Some of the traditional tips for an interview obviously does not apply such as:</p>
<pre><code>Researching the company
Demonstrating your fit for the position you applying for
Discussing relevant skillsets
Targeting questions to show your interest for **THIS JOB**
</code></pre>
<p>In this case, I feel the specific must become the general.</p>
<p>What can I expect with this type of interview and how can I best present myself? </p>
| [
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"answer_id": 37375,
"author": "Dan Is Fiddling By Firelight",
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"selected": true,
"text": "<p>Do you have any way to contact him outside of your job?</p>\n\n<p>Asking via phone, personal e... | 2014/12/10 | [
"https://workplace.stackexchange.com/questions/37385",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/30062/"
] | I am about to graduate with my Masters in Finance and am looking to work full time in the financial services sector. I am working with a recruiting firm to match me with potential clients. They specialize in recruiting employees for the financial services sector. The recruiter has asked me to come in for an interview **in two days**
I have only interviewed directly with companies before, but never with a recruiter before. Some of the traditional tips for an interview obviously does not apply such as:
```
Researching the company
Demonstrating your fit for the position you applying for
Discussing relevant skillsets
Targeting questions to show your interest for **THIS JOB**
```
In this case, I feel the specific must become the general.
What can I expect with this type of interview and how can I best present myself? | Do you have any way to contact him outside of your job?
Asking via phone, personal email, LinkedIn, etc after he's left his current job would be somewhat safer. As long as he's still employed he should still be acting in his (soon to be former) employers interest; which would include tipping them off that they should start preparing for your departure. Depending on paranoia levels this could go far as preemptively releasing you from your contract to avoid the risk that you'd steal their code/data on your way out the door. |
38,646 | <p>One of the problems that I have always been pondering about is how to go about solving technical interview problems. For example, suppose I was asked, at an interview:</p>
<pre><code> Given an array of integers, remove all duplicates elements from it
</code></pre>
<p>For me, because a lot of my experience is in Java, I would just use libraries.</p>
<p>But it seems that the solution to those problems on the books are generally low level, or have some tricks.</p>
<p>TLDR: Is it acceptable to use libraries, high level abstractions with higher level languages to solve technical problems? Or are we supposed work with none of those tools?</p>
| [
{
"answer_id": 38644,
"author": "Eric J Fisher",
"author_id": 18015,
"author_profile": "https://workplace.stackexchange.com/users/18015",
"pm_score": 3,
"selected": false,
"text": "<p>The key to not having all your work effectively stolen comes down to what you do before actually startin... | 2014/12/18 | [
"https://workplace.stackexchange.com/questions/38646",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/30194/"
] | One of the problems that I have always been pondering about is how to go about solving technical interview problems. For example, suppose I was asked, at an interview:
```
Given an array of integers, remove all duplicates elements from it
```
For me, because a lot of my experience is in Java, I would just use libraries.
But it seems that the solution to those problems on the books are generally low level, or have some tricks.
TLDR: Is it acceptable to use libraries, high level abstractions with higher level languages to solve technical problems? Or are we supposed work with none of those tools? | This is fairly common in a number of industries.
In mine there are a limited number of established "players". We can usually tell which company was the initial (or even favored) contact with the potential client based on the RFP that is produced. Basically there are certain keywords that each of us use to differentiate our products and when those show up in the RFP itself then we know who wrote it.
Is it ethical? No. It's even borderline illegal in certain markets - ours falls in that category. Is there anything that can actually be done about it? Not really. I mean we could certainly sue the potential clients (some of our competitors have) but that is really not beneficial in the long run.
---
In your particular case I'd make sure I didn't give the implementation plan and design away for free. The requestor should provide a list of requirements that are good enough for you to give a non-binding ball park figure. The next step would be for you to have the client pay you a certain amount to spend time building the analysis, implementation plan and initial design.
From that you give them the price for completion. At which point it's up to them to continue with you or to find someone else to implement your design. When I was doing contract programming there were many times where I did the initial engagement while a different company performed the actual implementation. Sometimes this was even understood before the initial engagement even started.
If you come to terms that this will sometimes happen and properly plan for it then you'll be happier. |
38,999 | <p>If I change my job, what matters for my next employer : </p>
<ol>
<li>The projects I have undertaken / technology(s) I have worked upon.</li>
<li>Or the name of the current company (which might be a very small company).</li>
</ol>
| [
{
"answer_id": 39000,
"author": "bharal",
"author_id": 8146,
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"pm_score": 2,
"selected": false,
"text": "<p><strong>Depends.</strong></p>\n\n<p>Specifically, <em>It depends on what you're going to be doing in the next rol... | 2015/01/05 | [
"https://workplace.stackexchange.com/questions/38999",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/30716/"
] | If I change my job, what matters for my next employer :
1. The projects I have undertaken / technology(s) I have worked upon.
2. Or the name of the current company (which might be a very small company). | ```
The projects I have undertaken / technology(s) I have worked upon.
```
This one.
The name of a cool company might make your CV stand out a little bit, but if you can tell the prospective employer of the projects you have done and map the technologies you have used with the ones they require it will help a lot more.
This is based on my past experience working with teams hiring people. The most something like "Google" on a CV has got is "oh they have worked at Google". If your skill set does not match the requirements of the role then the word Google would not help. If you do have the word "Google" on your CV and you match then you would get to the next stage of the process, same as is you don't have the word "Google" on your CV.
Is this going to be the same everywhere? I don't know, but think about who you would like to work with going forward, people who hire based on skill and relevance to the role, or on "cool" previous employers and shape your CV around that. |
40,080 | <p>I saw this on an online application for a job:</p>
<pre><code>Education level:
Bachelor's Degree (±16 years)
</code></pre>
<p>I have not seen this on any other applications of the sort. What does the ±16 years mean?</p>
| [
{
"answer_id": 40082,
"author": "JB King",
"author_id": 233,
"author_profile": "https://workplace.stackexchange.com/users/233",
"pm_score": 2,
"selected": false,
"text": "<p>I'd second Dan's comment that this is the number of years of formal education. In Canada there are 12 grades of el... | 2015/01/07 | [
"https://workplace.stackexchange.com/questions/40080",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/22076/"
] | I saw this on an online application for a job:
```
Education level:
Bachelor's Degree (±16 years)
```
I have not seen this on any other applications of the sort. What does the ±16 years mean? | ± is going to mean "about" or "approximately" or even "give or take a bit".
Essentially it's saying that the person spent about 16 years of their life in school. |
42,108 | <p>When I came on board at my current employer some years ago the resignation policy was very fair. It was detailed in the employee handbook as well as at orientation.</p>
<pre><code> Simply you should stay for two weeks or for the amount of vacation time
you have left whichever is greater.
</code></pre>
<p>I thought this was a fair policy and considering everything else was OK you would leave under good terms and would be considered a rehire.</p>
<p>Though about one and a half years ago there was an undocumented HR policy change that is always spoken about when somebody resigns. It's always spoken about by management and people always so follow the new guidelines even if the meet the specifications above.</p>
<p>The new undocumented policy is</p>
<pre><code>You must give 30 days notice. Failure to give 30 days notice will
result HR flagging you as a non rehire no matter the standing of
employee. The company also has a strict policy that all reference for
past employees cannot be given by management but must be given by HR.
</code></pre>
<p>Given that previous employers can only legally say whether they would or would not rehire the employee makes for quite the conundrum.</p>
<p>Employees are now essentially forced to give 30 days notice if they want to use this company as a reference and may lose potential future opportunities (some companies may not want to wait 30 days) all because of an undocumented policy.</p>
<p>How does one deal with this?</p>
| [
{
"answer_id": 42112,
"author": "NobodySpecial",
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"pm_score": 2,
"selected": false,
"text": "<p>It suggests that the company is getting desperate - leave now before the rush.</p>\n\n<p>My partner work... | 2015/03/01 | [
"https://workplace.stackexchange.com/questions/42108",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/25850/"
] | When I came on board at my current employer some years ago the resignation policy was very fair. It was detailed in the employee handbook as well as at orientation.
```
Simply you should stay for two weeks or for the amount of vacation time
you have left whichever is greater.
```
I thought this was a fair policy and considering everything else was OK you would leave under good terms and would be considered a rehire.
Though about one and a half years ago there was an undocumented HR policy change that is always spoken about when somebody resigns. It's always spoken about by management and people always so follow the new guidelines even if the meet the specifications above.
The new undocumented policy is
```
You must give 30 days notice. Failure to give 30 days notice will
result HR flagging you as a non rehire no matter the standing of
employee. The company also has a strict policy that all reference for
past employees cannot be given by management but must be given by HR.
```
Given that previous employers can only legally say whether they would or would not rehire the employee makes for quite the conundrum.
Employees are now essentially forced to give 30 days notice if they want to use this company as a reference and may lose potential future opportunities (some companies may not want to wait 30 days) all because of an undocumented policy.
How does one deal with this? | >
> How does one deal with this?
>
>
>
While changing the rules like this is really bad form, employers are not required to give references at all.
Thus, it appears that you need to decide how much you value this reference, and if you trust this employer to stand by their (newly revised) promise.
You can choose to give a 30-day notice (or whatever happens to be "required" at that point in time), and let your next employer know. Most will wait that long for a good employee.
Or you can choose to give a lesser notice, and either not depend on this reference, or get this reference some other way.
In general, if you are in good standing with someone within the organization, you can often give a specific individual as a reference, without regard to the corporate "undocumented policy".
Many folks I know will gladly give a good reference for a friend, without worrying about corporate policy. Your mileage may vary. |
42,404 | <p>I have worked for my current company for over a decade at this point. This company was bought out a few years ago, adopting the larger company's name. This larger company then sold us a couple of years ago to a private equity firm, and my company reverted to its original name. A few months after <em>that</em>, we were bought by another large company (though we still call ourselves by our standalone name...for now). It's been the same logical unit the entire time - even in the context of a larger organization, we just become a division.</p>
<p>Thing is, I've moved up/around significantly in positions over the course of my employment here, so I have to reflect that in my CV. Right now, I'm using the standalone company name for <em>every</em> position over the years, since if I put down what the company was called at each time, it'd look like I hopped companies - which I haven't. When the inevitable happens and we are absorbed enough into our new larger company and rebrand, I don't want to suggest that I've worked at the <em>larger</em> company for 10+ years. The standalone company has name recognition in its space, but the two larger organizations are much more "household names." </p>
<ul>
<li>Stage 1: "ABC Standalone Company"</li>
<li>Stage 2: "ABC Standalone Company, a Division of Big Company 1"</li>
<li>Stage 3: "Big Company 1 Standalone Services"</li>
<li>Stage 4: "ABC Standalone Company (a holding of XYZ Private Equity)"</li>
<li>Stage 5 (current): "ABC Standalone Company, a Division of Big Company 2"</li>
<li>Stage 6 (future): ???</li>
</ul>
<p>How should I best show that I've been with the same logical company/division the entire time, but also get in front of what is probably a confusing Google search for anyone digging deeper?</p>
| [
{
"answer_id": 42406,
"author": "The Wandering Dev Manager",
"author_id": 4937,
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"pm_score": 1,
"selected": false,
"text": "<p>I think trying to represent all the different versions of the company is confusing and looks l... | 2015/03/06 | [
"https://workplace.stackexchange.com/questions/42404",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/33130/"
] | I have worked for my current company for over a decade at this point. This company was bought out a few years ago, adopting the larger company's name. This larger company then sold us a couple of years ago to a private equity firm, and my company reverted to its original name. A few months after *that*, we were bought by another large company (though we still call ourselves by our standalone name...for now). It's been the same logical unit the entire time - even in the context of a larger organization, we just become a division.
Thing is, I've moved up/around significantly in positions over the course of my employment here, so I have to reflect that in my CV. Right now, I'm using the standalone company name for *every* position over the years, since if I put down what the company was called at each time, it'd look like I hopped companies - which I haven't. When the inevitable happens and we are absorbed enough into our new larger company and rebrand, I don't want to suggest that I've worked at the *larger* company for 10+ years. The standalone company has name recognition in its space, but the two larger organizations are much more "household names."
* Stage 1: "ABC Standalone Company"
* Stage 2: "ABC Standalone Company, a Division of Big Company 1"
* Stage 3: "Big Company 1 Standalone Services"
* Stage 4: "ABC Standalone Company (a holding of XYZ Private Equity)"
* Stage 5 (current): "ABC Standalone Company, a Division of Big Company 2"
* Stage 6 (future): ???
How should I best show that I've been with the same logical company/division the entire time, but also get in front of what is probably a confusing Google search for anyone digging deeper? | I would go with the simplest approach, based always on the present, as that is the most relevant and easiest to research:
```
Current Company name and Division (formerly also Company name and Company Name)
Positions held chronologically:
- Starter
- Mover-Upper
- Position-Changer ...
``` |
42,662 | <p>Background: I've worked a couple years as freelancer, serving 1st world customers while living in a 2nd world country, thus earning a respectable wage.</p>
<p>During an interview I had the following conversation:</p>
<pre><code>I:What would be your expected pay?
M: x (relatively modest figure)
[...]
I:You're currently working as freelancer, why are you interested in this position?
</code></pre>
<p>To which I answered truthfully:</p>
<blockquote>
<p>M: I've had little opportunity to work in bigger projects and
sometimes find my code lacking as far as maintainability goes. I'd like to see how working in a real corporation works and perhaps learn from more experienced programmers. Realistically I'm taking a significant pay cut doing this.</p>
</blockquote>
<p>Judging from the facial expressions of the three managers, the last sentence was not what they wanted to hear. What I actually wanted to get across is:</p>
<ul>
<li>I'm not particularly desperate to get this job</li>
<li>As far as my suggested salary goes: this is a bargain and I expect training/mentorship in exchange</li>
</ul>
<p>What would be a better way to phrase this? How was what I said wrong?</p>
| [
{
"answer_id": 42663,
"author": "Eric Lippert",
"author_id": 360,
"author_profile": "https://workplace.stackexchange.com/users/360",
"pm_score": 5,
"selected": false,
"text": "<p>Well, were I the hiring manager I would interpret your statements as \"instead of me paying for training to i... | 2015/03/11 | [
"https://workplace.stackexchange.com/questions/42662",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/-1/"
] | Background: I've worked a couple years as freelancer, serving 1st world customers while living in a 2nd world country, thus earning a respectable wage.
During an interview I had the following conversation:
```
I:What would be your expected pay?
M: x (relatively modest figure)
[...]
I:You're currently working as freelancer, why are you interested in this position?
```
To which I answered truthfully:
>
> M: I've had little opportunity to work in bigger projects and
> sometimes find my code lacking as far as maintainability goes. I'd like to see how working in a real corporation works and perhaps learn from more experienced programmers. Realistically I'm taking a significant pay cut doing this.
>
>
>
Judging from the facial expressions of the three managers, the last sentence was not what they wanted to hear. What I actually wanted to get across is:
* I'm not particularly desperate to get this job
* As far as my suggested salary goes: this is a bargain and I expect training/mentorship in exchange
What would be a better way to phrase this? How was what I said wrong? | Well, were I the hiring manager I would interpret your statements as "instead of me paying for training to improve my own skills, tell you what, you guys pay me to take up the time of your employees who will mentor me, and in exchange I'll abandon you for my better-paying freelance work after I've learned what I can from you". Maybe that's not what you intended to communicate, but that's what I'd hear.
I've had interview candidates who told me straight up that they intended to use the position as a stepping stone to work outside my division or my company; I "no hired" those people. They might be great technical candidates, but if I'm just going to have to find their replacement in six months or a year, it's better to pass on them.
>
> What would be a better way to put it? All I can think of is leaving the salary remark out altogether.
>
>
>
Salary negotiation is tricky. All prices send a signal. "I am taking a significant pay cut" can signal a lot of things, and "you are getting a bargain by hiring me" is not necessarily one of them. Leaving aside the "leave in six months" aspect, this potentially sends signals like:
* My work isn't very good, but you're getting it cheap. Maybe it will get better in the future, and then you're really getting a bargain.
Well, if I wanted that, I'd hire someone straight out of college. I want my industry hires to justify their higher cost by being immediately productive.
* I don't need this job. You guys are lucky to get me.
Signaling that you're willing to walk away from a deal is a powerful negotiating position, but you've got to be willing to do it, and you've got to *convince* them that they really are lucky to get you.
You know what good hiring managers want to hear? Only two things. **Hiring me will make you hugely more revenue than my fee**, and **hiring me will lower your costs more than my fee**.
Now, I'm not saying to in any way be misleading about your motives. But if you're asked again "why do you want to give up your lucrative freelance job to work for us?" then emphasize something that looks more like a win-win. "I want to concentrate on *writing great code* to solve (*business problem X*) without having to *waste my valuable time that I could be coding* drumming up clients, dealing with billing and all the other hassles of freelancing" is way better than "my code isn't maintainable, so I want to learn from your guys on the job". |
44,393 | <p>I recently sent a CV to a technology related company,
and they asked about my previous work experiences in more detail by emails.</p>
<p>After some conversation through emails, their last response was "Thanks, we will recontact you in case we need more info ..."</p>
<p>I guess that means I failed to get the job? Questionable thing is that they were quite interested with my experience.</p>
| [
{
"answer_id": 44401,
"author": "Jonast92",
"author_id": 22127,
"author_profile": "https://workplace.stackexchange.com/users/22127",
"pm_score": 2,
"selected": true,
"text": "<pre><code>Thanks, we will recontact you in case we need more info ...\n</code></pre>\n\n<p>Generally this means ... | 2015/04/20 | [
"https://workplace.stackexchange.com/questions/44393",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/34251/"
] | I recently sent a CV to a technology related company,
and they asked about my previous work experiences in more detail by emails.
After some conversation through emails, their last response was "Thanks, we will recontact you in case we need more info ..."
I guess that means I failed to get the job? Questionable thing is that they were quite interested with my experience. | ```
Thanks, we will recontact you in case we need more info ...
```
Generally this means that they have a list of candidates and if you'll get into the final group of candidates which can be hired then they'll contact you again for more information which will help them decide whether you're suitable or not, possibly by another interview. Right now they got everything they need.
Of course, they might already have made a decision, but there's no point in being negative.
Most employers will not contact you again anyway, just wait and see. If it's a job you really want then you can try to ask them about the status of the recruiting process after some time has passed. |
44,482 | <p>I'm about to accept an internship. The agreement looks like something like this:</p>
<pre><code>DATED: _____, State of California, ____ 2015
</code></pre>
<p>I currently don't live in the State of California. What should I put in the city? Should I put the company's HQ? Or should I write my state underneath the "State of California".</p>
| [
{
"answer_id": 44479,
"author": "blankip",
"author_id": 16609,
"author_profile": "https://workplace.stackexchange.com/users/16609",
"pm_score": 6,
"selected": true,
"text": "<p>I have a site like this. Just <strong>first name</strong> for main address. </p>\n\n<p>Having both names is k... | 2015/04/21 | [
"https://workplace.stackexchange.com/questions/44482",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/34306/"
] | I'm about to accept an internship. The agreement looks like something like this:
```
DATED: _____, State of California, ____ 2015
```
I currently don't live in the State of California. What should I put in the city? Should I put the company's HQ? Or should I write my state underneath the "State of California". | I have a site like this. Just **first name** for main address.
Having both names is kind of repetitive therefore pretentious (unless your name is really really long and you include your middle name - then it might be funny). Having admin/webmaster/postmaster makes people think they are emailing you about a problem on your website.
john@johndoe.com relays I am talking to John on John's website. It is easy for users to figure this out, nothing negative about it, and separates your email from admin type tasks. I would email john@johndoe.com to tell him that his article was great, and admin@johndoe.com to tell him that the main menu isn't working right on tablets.
Only if you are this weight lifter from Madagascar can you use your full name.
harinelinanathaliarakotondramanana@harinelinanathaliarakotondramanana.xxx |
44,609 | <p>I've been told before to be as specific as possible with this, but I'm not sure that's the way to go because it would quickly turn into a laundry list of router and server models. How should I list what server, router, switch, etc models of devices I currently support in the technical skills section of my resume?</p>
<p>We currently have a bunch of different router and server models in production.</p>
<p>Should I list each model like this: </p>
<pre><code>Cisco routers (3945s,1941s,3640s), Dell servers (Poweredge R310s,R320s,etc)
</code></pre>
<p>Should I list just the more general series like this:</p>
<pre><code>Cisco routers (3900,3600, and 1900 series) and Dell servers (poweredge)
</code></pre>
<p>Or is even that much unnecessary? I'd like to just put "I support various models of Cisco routers and servers Dell, HP, and IBM". </p>
<p>I'm worried about being too vague or too specific here.</p>
| [
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"selected": true,
"text": "<p>I'm in app dev and not infrastructure, but there's a similar question on developer resumes with listing IDEs, platf... | 2015/04/23 | [
"https://workplace.stackexchange.com/questions/44609",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/26839/"
] | I've been told before to be as specific as possible with this, but I'm not sure that's the way to go because it would quickly turn into a laundry list of router and server models. How should I list what server, router, switch, etc models of devices I currently support in the technical skills section of my resume?
We currently have a bunch of different router and server models in production.
Should I list each model like this:
```
Cisco routers (3945s,1941s,3640s), Dell servers (Poweredge R310s,R320s,etc)
```
Should I list just the more general series like this:
```
Cisco routers (3900,3600, and 1900 series) and Dell servers (poweredge)
```
Or is even that much unnecessary? I'd like to just put "I support various models of Cisco routers and servers Dell, HP, and IBM".
I'm worried about being too vague or too specific here. | I'm in app dev and not infrastructure, but there's a similar question on developer resumes with listing IDEs, platforms, and operating systems. Instead of listing (for example) Visual Studio 2003/2008/2010/2012/2013/2015 or SQL Server 6/7/2000/2008/2012/2014, I prefer just "recent versions of Visual Studio and SQL Server."
By getting very specific your resume becomes noisy -- you also risk looking as though you don't have the most up-to-date skills. Plus, do you really want to get hired to work on old technology?
Remember that your resume is an introduction to an employer. There's plenty of time during the interview process to discuss specifics. |
44,854 | <p>My title was changed to a lesser position, but I still perform the same duties. How do I handle this on my resume and at an interview?</p>
| [
{
"answer_id": 44857,
"author": "fullerja",
"author_id": 34603,
"author_profile": "https://workplace.stackexchange.com/users/34603",
"pm_score": 2,
"selected": false,
"text": "<p>I would list the work under both Titles, something like:</p>\n\n<pre><code>Job Title 2 (Dec 2013 - Present)\n... | 2015/04/28 | [
"https://workplace.stackexchange.com/questions/44854",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/34600/"
] | My title was changed to a lesser position, but I still perform the same duties. How do I handle this on my resume and at an interview? | I would list the work under both Titles, something like:
```
Job Title 2 (Dec 2013 - Present)
Job Title 1 (Jan 2012 - Dec 2013) at Company XYZ
- Work 1
- Work 2
``` |
47,350 | <p>I have got an email from my company yesterday, kindly requesting to participate in an anonymous survey.</p>
<p>I have opened up the survey; and it consisted of some rather bold questions. Each questions had a scale of 1 to 5. 1 being "Completely Disagree" and 5 being "Completely Agree"</p>
<p>Some of the very questionable examples from the question set (XXXX is the company name):</p>
<pre><code>I wouldn't work for XXXX, if I could find another job
I wouldn't feel any kind of obligation to XXXX if I leave XXXX today
I don't leave XXXX because I can't find any better alternative
</code></pre>
<p>Obviously, you would not want any supervisor or HR representative to overhear when you discuss such topics, or you would not even discuss these in the office environment at all.</p>
<p>Now what unsettles me (and the most WTF-worthy) was the first question:</p>
<p><code>In an effort to improve the Process Management in XXXX, and to better analyze the results; we kindly require you to write 3rd, 5th and 8th characters of both of your grandmothers first and last name combined. So that we can map these surveys results to the future surveys.</code></p>
<p>So if your mother of your fathers name is Dana Scully, and mother of your mothers name is Clarice Starling, you would write <code>N,S,L - A,I,S</code></p>
<p>To my absent-mindedness and the time being too early in the morning. I truthfully answered all questions!</p>
<p>Then it hit me. In my country you have to provide your 1st degree relatives identity information to a company. And if you know (the company does) Social Identity Number of a person; you can easily find out their names and their 1st degree relative's names.</p>
<p>Basically, now my company can easily tie my survey results to me and I feel trolled or social-engineered or whatever...</p>
<p>How to react in future if they bring up these surveys in an effort to put pressure on me? Can they really use or map these results although they explicitly expressed anonymity at the top of this survey ?</p>
<p><strong>EDIT:</strong> It was through an online, 3rd party surveying site. The survey was available to everyone with the link. I have completed the survey from my phone which was on carrier network (3g) and did not have any company proxy/vpn settings.</p>
| [
{
"answer_id": 47351,
"author": "Mike",
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"pm_score": 2,
"selected": false,
"text": "<p>If someone from your company challeneged or questioned you about your answers (assuming your answers were of the ... | 2015/05/29 | [
"https://workplace.stackexchange.com/questions/47350",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/36516/"
] | I have got an email from my company yesterday, kindly requesting to participate in an anonymous survey.
I have opened up the survey; and it consisted of some rather bold questions. Each questions had a scale of 1 to 5. 1 being "Completely Disagree" and 5 being "Completely Agree"
Some of the very questionable examples from the question set (XXXX is the company name):
```
I wouldn't work for XXXX, if I could find another job
I wouldn't feel any kind of obligation to XXXX if I leave XXXX today
I don't leave XXXX because I can't find any better alternative
```
Obviously, you would not want any supervisor or HR representative to overhear when you discuss such topics, or you would not even discuss these in the office environment at all.
Now what unsettles me (and the most WTF-worthy) was the first question:
`In an effort to improve the Process Management in XXXX, and to better analyze the results; we kindly require you to write 3rd, 5th and 8th characters of both of your grandmothers first and last name combined. So that we can map these surveys results to the future surveys.`
So if your mother of your fathers name is Dana Scully, and mother of your mothers name is Clarice Starling, you would write `N,S,L - A,I,S`
To my absent-mindedness and the time being too early in the morning. I truthfully answered all questions!
Then it hit me. In my country you have to provide your 1st degree relatives identity information to a company. And if you know (the company does) Social Identity Number of a person; you can easily find out their names and their 1st degree relative's names.
Basically, now my company can easily tie my survey results to me and I feel trolled or social-engineered or whatever...
How to react in future if they bring up these surveys in an effort to put pressure on me? Can they really use or map these results although they explicitly expressed anonymity at the top of this survey ?
**EDIT:** It was through an online, 3rd party surveying site. The survey was available to everyone with the link. I have completed the survey from my phone which was on carrier network (3g) and did not have any company proxy/vpn settings. | Thanks for editing the extra info into the question.
It was a 3rd party site, so the chances are all they'll see is 'rolled-up' data totals, not individual responses. It will depend on the site, how much they're paying for it and a few other things. It may be possible for them to dig deeper, I know the default is that you get a report and not generally individual responses. It's possible they're outsourcing everything to a third party in order to protect your anonymity.
While it's always possible they're trying to weed out troublemakers this way (I've met people who think that way) it seems unlikely.
This sounds like a genuine attempt to gauge employee morale -- something good companies do -- and then use that to prioritize their improvement efforts. Those questions are on the more extreme-end of a fairly standard set of questions. Did they also ask
>
> "Do you have a (best) friend in the office/company"
>
>
>
or
>
> "Did someone praise/acknowledge your work in the last X days".
>
>
>
If so they're drawing from a fairly standard set of 'employee morale' questions. If they're concentrating on company loyalty then they may be concerned about a recent raise in people leaving, or concerned that their benefits are sub-par (or perhaps too generous).
The grandmothers name things means they want a unique identifier so that they can track changes in peoples responses. Again probably 'rolled up' into something like 'X people score went up and Y went down', something you can't quite tell with just raw results. That's a little *odd* for these surveys but as **MaskedMan** says in the comments -- it's probably just stupidity. I could see someone in a meeting thinking it's a great idea and never thinking it through.
Also note it doesn't specify the *order* to put the letters in (i.e. which grandparent first), I don't know how many employees took the survey and I'm not going to crunch the numbers now but it may not be as unique an identifier as you think.
So, what do you do?
If you're really concerned then in the future, just make up letters for that last question or don't complete the survey at all it. If it's truly anonymous then they'll never know and if they approach you then you'll know they're matching results to people ...
I would perhaps reach out to the people who set up the survey, explain that you've completed it but express confusion about the last question. Don't express concern, or accuse them of anything, just ask something for clarification about why it's there. Also ask if the overall results and action plan will be shared.
Finally, examine why you jumped to the conclusion that this was a 'trolling' attempt. Do you really feel that way about your company, in that case there's a trust issue which you have to decide if that's valid or your paranoia. If your feelings are valid then my advice would be to start looking for a new job with a better company (in your opinion).
**Edit**: And if they do approach you then follow the advice in **Mike**'s answer. Plus you'll know what your company is like and can choose what to do then with that knowledge. |
47,857 | <p>I'm an intern at a well-known technology company. It isn't ridiculously big (like Google or Facebook) where I would barely see chief level executives every once in a while. Here, I do every so often.</p>
<p>Being an intern, I want to grow my professional network. When I see high-level executives walking around, and I get incredibly intimated and look away. I have no idea how to approach them. I imagine a conversation along the lines of:</p>
<pre><code>Me: "Hey Bill Gates, How's it going?"
Bill: "Good........... umm and you are?"
Me: "An intern here"
Bill: "Great..." [Bill's thoughts: ugh, i don't have time for this]
<awkward silence>
</code></pre>
<p>What is the best way to approach high-level execs as an intern [or a junior developer] (with the intention of growing your professional network)?</p>
| [
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"text": "<p>Are you undertaking any work which needs the input of the CEO? If not, then don't waste their time.</p>... | 2015/06/06 | [
"https://workplace.stackexchange.com/questions/47857",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/36857/"
] | I'm an intern at a well-known technology company. It isn't ridiculously big (like Google or Facebook) where I would barely see chief level executives every once in a while. Here, I do every so often.
Being an intern, I want to grow my professional network. When I see high-level executives walking around, and I get incredibly intimated and look away. I have no idea how to approach them. I imagine a conversation along the lines of:
```
Me: "Hey Bill Gates, How's it going?"
Bill: "Good........... umm and you are?"
Me: "An intern here"
Bill: "Great..." [Bill's thoughts: ugh, i don't have time for this]
<awkward silence>
```
What is the best way to approach high-level execs as an intern [or a junior developer] (with the intention of growing your professional network)? | Note: this answer is not as applicable for cultures with higher respect for authority, but more Western cultures (where hierarchy is less important to respect).
Is it a good idea? Or crazy?
----------------------------
I don't think it's difficult to network with higher level folks as an intern. In fact, I think that's perhaps the *best* time to do so. Everyone expects you are looking for career guidance/direction and it's 100% ok to do so overtly.
When I was an intern, I actually did exactly this. I sent an email to the VP of the division I was working in - for a 50k+ company - and got together with him for some time to talk about career perspective, paths, etc. It was great, totally intimidating, but really worthwhile. Another intern went to the same school as our CEO and got together with him (all the other interns thought he was CRAZY for asking about that).
Something to think about - what percentage of interns even try to do this? 1% maybe? Most non-interns won't, either. If all interns were doing this it might be harder but most are terrified of the idea.
High level executives won't be someone to personally refer you, etc. But they can provide you great networking contacts and wisdom.
How to approach it
------------------
>
> I imagine a conversation along the lines of:
>
>
>
... this isn't how most conversations like this go.
A lot of folks in higher level management positions enjoy mentoring/coaching people in career perspective. People generally like to help others, too. My experience has been that people in higher level management positions are *more* willing to have these types of conversations, because even though they are super busy, they get nearly no requests for this and often like doing this sort of thing (connecting people, giving career guidance, etc).
People love to give advice, especially when they think it will be useful.
So what you need to do is make it clear that:
* You are an intern/junior employee
* The VP has something you would benefit from (experience, wisdom, etc)
* You would love to get their perspective and some of their time
If you do reach out, email is a good way to do it, something like:
>
> Hey Mr. VP,
>
>
> I am an intern here and would love to get perspective from you on my career. Would you be willing to get together? If so, I can setup some time on your calendar.
>
>
> Thanks!
>
>
>
But be very sure:
* Come with a specific list of questions to ask. You don't need to do go through them (VPs often like to talk and can be good at guiding this convo, but make sure you are prepared)
* DO NOT WASTE THEIR TIME. This should be obvious, but if you are getting time with a VP don't waste their time.
* Send a followup, "thanks for being willing to get together - I appreciated your guidance and it will be very helpful as I figure out my career!" type of email. If you get people to connect with, consider sending another followup email a few weeks later like, "I got together with X and it was really beneficial - thanks again for the advice!" But make sure these emails are 1) very easy to read and 2) very obviously not a "needs response" type of email. |
48,726 | <p>My cover letter has two intended recipients. How do I handle putting <em>two</em> names in the address and salutation? </p>
<p>EDIT: Format is important - I'd still expect the address to look like this: </p>
<pre>
Name
Title
Company/Organization Name
Address
City, ST Zip Code
Dear Mr./Ms. Last Name:
</pre>
| [
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"answer_id": 48729,
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"selected": true,
"text": "<p>Generally speaking, <strong>No</strong>.</p>\n\n<p>Most companies see fluency in English as a plus, but fluency ... | 2015/06/24 | [
"https://workplace.stackexchange.com/questions/48726",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/37492/"
] | My cover letter has two intended recipients. How do I handle putting *two* names in the address and salutation?
EDIT: Format is important - I'd still expect the address to look like this:
```
Name
Title
Company/Organization Name
Address
City, ST Zip Code
Dear Mr./Ms. Last Name:
``` | Generally speaking, **No**.
Most companies see fluency in English as a plus, but fluency in German is implied and required. All meetings, emails and most documentation will be in German. While most developers do speak english, nobody will force their development team to communicate in a foreign language for just one single hire. The cost to be paid in bugs and misunderstandings would be too high.
However, there are a few multi-national companies, for the most part those that exist in many european countries and don't originate from one, where the office language *is* English. They normally require English and at least one other language and you would probably fit right in. But those jobs are rare. If you can find one, that might be a good fit. But be prepared that there will be many candidates for one job and most will probably know even more languages.
So that's a lot of "maybe"s and chances. You will only know if you try. try to find companies that hire people without German and try to find out what they are looking for. That will be different from company to company.
In the meantime, if you really want to get to Germany, try to find a German course. The language is not easy, but we know that. You don't need to be perfect. Learn the basics and get here to practice it. We have a lot of good developers from non-German speaking countries. In some meetings, if I weren't the odd one out that does not speak the language in question, we'd be communicating in Russian or Spanish. |
48,896 | <p>On my resume, I list the following</p>
<pre><code>University Name - City, ST Year
Bachelor of Science - C.S.
</code></pre>
<p>Should I list the full title instead (Computer Science) or should I shorten it <code>B.S.C.S.</code></p>
<p>Any help is appreciated</p>
| [
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"pm_score": 2,
"selected": false,
"text": "<p>As a rule, the title should always come first. \nAs en employer, what would you like to know first? What the ... | 2015/06/26 | [
"https://workplace.stackexchange.com/questions/48896",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/37590/"
] | On my resume, I list the following
```
University Name - City, ST Year
Bachelor of Science - C.S.
```
Should I list the full title instead (Computer Science) or should I shorten it `B.S.C.S.`
Any help is appreciated | As a rule, the title should always come first.
As en employer, what would you like to know first? What the prospective employee studied? Or where?
It also shows what you are considering more important. What you learnt? Or which university you attended.
Also. Try not to abbreviate anything. |
49,111 | <p>I've read through <a href="https://workplace.stackexchange.com/questions/18215/how-to-deal-with-an-incompetent-colleague">How to deal with an incompetent colleague?</a>, but my situation is slightly different. </p>
<p>I am an intern<sup>1</sup> (although close to graduation) working in Software Engineering. I work in a small team with only a few other people on a small project. The project is not that important to the main workload and thus we are not under any kind of time pressure. Despite this, I am still trying my best to make a good impression with both my colleagues (who are all full time employees) and the company as a whole which includes finishing features (fully tested and implemented) in a timely fashion. </p>
<p>My problem arises in that one of my coworkers is not a good programmer at all. Although they are highly intelligent, programming doesn't seem to click for them and they struggle writing the most basic of code. </p>
<p>As an example, when I pair program with this person to try and help them with a feature, I may prompt them and say something along the lines of "now we need to do something with every item in that array" and they can't understand we need to create a simple loop or form basic syntax or even generate pseudo-code from english like </p>
<pre><code>foreach element in array
print element
</code></pre>
<p>This person did not originally have a programming background, has been with the company for around a year, and does not seem to have made any progress towards mastering concepts a first semester computer science student would be expected to know, despite taking classes online. </p>
<p>Although not in my job description, I feel obligated to help them and try to teach them when they need it (which is most of the time) both out of desire for our project to move forward and simply because they are really nice and I like helping out. At the end of each day that I have worked with them, I feel mentally drained from attempting to teach them as well as get my own work done. We move very slowly through their feature (which they have been working on for about 2 weeks now, although I could have done it myself in a few hours) because I am trying to make sure they understand everything in the code and how to actually program when we work together and they accomplish nothing when I am not helping. </p>
<p>I have considered several options; however, my lack of experience means I really have no idea how to handle this. <strong>Should I talk with our team lead<sup>2</sup>?</strong> I feel that they must understand my coworker is not doing well, and they are kind of dragging me down. <strong>Should I refuse to help them, in order to get my own work done?</strong> or is there some other course of action that would be best for me to take? </p>
<hr>
<p><strong>1)</strong> I have about 6-7 weeks left in the internship. My end date is flexible. I would consider working there in the future (maybe not right after graduating but would like to leave the door open).<br>
<strong>2)</strong> As a clarification, our team lead is another Software Engineer and <strong>not</strong> management. We all share a single manager higher up the food chain. </p>
| [
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"answer_id": 49116,
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"author_id": 8521,
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"pm_score": 2,
"selected": false,
"text": "<p>I would suggest to bear it for now. Try to help your co-workers as much as possible. However, as @Jane. S menti... | 2015/07/02 | [
"https://workplace.stackexchange.com/questions/49111",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/32832/"
] | I've read through [How to deal with an incompetent colleague?](https://workplace.stackexchange.com/questions/18215/how-to-deal-with-an-incompetent-colleague), but my situation is slightly different.
I am an intern1 (although close to graduation) working in Software Engineering. I work in a small team with only a few other people on a small project. The project is not that important to the main workload and thus we are not under any kind of time pressure. Despite this, I am still trying my best to make a good impression with both my colleagues (who are all full time employees) and the company as a whole which includes finishing features (fully tested and implemented) in a timely fashion.
My problem arises in that one of my coworkers is not a good programmer at all. Although they are highly intelligent, programming doesn't seem to click for them and they struggle writing the most basic of code.
As an example, when I pair program with this person to try and help them with a feature, I may prompt them and say something along the lines of "now we need to do something with every item in that array" and they can't understand we need to create a simple loop or form basic syntax or even generate pseudo-code from english like
```
foreach element in array
print element
```
This person did not originally have a programming background, has been with the company for around a year, and does not seem to have made any progress towards mastering concepts a first semester computer science student would be expected to know, despite taking classes online.
Although not in my job description, I feel obligated to help them and try to teach them when they need it (which is most of the time) both out of desire for our project to move forward and simply because they are really nice and I like helping out. At the end of each day that I have worked with them, I feel mentally drained from attempting to teach them as well as get my own work done. We move very slowly through their feature (which they have been working on for about 2 weeks now, although I could have done it myself in a few hours) because I am trying to make sure they understand everything in the code and how to actually program when we work together and they accomplish nothing when I am not helping.
I have considered several options; however, my lack of experience means I really have no idea how to handle this. **Should I talk with our team lead2?** I feel that they must understand my coworker is not doing well, and they are kind of dragging me down. **Should I refuse to help them, in order to get my own work done?** or is there some other course of action that would be best for me to take?
---
**1)** I have about 6-7 weeks left in the internship. My end date is flexible. I would consider working there in the future (maybe not right after graduating but would like to leave the door open).
**2)** As a clarification, our team lead is another Software Engineer and **not** management. We all share a single manager higher up the food chain. | *"Although not in my job description, I feel obligated to help them"*. That **is** in your job description. It's just never written down, but it's one of those things that are always assumed when you are working in a team.
Another thing that is assumed is that you inform your manager if your work is taking longer than expected and let them make the decision regarding priorities.
You mention that there is no deadline, so I would suggest:
1. Inform your manager that the feature will take longer than you anticipated since you are using your time to help and teach your co-workers; are they okay with that or do they suggest a different priority?
2. Continue to teach your colleague and see this as an opportunity to leave an amazing impression of you as an intern, and get a great reference for future work. |
49,603 | <p>I just moved from Pakistan to USA. I have done BsCS(hons.) in Pakistan. I worked a job in software industry for 1 and a half years.</p>
<p>I have been doing regular freelance projects in PHP and Python for 2 years.</p>
<p>Will my nationality affect my applying for a job in the US? How should I mention in my resume about the companies/employers I have worked in Pakistan?</p>
| [
{
"answer_id": 49604,
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"selected": false,
"text": "<p>Your nationality shouldn't matter, there are lots of great developers in the US from India and Pakistan and the re... | 2015/07/13 | [
"https://workplace.stackexchange.com/questions/49603",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/34316/"
] | I just moved from Pakistan to USA. I have done BsCS(hons.) in Pakistan. I worked a job in software industry for 1 and a half years.
I have been doing regular freelance projects in PHP and Python for 2 years.
Will my nationality affect my applying for a job in the US? How should I mention in my resume about the companies/employers I have worked in Pakistan? | Your nationality shouldn't matter, there are lots of great developers in the US from India and Pakistan and the regions nearby. Experience coding python is experience coding python, it's the just as useful anywhere in the world.
Just lay your resume out how you normally would, ex. (obviously you want this relevant to your experience, this is just an example - look up 'Developer' or 'Software Engineer' resumes)
```
**Skills**
Python (2 years), PHP (2 years), IDE (5 years)
**Experience**
Some Company Name, Lead Developer: July 2, 2014 - July 4, 2015
- Created backend servers using Python...
- Used some technology to do something...
Some Company Name, Developer: July 2, 2013 - July 4, 2014
- Created backend servers using Python...
- Used some technology to do something...
**Education**
Some Schools Name: BSCS, Graduate 2010
- Something worth mentioning (validvictorian, top of class, scholarships, etc...)
```
also you can contact recruiters, there are tons of them around and they get paid just to find you a job (and not out of your salary) they will help you setup a resume etc... |
51,913 | <p>I'm going to be creating some simple business cards for myself going forward, and would like some advice on the addition of my degrees and professional designations to the card.</p>
<p>So far, the planned text, aside of the graphics, phone numbers, e-mail address, etc, would look like (using made-up names):</p>
<pre><code>Alessandro Giuliani, P.Eng, Ph.D, M.Eng, FIEEE
Something something something consultant
</code></pre>
<p>The <a href="https://www.apeg.bc.ca/Become-a-Member" rel="nofollow">P.Eng. designation</a> is critical, as it means I am a "true" engineer, have the requisite supervised experience, no criminal record, have completed the law and ethics training, and so forth. In Canada, one is not allowed to have the word "engineer" in one's job title or on his/her business cards without earning the P.Eng. designation. It would be like calling one's self a "medical doctor" without the right credentials, and you can be fined heavily for it.</p>
<p>At least one academic degree should be listed, but I opted to list both my PhD and Masters in Engineering, as in my neck of the woods (North America), at least in the tech sector, there is a common trend where people will do just a Bachelors and a PhD, or sometimes just a PhD, usually from a degree mill. The common sentiment is that people who have taken this route are "professional students" with no relevant job skills, or the degree is meaningless if it smells like a degree mill; while one with the Bachelors, Masters, and PhD plus at least so many years of experience can actually be hired for real work. I've even known several individuals who don't even include their PhD on CVs/resumes for this reason. </p>
<p>I opted to leave out the Bachelors of Engineering since I feel it would be overkill. Finally, I feel the <a href="http://www.ieee.org/membership_services/membership/fellows/steps.html" rel="nofollow">FIEEE designation</a> shows a lot of committment to my field, and opted to include it.</p>
<p>So, my question is as follows: Does this seem to be overkill or snooty in professional or academic circles in North America? My main concern is listing two degrees, and using the format described above has already gotten me some vicious comments on e-mail threads for being "elitist", though the individuals who made those comments tend to exhibit anti-academic sentiments anyways, so I'm probably just (unintentionally) rubbing salt in a wound or hitting a nerve.</p>
<p>Also, if anyone could weight in on whether this is acceptable in Western Europe (I sometimes work with Field Application Engineers in France, UK, and Italy), it would be very helpful.</p>
<p>My plan is to use this advice to create multiple sets of business cards and/or e-mail signatures if there is enough variance in cultural attitudes to justify it. Thank you!</p>
| [
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"author_id": 38856,
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"pm_score": 4,
"selected": true,
"text": "<p>It seems your question can be answered with the old cliche "You can't make everyone happy".<... | 2015/08/09 | [
"https://workplace.stackexchange.com/questions/51913",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/-1/"
] | I'm going to be creating some simple business cards for myself going forward, and would like some advice on the addition of my degrees and professional designations to the card.
So far, the planned text, aside of the graphics, phone numbers, e-mail address, etc, would look like (using made-up names):
```
Alessandro Giuliani, P.Eng, Ph.D, M.Eng, FIEEE
Something something something consultant
```
The [P.Eng. designation](https://www.apeg.bc.ca/Become-a-Member) is critical, as it means I am a "true" engineer, have the requisite supervised experience, no criminal record, have completed the law and ethics training, and so forth. In Canada, one is not allowed to have the word "engineer" in one's job title or on his/her business cards without earning the P.Eng. designation. It would be like calling one's self a "medical doctor" without the right credentials, and you can be fined heavily for it.
At least one academic degree should be listed, but I opted to list both my PhD and Masters in Engineering, as in my neck of the woods (North America), at least in the tech sector, there is a common trend where people will do just a Bachelors and a PhD, or sometimes just a PhD, usually from a degree mill. The common sentiment is that people who have taken this route are "professional students" with no relevant job skills, or the degree is meaningless if it smells like a degree mill; while one with the Bachelors, Masters, and PhD plus at least so many years of experience can actually be hired for real work. I've even known several individuals who don't even include their PhD on CVs/resumes for this reason.
I opted to leave out the Bachelors of Engineering since I feel it would be overkill. Finally, I feel the [FIEEE designation](http://www.ieee.org/membership_services/membership/fellows/steps.html) shows a lot of committment to my field, and opted to include it.
So, my question is as follows: Does this seem to be overkill or snooty in professional or academic circles in North America? My main concern is listing two degrees, and using the format described above has already gotten me some vicious comments on e-mail threads for being "elitist", though the individuals who made those comments tend to exhibit anti-academic sentiments anyways, so I'm probably just (unintentionally) rubbing salt in a wound or hitting a nerve.
Also, if anyone could weight in on whether this is acceptable in Western Europe (I sometimes work with Field Application Engineers in France, UK, and Italy), it would be very helpful.
My plan is to use this advice to create multiple sets of business cards and/or e-mail signatures if there is enough variance in cultural attitudes to justify it. Thank you! | It seems your question can be answered with the old cliche "You can't make everyone happy".
That's something that's very important to consider with personal branding. Are some people going to think you're an academic intellectual elitist with your large degree listings? Sure maybe...
But at the same time aren't a lot of people going to find your degree set as something that designates you as a great contractor to give their engineering department (or whatever they need consulting on) the boost forward it really needs? Probably. I think you have two pretty good options here...
1. You could experiment and collect metrics from your personal brand with different levels of degree suffixes, and see which one gains you the most customers and engagements with as much control of other variables as possible.
2. (What I would do) Is you can kind of apply the "have your cake and eat it too" principle by drawing minimum attention to the degree principle, which seems to (in my opinion) say "Hey I got all these awesome degrees but I'm totally not snooty about it". That best way to do that is to either put a more subtle color contrast on the suffix and/or make them smaller.
For example:
[](https://i.stack.imgur.com/anMEM.png)
Hopefully that helped and to harp on that main point, you really can't please everyone, just make sure you're pleasing the most amount of people possible. |
54,874 | <p>I used to live in Canada and used to attend a university in Canada. I moved to US recently without completing my degree.</p>
<p>I decided to apply to full-time jobs in US so that I can settle down and pay for rent, food etc. On my resume, I currently have:</p>
<pre><code>University of MyUniversity City, Province
Candidate, Honors Bachelor of Science
Major: myMajor
</code></pre>
<p>However, I feel that what I have above gives off the impression that I am still planning on continuing university in Canada (which is not good because I no longer live in Canada and am trying to get a full-time job in US). I obviously cannot completely remove the word "candidate" because then HR will think I graduated.</p>
<p>How do I make it clear to HR that I am no longer in the Canadian university but I also don't have my degree?</p>
| [
{
"answer_id": 54876,
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"selected": true,
"text": "<p>Quite simply, just indicate it after the degree name.</p>\n\n<p>You could put:</p>\n\n<blockquote>\n <p>Honors ... | 2015/09/23 | [
"https://workplace.stackexchange.com/questions/54874",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/40408/"
] | I used to live in Canada and used to attend a university in Canada. I moved to US recently without completing my degree.
I decided to apply to full-time jobs in US so that I can settle down and pay for rent, food etc. On my resume, I currently have:
```
University of MyUniversity City, Province
Candidate, Honors Bachelor of Science
Major: myMajor
```
However, I feel that what I have above gives off the impression that I am still planning on continuing university in Canada (which is not good because I no longer live in Canada and am trying to get a full-time job in US). I obviously cannot completely remove the word "candidate" because then HR will think I graduated.
How do I make it clear to HR that I am no longer in the Canadian university but I also don't have my degree? | Quite simply, just indicate it after the degree name.
You could put:
>
> Honors Bachelor of Science (incomplete)
>
>
>
or
>
> Honors Bachelor of Science (discontinued)
>
>
>
if you don't intend to go back to finish it. |
56,508 | <p>I quit my old job because my boss was bullying me so I got this new one doing web development with ReactJS. While my new boss and colleagues are a lot nicer and friendlier, the nature of the job and project are really stressing me out and I want to quit already. </p>
<ol>
<li>too many meetings like 5 hrs a week are getting in the way of me
doing much</li>
<li>new to ReactJS and the concept of it</li>
<li>colleagues and boss didn't provide much guidance or anything about
what is expected of me and where everything is</li>
<li>the code base is a complete mess that requires a lot of re-factoring
and I feel uncomfortable doing this/takes a long time as I am new to
ReactJS</li>
<li>because my tasks take a while to do because I'm new to the job and
no expectations for speed were communicated to me I feel very
uncomfortable</li>
<li>the lead developer is kind of rude and curt sometimes</li>
</ol>
<p>I feel very stressed out and under a lot of pressure. What could I do to improve the situation?</p>
<p>I would like to feel more competent and comfortable in the new technology.</p>
| [
{
"answer_id": 56509,
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"text": "<p>It's going to take more than a month to come up to speed on a new project and toolset. Everyone understands th... | 2015/10/25 | [
"https://workplace.stackexchange.com/questions/56508",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/33146/"
] | I quit my old job because my boss was bullying me so I got this new one doing web development with ReactJS. While my new boss and colleagues are a lot nicer and friendlier, the nature of the job and project are really stressing me out and I want to quit already.
1. too many meetings like 5 hrs a week are getting in the way of me
doing much
2. new to ReactJS and the concept of it
3. colleagues and boss didn't provide much guidance or anything about
what is expected of me and where everything is
4. the code base is a complete mess that requires a lot of re-factoring
and I feel uncomfortable doing this/takes a long time as I am new to
ReactJS
5. because my tasks take a while to do because I'm new to the job and
no expectations for speed were communicated to me I feel very
uncomfortable
6. the lead developer is kind of rude and curt sometimes
I feel very stressed out and under a lot of pressure. What could I do to improve the situation?
I would like to feel more competent and comfortable in the new technology. | Welcome to the world of software development in corporations. I have been working in that world for more than 25 years and I can assure you that the chances of improving any of the conditions you describe are almost zero. However, you can gradually change your attitude and expectations so that you experience less and less misery in it.
I shall address your points in a different order from how you listed them to make the solutions easier to understand.
>
> the code base is a complete mess that requires a lot of re-factoring
>
>
>
The code bases of almost all software developed in corporations are a mess. This is because human thinking process is not crisp and clear as it is usually considered to be, but it is quite muddled most of the time. The clarity of the thought process is easily degraded by emotions and moods distinct from the thinking process itself. For example, the code developed by someone after an argument with the boss will invariably be worse than the code s/he develops when in a good mood. The attitude of management and therefore the environment in most corporations is such that it puts the people who have the actual skills to develop any product in a bad mood a lot of the time. Thus most code is developed when in a not so good mood and so it is messy. In fact, as a software developer you can expect yourself to be stuck neck deep in messy code most of your time. Being a software engineer is not very different from being a sanitation engineer.
Do not start your day with the expectation of dealing with clean, sensible code. Repeat in your mind several times the following before you start your work day:
```
software engineer == sanitation engineer; I get paid for it.
```
Learn the code base in small chunks, that is, do not expect to be able to understand the entire code base in a short time. Try to understand small parts of it, such as all the code for a few relatively simple features of the application. This can be made easier by working on bug investigation and fixing for the first few weeks in a large project rather than jumping into developing new code right away. You may want to talk to your team lead or manager about this.
>
> too many meetings like 5 hrs a week are getting in the way of me doing much.
>
>
>
This is a bad habit that is spread by management. Keep in mind that most managers do not have any skills needed to actually contribute to product development. However, they have the desire to maintain as much power and control over as many things as possible and also show to their own managers how crucial their contribution is. The brilliant solution that managers and executives have come up with is meetings. It is not really a solution, but in their minds it is and in corporations what a manager assumes, feels or thinks always overrides reality. After a few years, the meeting habit also spreads to developers. You can expect to waste a lot of time in meetings, especially when working in large corporations.
You must regard meetings the same way as you would regard commute problems in the city you live in. It is just something you have to live with. Keep in mind that you get paid to waste time in meetings unlike in commute.
>
> the lead developer is kind of rude and curt sometimes
>
>
>
Team leads in software development in corporations are invariably like that. Team leads tend to be relatively young and therefore have not had the time to mature in their roles. They tend to be caught between the manager(s) and the other team members, and combined with their own ambition, their stress levels are high. They are effectively new to their roles and are in a condition very similar to your own.
Depend less on the team lead and approach the other developers in your team as much as possible for help.
>
> because my tasks take a while to do because I'm new to the job and no expectations for speed were communicated to me I feel very uncomfortable
>
>
>
Set your own pace. Do not worry about not meeting the expectations of your manager or colleagues. Work at a pace where you do not feel stressed out but at the same time you do not slack and waste time. This is something that comes with practice. Do not be afraid that sometime in the future you may get a feedback that your pace of work does not live up to their expectations, which they have not bothered to communicate to you. If and when that happens, tell your manager that no expectation was communicated to you before that time, you need more help with locating code and any other help you need.
Always follow the middle way between slacking off and stressing out when determining your pace of work. Following this middle way is much more important in the long run than any rewards you expect from working, such as praise, status, promotion, power or higher salary. Doing otherwise is like putting the cart in front of the horse; such a contraption will just become a problem for others on the road with their horses and carts in the right order.
>
> new to ReactJS and the concept of it
>
>
>
As you change your approach in the way described for the previous point and your stress levels become lower, it will become easier to learn new technologies. Look for online resources about ReactJS or purchase some good books. Spend some time every day just on learning ReactJS rather than working on the project. You can also try working through some free tutorials. However, do not overwork or stay too late in the office for this. Again, do not expect to become an expert in a short time. Learning is a gradual process. |
57,089 | <p>Many job listings for web developers that I've seen describe ideal candidates who know a variety of technologies, with specifics which vary from shop to shop, but of course they all have one subset in common:</p>
<pre><code>HTML
CSS
Javascript
jQuery (usually)
XML (occasionally)
etc.
</code></pre>
<p>Is there a single term to describe this closely-related set of skills?</p>
<p>I've considered "HTML5", but "HTML5" refers to the most recent versions of each of these technologies/skillsets, not the technologies in general. It doesn't really fit.</p>
| [
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"text": "<p>The most common term to describe these skills is \"Front end developer\", although mentioning the particula... | 2015/11/03 | [
"https://workplace.stackexchange.com/questions/57089",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/20885/"
] | Many job listings for web developers that I've seen describe ideal candidates who know a variety of technologies, with specifics which vary from shop to shop, but of course they all have one subset in common:
```
HTML
CSS
Javascript
jQuery (usually)
XML (occasionally)
etc.
```
Is there a single term to describe this closely-related set of skills?
I've considered "HTML5", but "HTML5" refers to the most recent versions of each of these technologies/skillsets, not the technologies in general. It doesn't really fit. | The most common term to describe these skills is "Front end developer", although mentioning the particular set of technologies you use won't hurt.
Reference: <https://en.wikipedia.org/wiki/Front_end_development> |
57,285 | <p>What is a general/sample template or structure for a software engineer resume? My resume has this structure. Also, should the Name/title be <strong>Left Justified</strong> or <strong>Centered?</strong></p>
<pre><code>Name Email Phone
objective
skill set
work experience
professional summary
projects
qualifications
personal details
</code></pre>
<p>Should I change the order or structure of my resume to make it look more professional?</p>
| [
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"text": "<h1>General Rules</h1>\n<p>Typically the only cardinal rule I see with resumes is to list work experience or qual... | 2015/11/06 | [
"https://workplace.stackexchange.com/questions/57285",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/43760/"
] | What is a general/sample template or structure for a software engineer resume? My resume has this structure. Also, should the Name/title be **Left Justified** or **Centered?**
```
Name Email Phone
objective
skill set
work experience
professional summary
projects
qualifications
personal details
```
Should I change the order or structure of my resume to make it look more professional? | One important matter is to make sure your resume does not contain nested tables, for two reasons. The first is that nested tables make it harder for automated software to process the relevant data. The other is that nested tables are hard to get right, and even harder to edit, especially on mobile devices and online platforms, to the point that they often do not display properly.
Another important caveat is, when you give someone your resume digitally, send it as PDF. PDF looks exactly the same on all computers, whether they're using OSX, Windows, a \*nix product, iOS, Android,... It's basically a printed version of your resume, so you won't have any surprised like the user not having your special font or your tab stops being mangled. |
57,328 | <p>I need help how to classify skills in resume and is this correct :</p>
<pre><code>Strong
iOS : Objective-C, swift.
Familiar
PHP, C#, ASP.net MVC, JAVA.
Other
Git, JSON, Rest API, UML, Sql, SCRUM, Sketch
</code></pre>
<p>Update :</p>
<pre><code>Language
- Extensive experience in Objective-C and swift.
- Familiar with PHP, C# and JAVA
Frameworks
Cocoa Touch, Laravel and ASP.net MVC.
Other
Git, JSON, Rest API, UML, Sql, SCRUM, Sketch
</code></pre>
| [
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"selected": true,
"text": "<p>I would tell your boss that based on the facts that they lied to the vendor, got access to information becau... | 2015/11/06 | [
"https://workplace.stackexchange.com/questions/57328",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/29057/"
] | I need help how to classify skills in resume and is this correct :
```
Strong
iOS : Objective-C, swift.
Familiar
PHP, C#, ASP.net MVC, JAVA.
Other
Git, JSON, Rest API, UML, Sql, SCRUM, Sketch
```
Update :
```
Language
- Extensive experience in Objective-C and swift.
- Familiar with PHP, C# and JAVA
Frameworks
Cocoa Touch, Laravel and ASP.net MVC.
Other
Git, JSON, Rest API, UML, Sql, SCRUM, Sketch
``` | I would tell your boss that based on the facts that they lied to the vendor, got access to information because of these lies, *and* signed an NDA, you would really, really prefer to only proceed if this has been run past a decent lawyer who says it is Ok. Even if a lawyer says it's legally Ok, that lawyer will also advise you how likely it is that you get sued, and what the expected cost of being sued is. And what is the likelihood of losing. Even if what the company wants you to do is legal, that doesn't mean they will win in court.
There are obviously three possibilities what can happen after this. The boss tells you to go ahead, he checks with a lawyer, or he gives up the plan. In the first case, it's your decision. Looking for a different job would be a possibility. Obviously don't do anything that puts your current job at risk (until you have signed for a new one). |
57,841 | <p>I have ongoing issues outside of work which are out of my control and now affecting my performance at work. My elderly mother often becomes ill and must go to the hospital. She has carers that call when she is ill, but as I am her only family member they contact me whenever there is an incident. Unfortunately this very often while I am at work, and she has nine hospital admissions over the last 18 months. Also my husband has just been made redundant and diagnosed with depression.</p>
<p>Initially my employers were understanding but are now monitoring my every move in the work place which is adding to the pressure I am already under. </p>
<p>They called a meeting with me to discuss their concerns and when I mentioned my mother they just looked at me as if to say 'so what' and made no reply, which made me feel as if I was making excuses.</p>
<p>My question is should they take issues outside of work into consideration?</p>
<p><strong>Thanks to all for your replies. To answer some of the questions -</strong></p>
<p>I am based in the UK.</p>
<p>I went part time a number of years to help my mum, when her health started to fail, which was fine, but, her health has gone down hill very quickly over the last two years with numerous health issues.</p>
<p>She now has carers but there have been endless concerns with them, to name a few switching off the electricity at the sockets - including the fridge, not being able to use the key safe and saying that's it's broken when it isn't, not heating her meals up correctly - I could go on and on and on. Anyway I have sort to it out.</p>
<p>She has the district nurses coming in on a regular basis and I have to check / chase them as it's different ones each time and the last one doesn't bother to follow up what the last one has done.</p>
<p>There are other agencies I have to check and chase, but these are the most consistent headaches and I don't want to bore you all with it all. </p>
<p>The point is that my employers were fully aware of my situation and were supportive up until a month ago, but now don't want to know and suddenly deem it as an excuse rather than - hey she has been dealing with this for the last two years and she has always come to work and we've had had no reason for concern, maybe it's now affecting her performance - </p>
<p>Also I have been working at the company for over 30 years with no issues.</p>
<p>I don't think I'm being unreasonable?</p>
<p>I'm obviously dispensable as we all are - when required.</p>
| [
{
"answer_id": 57844,
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"text": "<p>Sure, to a point.</p>\n\n<p>Everyone to one degree or another has <em>stuff</em> that is going on outside of wo... | 2015/11/16 | [
"https://workplace.stackexchange.com/questions/57841",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/44086/"
] | I have ongoing issues outside of work which are out of my control and now affecting my performance at work. My elderly mother often becomes ill and must go to the hospital. She has carers that call when she is ill, but as I am her only family member they contact me whenever there is an incident. Unfortunately this very often while I am at work, and she has nine hospital admissions over the last 18 months. Also my husband has just been made redundant and diagnosed with depression.
Initially my employers were understanding but are now monitoring my every move in the work place which is adding to the pressure I am already under.
They called a meeting with me to discuss their concerns and when I mentioned my mother they just looked at me as if to say 'so what' and made no reply, which made me feel as if I was making excuses.
My question is should they take issues outside of work into consideration?
**Thanks to all for your replies. To answer some of the questions -**
I am based in the UK.
I went part time a number of years to help my mum, when her health started to fail, which was fine, but, her health has gone down hill very quickly over the last two years with numerous health issues.
She now has carers but there have been endless concerns with them, to name a few switching off the electricity at the sockets - including the fridge, not being able to use the key safe and saying that's it's broken when it isn't, not heating her meals up correctly - I could go on and on and on. Anyway I have sort to it out.
She has the district nurses coming in on a regular basis and I have to check / chase them as it's different ones each time and the last one doesn't bother to follow up what the last one has done.
There are other agencies I have to check and chase, but these are the most consistent headaches and I don't want to bore you all with it all.
The point is that my employers were fully aware of my situation and were supportive up until a month ago, but now don't want to know and suddenly deem it as an excuse rather than - hey she has been dealing with this for the last two years and she has always come to work and we've had had no reason for concern, maybe it's now affecting her performance -
Also I have been working at the company for over 30 years with no issues.
I don't think I'm being unreasonable?
I'm obviously dispensable as we all are - when required. | **Note that this answer only applies to the United States.**
---
Technically, this is what the FMLA covers and protects employees in dealing with their jobs.
>
> FMLA is intended to allow employees to balance their work and family
> life by taking reasonable unpaid leave for medical reasons, for the
> birth or adoption of a child, for the care of a child, spouse, or
> parent who has a serious health condition, for the care of a covered
> servicemember with a serious injury or illness, or because of a
> qualifying exigency arising out of the fact that the employee's
> spouse, son, daughter, or parent is a military member on covered
> active duty or call to covered active duty status. The Act is intended
> to balance the demands of the workplace with the needs of families, to
> promote the stability and economic security of families, and to
> promote national interests in preserving family integrity. It was
> intended that the Act accomplish these purposes in a manner that
> accommodates the legitimate interests of employers, and in a manner
> consistent with the Equal Protection Clause of the Fourteenth
> Amendment in minimizing the potential for employment discrimination on
> the basis of sex, while promoting equal employment opportunity for men
> and women. - [Link To Article](http://www.ecfr.gov/cgi-bin/text-idx?SID=6f798b7e4aeaf4119ddee59b4c0d4d6c&mc=true&node=pt29.3.825&rgn=div5#se29.3.825_1101)
>
>
>
[FMLA](http://www.ecfr.gov/cgi-bin/text-idx?SID=6f798b7e4aeaf4119ddee59b4c0d4d6c&mc=true&node=pt29.3.825&rgn=div5#se29.3.825_1101) is most commonly known (amongst employees who have never needed it) as the 'new mother law' or the 'broken leg law' where it is used for an illness, or medical situation, that lasts for a fairly well-known period of time.
What most people don't know is it can also be for covering [intermittent leave](http://www.ecfr.gov/cgi-bin/text-idx?SID=6f798b7e4aeaf4119ddee59b4c0d4d6c&mc=true&node=pt29.3.825&rgn=div5#se29.3.825_1203). I have used it to cover medical needs of my spouse with a major medical health issue for years. Without going into too much personal information, I had a spouse with a major medical health issue. At any given moment during the day she could lose the ability to walk, talk, or even feed herself. Granted that was worst case scenario. But I was able to, thanks to an Intermittent FMLA coverage, leave whenever she "needed me" and my job was protected. For years.
You can contact them via phone.
```
1-866-4USWAGE (1-866-487-9243)
TTY: 1-877-889-5627
Monday-Friday 8 a.m. to 5 p.m.
```
**[Section 825.702.(a)](http://www.ecfr.gov/cgi-bin/text-idx?SID=6f798b7e4aeaf4119ddee59b4c0d4d6c&mc=true&node=pt29.3.825&rgn=div5#se29.3.825_1702)** : mid-paragraph quote
>
> The purpose of the FMLA is to make leave available to eligible
> employees and employers within its coverage, and not to limit already
> existing rights and protection.
>
>
>
The FMLA doesn't appear to be coverage for sub-par work. However, keep in mind that if work is being churned out at a subpar level by an employee due to a medical condition and it could be remedied by taking some protected leave from work via FMLA, then FMLA is the way to go. If the employee: isn't best suited for a position; can't operate at the level necessary to keep the job; etc. Then I don't believe that FMLA can protect them nor does it appear to have been developed for that purpose.
Can FMLA be used to protect employees who are gaming the system? Yes and No?
* [HR Takes Role of Referee When Employees Game The FMLA System](http://www.hrhero.com/hl/articles/2014/07/25/hr-takes-role-of-referee-when-employees-game-the-fmla-system/)
* [As Absences Mount, Employers Must Lay Down The Law](http://www.fmlainsights.com/as-fmla-absences-hit-hard-the-sheriff-and-any-other-employers-must-lay-down-the-law/)
Again. Check with DOL by calling their toll-free number. Ask your questions to a professional that works for the organization that manages FMLA practices and investigates it as well. |
58,134 | <p>I am applying for programming internships. Is it preferable to list the University you will be transferring to from a community college?</p>
<p>Example:</p>
<p>Education:</p>
<pre><code> Community College
START 2014 - FINISHED 2016
COMPUTER SCIENCE
GPA
University Name
START 2016 - FINISHED 2018
COMPUTER SCIENCE
GPA
</code></pre>
| [
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"answer_id": 58135,
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"author_id": -1,
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"pm_score": 0,
"selected": false,
"text": "<p>I've advised several students on submitting applications to internships before, including students who are in the ... | 2015/11/21 | [
"https://workplace.stackexchange.com/questions/58134",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/44246/"
] | I am applying for programming internships. Is it preferable to list the University you will be transferring to from a community college?
Example:
Education:
```
Community College
START 2014 - FINISHED 2016
COMPUTER SCIENCE
GPA
University Name
START 2016 - FINISHED 2018
COMPUTER SCIENCE
GPA
``` | Only list colleges that will result in some sort of degree (AA/AS/BA/BS) or certification. List the college, list the degree, and list usually the month and year it was awarded or, like above, use the word 'expected' with a month and year to indicate a future degree.
Do not list the year you started at the university unless you are trying to explain an employment gap. If you are fresh out of high school, that information is irrelevant. |
58,344 | <p>I have a habit of ending all my emails like so :</p>
<pre><code>Thanks,
Adel
</code></pre>
<p>But the default setting is that every email automatically says "Regards," at the bottom. Is the "Thanks" unnecessary in that case? Or is it a good add-on to include? </p>
<p>Many of my colleagues would only start off with a "hi" and don't include "thanks"</p>
| [
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"answer_id": 58346,
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"pm_score": 1,
"selected": false,
"text": "<p>I think a lot of factors depend on it. Interoffice emails, especially informal ones between teams can probably sta... | 2015/11/25 | [
"https://workplace.stackexchange.com/questions/58344",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/761/"
] | I have a habit of ending all my emails like so :
```
Thanks,
Adel
```
But the default setting is that every email automatically says "Regards," at the bottom. Is the "Thanks" unnecessary in that case? Or is it a good add-on to include?
Many of my colleagues would only start off with a "hi" and don't include "thanks" | What are people doing that you are thanking them for in every email?
Personally I find a bare "thanks" when there's nothing you should be thanking me for a little off-putting. Of course not everyone shares my view.
If you must add the fluff, Regards, Cheers, or something similar would be better in my opinion. I tend to leave greetings and closings off unless the email is very formal, and "thanks" is too casual in that context.
It really does depend on the context though. If I'm asking someone to do something, I might close with "Thanks in advance". If they've already done something for me, I thank them in the body of my email.
I came across an article that had an e-mail in it that summarized nicely why I find "Thanks" or "Thank you" as an e-mail closing when there's no reason to be thanking me off-putting: [Adblock Plus blocked from attending online ad industry’s big annual conference](http://arstechnica.co.uk/business/2016/01/adblock-plus-blocked-from-attending-online-ad-industrys-big-annual-conference/)
It turns out that while some folks use it as a closing regardless of the tone of the e-mail they're writing, my experience is that "Thank you" or "Thanks" tends to be the go-to closing for folks who are writing e-mails to brush people off or terminate a conversation. I tend to read it as "Thanks - you can show yourself out" and I end up looking back over the e-mail for clues to decide if that's just the standard closing that person uses or if they're really being that dismissive. |
58,461 | <p>So, I've given notice to my current employer, but have to work off my 3 month notice period fully. I've sent emails to a few recruiters I'm connected to on LinkedIn, but would like to publicize this to everyone. I'm thinking of posting something like this:</p>
<pre><code>After a fantastic year at Company X, it's time to move on to new challenges.
Willing to relocate for work, but do need visa sponsorship. Available to start
in March. Please like or share.
</code></pre>
<p>How does it read?</p>
| [
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"answer_id": 58463,
"author": "Dawny33",
"author_id": 40657,
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"pm_score": -1,
"selected": false,
"text": "<p>This looks insincere and very facebook-like. Something like this can be good:</p>\n\n<blockquote>\n <p>Look... | 2015/11/29 | [
"https://workplace.stackexchange.com/questions/58461",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/10992/"
] | So, I've given notice to my current employer, but have to work off my 3 month notice period fully. I've sent emails to a few recruiters I'm connected to on LinkedIn, but would like to publicize this to everyone. I'm thinking of posting something like this:
```
After a fantastic year at Company X, it's time to move on to new challenges.
Willing to relocate for work, but do need visa sponsorship. Available to start
in March. Please like or share.
```
How does it read? | My Suggestion would be:
>
> After a fantastic year at Company X as a **{position}**, I am looking for
> my next future challenge in **{Area of expertise or may be a different path}**. Willing to relocate
> for work, but do need visa sponsorship. Available to start in March.
> Please like or share.
>
>
>
In the same time it is also very good to update `Your professional headline` with something close. |
58,786 | <p>I am in the process of searching a new job. If I would be asked about references who I know, whose name should I include in the résumé/job application form etc. Please help me choose the best reference.</p>
<pre><code>1. Current project Manager
2. Team leader(from different teams also)
3. Team member(Development team member)
4. Other colleague from same company
5. Family and Friends
</code></pre>
<p>thanks.</p>
| [
{
"answer_id": 58794,
"author": "Thomas Owens",
"author_id": 3,
"author_profile": "https://workplace.stackexchange.com/users/3",
"pm_score": 2,
"selected": false,
"text": "<p>Of your list, the only people who would not make a suitable professional reference would be family and friends. I... | 2015/12/04 | [
"https://workplace.stackexchange.com/questions/58786",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/44670/"
] | I am in the process of searching a new job. If I would be asked about references who I know, whose name should I include in the résumé/job application form etc. Please help me choose the best reference.
```
1. Current project Manager
2. Team leader(from different teams also)
3. Team member(Development team member)
4. Other colleague from same company
5. Family and Friends
```
thanks. | Of your list, the only people who would not make a suitable professional reference would be family and friends. If you needed personal or character references, then you can turn to these people. However, most companies want professional references, which are the people that you work with.
The people that you work closest with would be the best references - your immediate supervisor, your team lead, other members of your team, or your reports (if you're in a management position). Anyone who can speak to your work ethic, your skills and abilities, and your personality would be the best references.
One rule to follow, though, is to ask the person before you give their name and contact information on an application. You want to make sure that they are willing to be a good reference for you and that you won't be surprised by what they tell a company. |
58,938 | <p>I'm clueless regarding a private job to understand thier managing behaviour. I want to understand this situation when an project has finished and they start to cut-down. I want to understand these professional issues.</p>
<p>I've 4 questions : </p>
<ol>
<li>Why employer want to fire an employee?</li>
<li>Is/are any ego in management system?</li>
<li>How must performe to be nice employee?</li>
<li>Why employer want to break his commitment for perticular(or any) employee?</li>
</ol>
<blockquote>
<p>Can you explain please? I want to understand these professional issues.</p>
</blockquote>
| [
{
"answer_id": 58939,
"author": "DA.",
"author_id": 2541,
"author_profile": "https://workplace.stackexchange.com/users/2541",
"pm_score": 2,
"selected": false,
"text": "<blockquote>\n <p>Why employer want to fire an employee?</p>\n</blockquote>\n\n<p>Lots of reasons. In your example, it... | 2015/12/07 | [
"https://workplace.stackexchange.com/questions/58938",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/-1/"
] | I'm clueless regarding a private job to understand thier managing behaviour. I want to understand this situation when an project has finished and they start to cut-down. I want to understand these professional issues.
I've 4 questions :
1. Why employer want to fire an employee?
2. Is/are any ego in management system?
3. How must performe to be nice employee?
4. Why employer want to break his commitment for perticular(or any) employee?
>
> Can you explain please? I want to understand these professional issues.
>
>
> | I might come across as rude, but here are my answers to your 4 questions:
```
1) Why employer want to fire an employee?
```
The employee is costing the company more money than they are making the company.
```
2) Is/are any ego in management system?
```
Always. But firings are not necessarily related to the ego.
```
3) How must perform to be nice employee?
```
Quality deliverables provided to the company in short time-frames that make money for the company. Also, if it is an English speaking company, only speak English in the workplace and do it well.
```
4) Why employer want to break his commitment for particular(or any) employee?
```
That depends on the particular employee, doesn't it? But again, the bottom line is that the employee is eating up more money in manpower hours than they are generating sellable deliverables. |
61,650 | <p>Two months ago, I joined a software development company. They have just assigned me my first big task that consist in overhauling all the front end of one of our Rails apps. The project is still in the design department, but I will start to work on it soon.</p>
<p>The problem is that management asked me the typical "when you will finish". The truth is that I have no idea. Writing the HTML and CSS is not really complicated, but the controllers are a mess and I expect to discover lots of problems.</p>
<p>In this two months I've seen quite a lot of peers sleeping under the desk - this is Japan - and this is something I am obviously not going to accept, so I want to make the risks clear before even starting.</p>
<p>This is what I thought I will write once I get the definitive design:</p>
<pre><code>Project: Redesign of X app.
Scope of the project:
- Write all the templates of the new design using HAML language: X lines of
code affected.
- Write all the new stylesheets using X framework: X lines of code
affected.
- Refactor controllers and correct possible inconsistencies: X lines of
code possibly affected.
Description of tasks:
- Page 1: x hours est.
- Page 2: x hours est.
- Page 3: x hours est.
- Component 1: x hours est.
...
Total estimation of project duration: XXX hours.
Risks:
- This is the first time that we replace all the front end of the
application. All the estimations have been done without having a
real example to compare, but when we added Page5 and Page6 in the
Issue #xxxx, took x hours work. This is the metric I am using to predict
the duration of the tasks.
- I have detected some issues in the controllers' code that will necessarily
have to be addressed while performing this project. Other unknown issues
are expected to arise.
For this reason, I predict _high probability of deviations_ on the original
estimation that I think should be taken into account.
</code></pre>
<p>Appart from the awful grammar (feel free to edit), is there any other point that should be added to this document? </p>
<p>Also, this text just came out of my head, but I am sure that there are methodologies that are already being used in other companies. Is there an standard way to communicate estimations? </p>
| [
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"pm_score": 2,
"selected": true,
"text": "<p>I'd back up a few steps. </p>\n\n<p>You're being asked when the project can be completed. It's a valid question... | 2016/02/06 | [
"https://workplace.stackexchange.com/questions/61650",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/25175/"
] | Two months ago, I joined a software development company. They have just assigned me my first big task that consist in overhauling all the front end of one of our Rails apps. The project is still in the design department, but I will start to work on it soon.
The problem is that management asked me the typical "when you will finish". The truth is that I have no idea. Writing the HTML and CSS is not really complicated, but the controllers are a mess and I expect to discover lots of problems.
In this two months I've seen quite a lot of peers sleeping under the desk - this is Japan - and this is something I am obviously not going to accept, so I want to make the risks clear before even starting.
This is what I thought I will write once I get the definitive design:
```
Project: Redesign of X app.
Scope of the project:
- Write all the templates of the new design using HAML language: X lines of
code affected.
- Write all the new stylesheets using X framework: X lines of code
affected.
- Refactor controllers and correct possible inconsistencies: X lines of
code possibly affected.
Description of tasks:
- Page 1: x hours est.
- Page 2: x hours est.
- Page 3: x hours est.
- Component 1: x hours est.
...
Total estimation of project duration: XXX hours.
Risks:
- This is the first time that we replace all the front end of the
application. All the estimations have been done without having a
real example to compare, but when we added Page5 and Page6 in the
Issue #xxxx, took x hours work. This is the metric I am using to predict
the duration of the tasks.
- I have detected some issues in the controllers' code that will necessarily
have to be addressed while performing this project. Other unknown issues
are expected to arise.
For this reason, I predict _high probability of deviations_ on the original
estimation that I think should be taken into account.
```
Appart from the awful grammar (feel free to edit), is there any other point that should be added to this document?
Also, this text just came out of my head, but I am sure that there are methodologies that are already being used in other companies. Is there an standard way to communicate estimations? | I'd back up a few steps.
You're being asked when the project can be completed. It's a valid question, but answering with specific hours will come back to bite you. Turn the question around. Let them know the *scope* of what needs to change, and ask them how long the last front end took. If the likely event that they don't have an answer, ask what metrics are in place for you to leverage--logs of time spent, etc After all, it's not how fast you can type. It's how fast you can get a clear understanding, cooperation with materials, etc. if they don't know how and can't calculate how long it took to build the last one, how can you know how long the next will take? One is speculation, and the other is a fact!
The real number will be much larger than their expectations. No one wants to here "6 months" for something that *feels* like 3 months. But if it took 6 last time, and is sloppy, then why shouldn't it take longer this time?
They'll likely know the start and end dates. Add 20-40% based on your comfort level. Now expectations are set and their derivations is clear. Beat that expectation if you can. |
62,041 | <p>Basically within the <em>same</em> company there are two positions:</p>
<pre><code>Coordinator in department X
Coordinator in department Y
</code></pre>
<p>Same position w/ the same exact duties, different department. Is there any adverse effect to applying for both concurrently?</p>
| [
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"answer_id": 62043,
"author": "Kilisi",
"author_id": 40669,
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"pm_score": 1,
"selected": false,
"text": "<blockquote>\n <p>Is there any adverse effect to applying for both concurrently?</p>\n</blockquote>\n\n<p>No ther... | 2016/02/13 | [
"https://workplace.stackexchange.com/questions/62041",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/42666/"
] | Basically within the *same* company there are two positions:
```
Coordinator in department X
Coordinator in department Y
```
Same position w/ the same exact duties, different department. Is there any adverse effect to applying for both concurrently? | Good question with no straightforward answer.
I have worked in companies where the view on that would be by applying for both you are showing a lack of focus on where you want to be and are wishy-washy. Other companies have no problem with you applying for both...some will even forward the resume/application so that both areas have the opportunity to see it.
If possible you should try and speak with either an HR person at the company or, if possible, with the hiring managers. This may allow you not only to figure out whether it's acceptable to apply for both but it may give you insight into whether both positions are identical in reality. It may be that you end up being interested in one more than the other and decide that is the only one you want to apply for.
If you are applying internally you could ask people you work with (even your current Mgr if they are OK with their people moving around/up) or HR and see what how the culture views this. Often times it is simply a personal opinion and not an accepted practice. I have seen a Director reject a resume for a college intern because she put down reading as a hobby. His view was that reading is a solitary activity and therefore they likely wouldn't be a good 'team player'. He was a good Director, that was his personal view but he made the final decision. |
62,288 | <p>There is this situation where Jane report to her reporting officer and the reporting officer reports to a director. One day, the director went to Jane for a discussion, which at the end of the discussion, Jane had to complete a project. Jane promise the director that the work will be completed within the next 5 days. Jane went to inform her reporting officer and her reporting officer told her that she should not promise to be completed within the next 5 days. The reporting officer advise her that she should have given herself more buffer days.</p>
<p>Which of the following decisions should Jane take to avoid offending her reporting officer and the director and why should Jane take that decision?</p>
<ol>
<li><p>Jane talk to the director that her reporting officer advise her that she need to have more time to complete the project.</p></li>
<li><p>Jane complete the project within the 5 days and deliver to the director without informing her reporting officer.</p></li>
<li><p>Jane did not complete the project within the 5 days and did not inform the director about her conversation with her reporting officer. However, Jane took 10 days to complete the project. (meaning that Jane had manage to complete the project by the 10th day)</p></li>
<li><p>Other decision, please specify.</p></li>
</ol>
<p>Thank you. </p>
<pre><code>7 Is this a question from an exam? – nvoigt Feb 18 at 9:23
No This is not a question from any exam(s).
</code></pre>
| [
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"answer_id": 62291,
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"pm_score": 4,
"selected": true,
"text": "<p>\"Jane\" should:</p>\n\n<ul>\n<li>Thank her reporting officer for the advice.</li>\n<li>Complete the pro... | 2016/02/18 | [
"https://workplace.stackexchange.com/questions/62288",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/13229/"
] | There is this situation where Jane report to her reporting officer and the reporting officer reports to a director. One day, the director went to Jane for a discussion, which at the end of the discussion, Jane had to complete a project. Jane promise the director that the work will be completed within the next 5 days. Jane went to inform her reporting officer and her reporting officer told her that she should not promise to be completed within the next 5 days. The reporting officer advise her that she should have given herself more buffer days.
Which of the following decisions should Jane take to avoid offending her reporting officer and the director and why should Jane take that decision?
1. Jane talk to the director that her reporting officer advise her that she need to have more time to complete the project.
2. Jane complete the project within the 5 days and deliver to the director without informing her reporting officer.
3. Jane did not complete the project within the 5 days and did not inform the director about her conversation with her reporting officer. However, Jane took 10 days to complete the project. (meaning that Jane had manage to complete the project by the 10th day)
4. Other decision, please specify.
Thank you.
```
7 Is this a question from an exam? – nvoigt Feb 18 at 9:23
No This is not a question from any exam(s).
``` | "Jane" should:
* Thank her reporting officer for the advice.
* Complete the project in however long it takes to complete the project to the appropriate standard.
* Keep both her reporting officer and the director informed about the progress of the project.
This is just basic professionalism: you do your job to the best of your ability, and you keep the people who need to know about what you're doing informed. |
62,517 | <p>I currently work in tech support but our company has something called RCI, which is time alloted to us to work on and improve things in our work environment, because I have some familiarity with Java Programming(Taken some programming courses in community college) they have me creating small tools to have our techs use in the workplace. </p>
<p>I was wondering how I could put something like this on my resume, since I am trying to land an internship/programming job(. It's very small work but I am working my shift while doing it. How can I show this on a resume without being able to show off the source code because of proprietary reasons, but still show off that I am doing real work, even if it is very simple work.</p>
<p>A lot of questions I found on here were more about side projects outside of work so it didn't really fit with my situation. Thanks for any feedback or input on the situation, it is much appreciated.</p>
| [
{
"answer_id": 62519,
"author": "Joe Strazzere",
"author_id": 7777,
"author_profile": "https://workplace.stackexchange.com/users/7777",
"pm_score": 3,
"selected": true,
"text": "<blockquote>\n <p>I currently work in tech support... because I have some familiarity\n with Java Programmin... | 2016/02/23 | [
"https://workplace.stackexchange.com/questions/62517",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/47134/"
] | I currently work in tech support but our company has something called RCI, which is time alloted to us to work on and improve things in our work environment, because I have some familiarity with Java Programming(Taken some programming courses in community college) they have me creating small tools to have our techs use in the workplace.
I was wondering how I could put something like this on my resume, since I am trying to land an internship/programming job(. It's very small work but I am working my shift while doing it. How can I show this on a resume without being able to show off the source code because of proprietary reasons, but still show off that I am doing real work, even if it is very simple work.
A lot of questions I found on here were more about side projects outside of work so it didn't really fit with my situation. Thanks for any feedback or input on the situation, it is much appreciated. | >
> I currently work in tech support... because I have some familiarity
> with Java Programming they have me creating small tools to have our
> techs use in the workplace.
>
>
> I was wondering how I could put something like this on my resume,
> since I am trying to land an internship/programming job.
>
>
>
You simply list it as one of the tasks for your job. No different than explaining other tasks you are performing.
```
Tech Support Specialist 2014-present
MegaCorp
- Provided phone support {yada, yada}
- {Other tasks related to the job of Tech Support}
- Created small tools using Java for all techs to use
```
You may wish to expound on this more in your cover letter, as this is experience that may help you stand out over other candidates, or may be the most important part for your internship.
Even if you aren't permitted to share the actual code you created, you will be able to talk about it during an interview, and perhaps demonstrate the concepts and your abilities on a whiteboard. |
62,544 | <p>I was overpaid on my recent paycheck by an amount that bumped me up to a higher tax bracket. My company wants me to pay them back the net overpayment but now my check is lower than it would have been should I have been taxed in my correct bracket? How should I proceed? </p>
| [
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"answer_id": 62548,
"author": "Masked Man",
"author_id": 3192,
"author_profile": "https://workplace.stackexchange.com/users/3192",
"pm_score": 2,
"selected": false,
"text": "<p>You could claim the excess tax paid as refund while filing the tax return. It is easiest to pay back by deduc... | 2016/02/24 | [
"https://workplace.stackexchange.com/questions/62544",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/47151/"
] | I was overpaid on my recent paycheck by an amount that bumped me up to a higher tax bracket. My company wants me to pay them back the net overpayment but now my check is lower than it would have been should I have been taxed in my correct bracket? How should I proceed? | You could claim the excess tax paid as refund while filing the tax return. It is easiest to pay back by deducting the excess amount from the next month's salary since this means that your total annual salary is automatically corrected. If this cannot be done, you should obtain a suitable "receipt" from your company, which your tax department will accept.
Tax rules vary by location, but usually the entire income does not get taxed at the highest tax bracket rate. Instead only the income above the upper limit of next lower tax bracket gets taxed at that rate. To illustrate with an (oversimplified) example, consider the below tax brackets:
```
$0 - $100 ==> 10%
$100 - $500 ==> 20%
$500 - ==> 30%
```
If you income is $400, then your tax is:
```
10% x $100 + 20% x ($400 - $100) = $70
```
If you were paid $600 in error, your tax becomes:
```
10% x $100 + 20% x ($500 - $100) + 30% x ($600 - $500) = $105
```
You could thus pay back $200 to the company, and claim a refund of $35 in your tax return. Unless the tax department pays you a substantial interest on the excess tax paid, you will still end up making some loss. |
63,016 | <p>I'm seeking advice on how to handle a high risk opportunity.</p>
<p>My employer recently had to do some layoffs due to changing the underlying technologies used for its products (ie: moving from C to C++, migrating from CVS to GIT, etc). For some stupid reason, they insisted that most of the developers would only be given 3 months notice, but they'd actually have to work it rather than being given 3 months' payout. One of the senior guys that was laid off got a nice 5 month payout, while the rest of us have to work at a job we now hate, and some of my co-workers actually have to train underpaid replacements.</p>
<p>So, everyone is being less than accomodating, griping over verbal language barriers, etc. I am in a very unique situation though. I'm working for about 6 more weeks before I have to turn in my keycard, and have been looking for new work. Due to shoddy IT policies, all the devs have access to the same master password for our data and versioning servers. One IT person (not me, fortunately) decided to do something very mean: he migrated the CVS repo with all our code to GIT, but just the HEAD revision, and there are no copies to be found of the server data from the old CVS server.</p>
<p>The code builds fine with the new GIT server, so we thought everything was fine. Wrong! We checked out the latest copy of a key piece of code (40,000 lines) that our products depend on. Someone (we can't determine whom, since it seems DHCP lease logs and SSH "last" logs don't go far enough back, "admin" user account used to do this), and someone ran it through a parser that:</p>
<ul>
<li>Removed ALL comments (these are key, since we have massive lookup tables of register values and bitfields).</li>
<li>Removed all indentation.</li>
<li>Swapped all integer literals so they are decimal rather than hex, so the bitfield values aren't apparent.</li>
<li>Renamed all functions to useless, non-descriptive names.</li>
</ul>
<p>An example would be:</p>
<h1>Old Code</h1>
<pre><code>#include <iostream.h>
main()
{
initDevice();
int i = 0x8001; // Set MSB and LSB to enable diagnostic mode on older models.
cout << "Hello World!";
shutdownDevice();
return 0;
}
</code></pre>
<h1>New Code</h1>
<pre><code>#include <iostream.h>
main()
{
foo_0001();
int i = 32769;
cout << "Hello World!";
foo_0082();
return 0;
}
</code></pre>
<p>Remember, this was done against about 40,000 lines of code in hundreds of files.</p>
<p>Nobody noticed this because the automated build jobs just kept running fine. Now that things need to be changed, we're pretty much up the creek without a paddle. Me and a few of the other devs know a lot of this code, having written it, but it would be a massive undertaking to correct this mess so that it's at least usable to the point where we can make improvements, support new products with it, etc. Management is furious, and one of the software managers literally threw stuff around his office in a shouting rage when they found out no backups can be found. They have time-based backups, but it seems this change went in several weeks ago, so the oldest backup is this junk code too.</p>
<p>About a half year ago, I was doing remote work from home. The company encourages us to put in extra time via VPN, but it doesn't count as "working time". It's basically a way to get extra work after 5pm out of us for free. There is no policy against using personal computing resources to do work. I have a copy of the pre-SNAFU code base.</p>
<p>The workplace environment isn't great, but pays a LOT more than what I'd make elsewhere. When I'm let go in 6 weeks, it's going to be a pain paying the mortgage and supporting my family, but we'll survive. Is there any way I can capitalize on this? I've though out the following scenarios, and need advice on which route to take. Keep in mind I'm being 100% honest when I state that I was NOT the person who sabotaged the code base:</p>
<ul>
<li>Tell the owners I have a spare copy of the code.
<ul>
<li>Maybe they let me keep my job, chances are they won't.</li>
<li>I can't really demand they draft a new job offer for me, since it reeks of blackmail/extortion, and they could probably take me to court. They may even think I engineered the sabotage itself.</li>
<li>Very high risk, minimal reward.</li>
</ul></li>
<li>Tell the owners I worked so diligently on the project, which I did, that I have most of it memorized, but it would probably take me 2 years to completely recreate.
<ul>
<li>Safest option I can think of.</li>
<li>I actually have about 70% of that stuff committed to head, or know how to fix most of this in about 6 months.</li>
<li>Helps me pay the bills for a while yet.</li>
</ul></li>
<li>Tell them the same as above, and that I can fix it, but we'd need to negotiate a better pay rate (3x current rate) as an external contractor.
<ul>
<li>Only problem compared to above is it might make them think I'm the saboteur. Not something I want them to think.</li>
</ul></li>
<li>Leave the situation alone, and part ways in 6 weeks.
<ul>
<li>Obviously safest choice.</li>
</ul></li>
</ul>
<p>I don't feel I have any duty to volunteer the code to the company free of charge. I'm not IT support, and I'm not responsible for them not know how to do backup testing. Also, I'm not happy having to help train people that will replace me and my friends. I want to benefit from this situation so I'm not digging into my savings to pay the mortgage while I job hunt, and I don't want to make the owners suspect I caused this and come after me with lawyers, burning up my savings even faster.</p>
<p>Are there any legal routes where I can prosper from this complete disaster? </p>
<h1>Update</h1>
<p>It turns out I was mistaken. I never had a copy of the code.</p>
<p>The shouting manager has been sacked, so at least some good came of this.</p>
<p>All of us on notice were called into a meeting room with the CTO and head of the legal team, and they laid out the whole story I just described, and in clear words, said "you little parasitic ****eating ****wads ... we know it was one of you", and demanded us all to sign a written agreement noting that we claimed we had no part in the whole thing, with a legalese-ish clause at the bottom granting them rights to check our personal e-mail to confirm this.</p>
<p>One of the senior developers told everyone not to sign a thing, as there was no way it could benefit us. Nobody signed a thing.</p>
<p>I will simply stay away from this and ride out the next 6 weeks with a smile on my face. Sorry for multiple accounts, trying to protect my privacy. </p>
<p>And no, Jake/Jacob isn't my real name.</p>
<h1>Final Update</h1>
<p>First, here's "hello world" encrypted with the password I've used on the past few throwaway e-mail accounts. Pipe it through <code>openssl enc -d -a -aes-256-cbc</code> with my account password for this account and the previous two ones for proof.</p>
<pre><code>U2FsdGVkX1/Q0Xq+Ium6X5BxoZ7ZhhpLtz7ltU+/WrM=
</code></pre>
<p>Anyhow, today was insane. Some crazy person on the team found this post and shared it with the team. Of course, the interim software manager got to see it. Well, someone e-mailed management with a demand for payment via bitcoin. No idea if they actually have the code or not. For all we know, it's a troll taking things too far.</p>
<p>Thank you for the sound advice. Staying clear of this. I'm still amazed they haven't just paid off the devs and sent them packing, rather than forcing a group of spiteful devs to train their replacements.</p>
<p>And to address one of the comments: yes, it's a "salary dump". The C developers are fluent in C++ as well, along with CVS, SVN, git, mercurial, etc. </p>
<p>Yes, I thought I had a copy of the code, but I was mistaken. It was a separate project that wasn't altered, not that it matters. I've decided to quit today, and will just zero-wipe my personal HDD at home. Problem solved.</p>
| [
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"text": "<p>The legal route is simple: you are still paid, and in those 6 weeks must act in the company interest. I don't n... | 2016/03/03 | [
"https://workplace.stackexchange.com/questions/63016",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/47512/"
] | I'm seeking advice on how to handle a high risk opportunity.
My employer recently had to do some layoffs due to changing the underlying technologies used for its products (ie: moving from C to C++, migrating from CVS to GIT, etc). For some stupid reason, they insisted that most of the developers would only be given 3 months notice, but they'd actually have to work it rather than being given 3 months' payout. One of the senior guys that was laid off got a nice 5 month payout, while the rest of us have to work at a job we now hate, and some of my co-workers actually have to train underpaid replacements.
So, everyone is being less than accomodating, griping over verbal language barriers, etc. I am in a very unique situation though. I'm working for about 6 more weeks before I have to turn in my keycard, and have been looking for new work. Due to shoddy IT policies, all the devs have access to the same master password for our data and versioning servers. One IT person (not me, fortunately) decided to do something very mean: he migrated the CVS repo with all our code to GIT, but just the HEAD revision, and there are no copies to be found of the server data from the old CVS server.
The code builds fine with the new GIT server, so we thought everything was fine. Wrong! We checked out the latest copy of a key piece of code (40,000 lines) that our products depend on. Someone (we can't determine whom, since it seems DHCP lease logs and SSH "last" logs don't go far enough back, "admin" user account used to do this), and someone ran it through a parser that:
* Removed ALL comments (these are key, since we have massive lookup tables of register values and bitfields).
* Removed all indentation.
* Swapped all integer literals so they are decimal rather than hex, so the bitfield values aren't apparent.
* Renamed all functions to useless, non-descriptive names.
An example would be:
Old Code
========
```
#include <iostream.h>
main()
{
initDevice();
int i = 0x8001; // Set MSB and LSB to enable diagnostic mode on older models.
cout << "Hello World!";
shutdownDevice();
return 0;
}
```
New Code
========
```
#include <iostream.h>
main()
{
foo_0001();
int i = 32769;
cout << "Hello World!";
foo_0082();
return 0;
}
```
Remember, this was done against about 40,000 lines of code in hundreds of files.
Nobody noticed this because the automated build jobs just kept running fine. Now that things need to be changed, we're pretty much up the creek without a paddle. Me and a few of the other devs know a lot of this code, having written it, but it would be a massive undertaking to correct this mess so that it's at least usable to the point where we can make improvements, support new products with it, etc. Management is furious, and one of the software managers literally threw stuff around his office in a shouting rage when they found out no backups can be found. They have time-based backups, but it seems this change went in several weeks ago, so the oldest backup is this junk code too.
About a half year ago, I was doing remote work from home. The company encourages us to put in extra time via VPN, but it doesn't count as "working time". It's basically a way to get extra work after 5pm out of us for free. There is no policy against using personal computing resources to do work. I have a copy of the pre-SNAFU code base.
The workplace environment isn't great, but pays a LOT more than what I'd make elsewhere. When I'm let go in 6 weeks, it's going to be a pain paying the mortgage and supporting my family, but we'll survive. Is there any way I can capitalize on this? I've though out the following scenarios, and need advice on which route to take. Keep in mind I'm being 100% honest when I state that I was NOT the person who sabotaged the code base:
* Tell the owners I have a spare copy of the code.
+ Maybe they let me keep my job, chances are they won't.
+ I can't really demand they draft a new job offer for me, since it reeks of blackmail/extortion, and they could probably take me to court. They may even think I engineered the sabotage itself.
+ Very high risk, minimal reward.
* Tell the owners I worked so diligently on the project, which I did, that I have most of it memorized, but it would probably take me 2 years to completely recreate.
+ Safest option I can think of.
+ I actually have about 70% of that stuff committed to head, or know how to fix most of this in about 6 months.
+ Helps me pay the bills for a while yet.
* Tell them the same as above, and that I can fix it, but we'd need to negotiate a better pay rate (3x current rate) as an external contractor.
+ Only problem compared to above is it might make them think I'm the saboteur. Not something I want them to think.
* Leave the situation alone, and part ways in 6 weeks.
+ Obviously safest choice.
I don't feel I have any duty to volunteer the code to the company free of charge. I'm not IT support, and I'm not responsible for them not know how to do backup testing. Also, I'm not happy having to help train people that will replace me and my friends. I want to benefit from this situation so I'm not digging into my savings to pay the mortgage while I job hunt, and I don't want to make the owners suspect I caused this and come after me with lawyers, burning up my savings even faster.
Are there any legal routes where I can prosper from this complete disaster?
Update
======
It turns out I was mistaken. I never had a copy of the code.
The shouting manager has been sacked, so at least some good came of this.
All of us on notice were called into a meeting room with the CTO and head of the legal team, and they laid out the whole story I just described, and in clear words, said "you little parasitic \*\*\*\*eating \*\*\*\*wads ... we know it was one of you", and demanded us all to sign a written agreement noting that we claimed we had no part in the whole thing, with a legalese-ish clause at the bottom granting them rights to check our personal e-mail to confirm this.
One of the senior developers told everyone not to sign a thing, as there was no way it could benefit us. Nobody signed a thing.
I will simply stay away from this and ride out the next 6 weeks with a smile on my face. Sorry for multiple accounts, trying to protect my privacy.
And no, Jake/Jacob isn't my real name.
Final Update
============
First, here's "hello world" encrypted with the password I've used on the past few throwaway e-mail accounts. Pipe it through `openssl enc -d -a -aes-256-cbc` with my account password for this account and the previous two ones for proof.
```
U2FsdGVkX1/Q0Xq+Ium6X5BxoZ7ZhhpLtz7ltU+/WrM=
```
Anyhow, today was insane. Some crazy person on the team found this post and shared it with the team. Of course, the interim software manager got to see it. Well, someone e-mailed management with a demand for payment via bitcoin. No idea if they actually have the code or not. For all we know, it's a troll taking things too far.
Thank you for the sound advice. Staying clear of this. I'm still amazed they haven't just paid off the devs and sent them packing, rather than forcing a group of spiteful devs to train their replacements.
And to address one of the comments: yes, it's a "salary dump". The C developers are fluent in C++ as well, along with CVS, SVN, git, mercurial, etc.
Yes, I thought I had a copy of the code, but I was mistaken. It was a separate project that wasn't altered, not that it matters. I've decided to quit today, and will just zero-wipe my personal HDD at home. Problem solved. | This is not a decision you want to spend a long time contemplating: the longer you take to act the more suspicious it will look when you eventually come forward.
I really see three options:
**1. Honesty**
In this situation you are - somewhat - putting yourself at this company's mercy, and also counting on their generosity, which may be ... silly.
You go to your boss and say:
>
> Listen, I was working from home 8 months ago and have an older version of the program on my personal machine. Here's a USB with it, it's yours.
>
>
>
If this person is a decent human being he will thank you from the bottom of his/her heart, and will offer you a reward. You could potentially ask for one at this point.
>
> I know you guys are letting us all go, but if you were to offer me a bonus for helping you out I wouldn't refuse it. Have a great day.
>
>
>
You keep your dignity, and you take the moral high ground.
**2. Stay Safe**
If you're dealing with vengeful, irrational, and nasty people, then just ***keep quiet***. If you suspect that any attempt to help them would end in you being accused of plotting against them then you're better off simply leaving in 6 weeks and washing your hands of it all.
However, at that point the company *probably* goes bankrupt, and a lot of people end up losing their jobs. It's not really on you, but you *could* do something about it.
**3. Anonymity**
Put the code on a USB, and type up an anonymous note saying:
>
> I had this code on a personal laptop due to working on it from home. I don't want to get involved in this situation in any way, so please accept it anonymously. It's a little older, but better than nothing. Good luck!
>
>
>
Then stick them both in an envelope and leave it on a manager's windshield, or in any place where it will be found, but not be traced back to you.
**Conclusion**
I honestly do not think that you can leverage the situation into forcing them to give you a job. If you choose to try and deceive them into letting you "rebuild" the code then sooner or later they will simply come to the conclusion that you sabotaged the project for this very purpose.
Best to do without that particular headache. |
63,090 | <p>I've faced a weird situation when I can't pass any technical interview. I'm talking about mobile development jobs.</p>
<p>The reason I'm failing is "we require deeper knowledge".</p>
<p>As an experienced one, I can earn virtually the same (slightly lower, in fact, but comparable) money as an office developer. </p>
<p>It turns that while being a freelancer, my experience is enough. As an employee, it's not.</p>
<p>Why is that? Does it mean that freelance entry level is much lower?</p>
| [
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"text": "<p>It could be one of two things:</p>\n\n<ol>\n<li>You can get the job done, but maybe not in the best way poss... | 2016/03/04 | [
"https://workplace.stackexchange.com/questions/63090",
"https://workplace.stackexchange.com",
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The reason I'm failing is "we require deeper knowledge".
As an experienced one, I can earn virtually the same (slightly lower, in fact, but comparable) money as an office developer.
It turns that while being a freelancer, my experience is enough. As an employee, it's not.
Why is that? Does it mean that freelance entry level is much lower? | I have been in your situation. I'm a self-educated, and would like to think of myself as a good developer. Freelance jobs are not easy, but nothing could stop me even though I had literally just myself to rely on. However, I did have my challenges when I was employed.
The main challenge was not lack of problem solving skills which you rely on when working as freelance, it was mainly the terminology and formalities associated with workplace. I constantly found myself in a situation like this.
```
Person: Do you know XXX?
Me: No! What is XXX?
Person: XXX is ....
Me: Oh yes, I have actually done this ...
```
My advice to you is to get some academic education, whether from books or institutes. Technical exams are academic, your problem solving skills alone will not be sufficient to show that you are good. |
63,308 | <p>My problem is actually quite simple, but I haven't figured out a solution yet. I work in a company where is very important to correctly measure <em>things</em> (I cannot disclose what they are). Being in charge of developing a software that automatically calculates some parameters is, in my opinion, a very important job, especially because my company sells those <em>things</em> by advertising them in relation to those parameters. To be 100% precise, I didn't write the software from scrap, but there was already an old version, which is still installed in many computers that my colleagues operate.
I made many changes to the code, and updated the whole thing in order to correct mistakes and make the automatic process smarter.</p>
<p>When I finished, I contacted the department-managers (who are <em>things</em>-developers too) and presented them the results with a nice PowerPoint presentation explaining the changes. They asked me to provide some examples comparing a measurement done with the old software and another done with the new one, and I did. They finally asked me to make some changes so that they could read the data better, and I did (and of course informed them).</p>
<p>2 months passed. Meanwhile I sent them a couple of emails explaining that it would be important not to develop <em>things</em> accordingly to the results of the old software, therefore it would have been smart installing the new software on all the computers. The answer was both times "Yes, [name of colleague] will take care of a final comparison, and then we will see". [The colleague] didn't take care of it, his department-manager didn't seem to pressure him on the matter, so two weeks ago (please notice that I did this after 2 months wait) I escalated the whole thing to a higher level.</p>
<p>The higher chiefs sent those people the following email:</p>
<pre><code>Please take care of the matter
</code></pre>
<p>After two weeks wait, I am yet to receive a feedback. In two months we have been developing <em>things</em> imprecisely and partially <strong>wrong</strong> because of the results given by the old software, and that really bothers me, knowing that my company last year did not do very good.</p>
<p>Do I need to escalate the matter to the highest level I know? I don't want my colleagues to start hating me for being blamed by the chief, but I really do want my company to do good, and I also am frustrated from the fact that it seems that the job I do is not important to anyone. I spend days concentrating, swearing, coding, and so on, and no one appreciates the final product!</p>
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"text": "<blockquote>\n <p>Getting heard from departments I need a feedback from</p>\n</blockquote>\n\n<p>There is not much... | 2016/03/09 | [
"https://workplace.stackexchange.com/questions/63308",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/47721/"
] | My problem is actually quite simple, but I haven't figured out a solution yet. I work in a company where is very important to correctly measure *things* (I cannot disclose what they are). Being in charge of developing a software that automatically calculates some parameters is, in my opinion, a very important job, especially because my company sells those *things* by advertising them in relation to those parameters. To be 100% precise, I didn't write the software from scrap, but there was already an old version, which is still installed in many computers that my colleagues operate.
I made many changes to the code, and updated the whole thing in order to correct mistakes and make the automatic process smarter.
When I finished, I contacted the department-managers (who are *things*-developers too) and presented them the results with a nice PowerPoint presentation explaining the changes. They asked me to provide some examples comparing a measurement done with the old software and another done with the new one, and I did. They finally asked me to make some changes so that they could read the data better, and I did (and of course informed them).
2 months passed. Meanwhile I sent them a couple of emails explaining that it would be important not to develop *things* accordingly to the results of the old software, therefore it would have been smart installing the new software on all the computers. The answer was both times "Yes, [name of colleague] will take care of a final comparison, and then we will see". [The colleague] didn't take care of it, his department-manager didn't seem to pressure him on the matter, so two weeks ago (please notice that I did this after 2 months wait) I escalated the whole thing to a higher level.
The higher chiefs sent those people the following email:
```
Please take care of the matter
```
After two weeks wait, I am yet to receive a feedback. In two months we have been developing *things* imprecisely and partially **wrong** because of the results given by the old software, and that really bothers me, knowing that my company last year did not do very good.
Do I need to escalate the matter to the highest level I know? I don't want my colleagues to start hating me for being blamed by the chief, but I really do want my company to do good, and I also am frustrated from the fact that it seems that the job I do is not important to anyone. I spend days concentrating, swearing, coding, and so on, and no one appreciates the final product! | >
> Getting heard from departments I need a feedback from
>
>
>
There is not much you can do except keep pushing. Escalating twice is not a good idea, you are then trying to make people at two levels above you look like they're not doing their job at best (even if it's true), this can backfire. You have no real way of knowing if there are any underlying factors to what is going on.
If it was me, I'd just keep pushing it with my manager and leave it to him/her to negotiate the blocks or apathy and just focus on my job. Many companies do not seem to do things optimally to the men on the ground. Sometimes it's worth the effort to try and make a change, but mostly it's not if it's too risky. And there is a chain of command that it's best to use however 'important' you think your contribution is.
It's not unheard of for people to spend months perfecting a project which never gets used. |
64,110 | <p>I am just getting into using Github to showcase my code to potential employers. The primary use of my Github is really just to show employers my coding ability.</p>
<p>What is the right thing to do when I copy and paste a chunk of code from a site like stackoverflow? Should I add some sort of a comment?</p>
<p>Here is an example</p>
<p>I am looking for a <a href="https://stackoverflow.com/questions/2745074/fast-ceiling-of-an-integer-division-in-c-c">fast way to calculate the ceiling of an integer division</a> and copy and paste an answer into my code and upload it to Github. Should it look something like this?</p>
<p><code>q = (x + y - 1) / y;//taken from https://stackoverflow.com/questions/2745074/fast-ceiling-of-an-integer-division-in-c-c</code></p>
<p>Or I want a function that <a href="https://stackoverflow.com/questions/17333/most-effective-way-for-float-and-double-comparison">compares floats to double</a></p>
<pre><code>/*function found at https://stackoverflow.com/questions/17333/most-effective-way-for-float-and-double-comparison*/
bool AreSame(double a, double b)
{
return fabs(a - b) < EPSILON;
}
</code></pre>
<p>At work I know other people copy from Stack Overflow to solve a problem and I don't consider this immoral. But I do feel unfair if I copy it, put it on my Github and use it to get hired.</p>
<p>Considerations:</p>
<ol>
<li>I try to understand the code that I'm copying.</li>
<li>I can try to obfuscate that I copied and rename things but this doesn't make it feel fair to me.</li>
<li>I can somewhere mention that I get answers from SO</li>
</ol>
<p>The above examples are fairly small but I have seen larger segments of code offered on <a href="http://www.cprogramming.com/tutorial/lesson15.html" rel="nofollow noreferrer">other sites</a>. I mean I'm not going to copy a full program and make it look like my own, but where is the line crossed from "inspired by someone else's code" to copying it? I don't consider changing around variables to really make it better.</p>
<p>So I'm asking 2 questions</p>
<ol>
<li>When should I cite a function that is more or less copied?</li>
<li>How should I do it?</li>
</ol>
| [
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"text": "<p>From my point of view, copying code is a perfectly valid thing to do, as long as it solves the problem at hand, i.e... | 2016/03/24 | [
"https://workplace.stackexchange.com/questions/64110",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/47765/"
] | I am just getting into using Github to showcase my code to potential employers. The primary use of my Github is really just to show employers my coding ability.
What is the right thing to do when I copy and paste a chunk of code from a site like stackoverflow? Should I add some sort of a comment?
Here is an example
I am looking for a [fast way to calculate the ceiling of an integer division](https://stackoverflow.com/questions/2745074/fast-ceiling-of-an-integer-division-in-c-c) and copy and paste an answer into my code and upload it to Github. Should it look something like this?
`q = (x + y - 1) / y;//taken from https://stackoverflow.com/questions/2745074/fast-ceiling-of-an-integer-division-in-c-c`
Or I want a function that [compares floats to double](https://stackoverflow.com/questions/17333/most-effective-way-for-float-and-double-comparison)
```
/*function found at https://stackoverflow.com/questions/17333/most-effective-way-for-float-and-double-comparison*/
bool AreSame(double a, double b)
{
return fabs(a - b) < EPSILON;
}
```
At work I know other people copy from Stack Overflow to solve a problem and I don't consider this immoral. But I do feel unfair if I copy it, put it on my Github and use it to get hired.
Considerations:
1. I try to understand the code that I'm copying.
2. I can try to obfuscate that I copied and rename things but this doesn't make it feel fair to me.
3. I can somewhere mention that I get answers from SO
The above examples are fairly small but I have seen larger segments of code offered on [other sites](http://www.cprogramming.com/tutorial/lesson15.html). I mean I'm not going to copy a full program and make it look like my own, but where is the line crossed from "inspired by someone else's code" to copying it? I don't consider changing around variables to really make it better.
So I'm asking 2 questions
1. When should I cite a function that is more or less copied?
2. How should I do it? | From my point of view, copying code is a perfectly valid thing to do, as long as it solves the problem at hand, i.e. if you change the issue at hand to have the code fit is not a good approach. Finding a solution that works in 5 minutes is more efficient than writing a solution that works in 5 hours. As long as you understand how the code works (like you mention).
Citing the source of where you copied it from is the right thing to do. If you used a source but modified the code, you should still specify that you've used it as an inspiration.
Now, about the format of the citation. Really, it doesn't matter, as long as you're consistent across all your code. An employer will like to see that you're thorough, ethical, consistent and can follow a coding standard. (Make sure you also make the code you copied fit in your own coding standard: indentation, casing, braces positions, spaces, etc.) |
66,777 | <p>We know things like ADO.NET and Winforms are part of .NET.</p>
<p>Now, how do you classify these technologies when it comes to CV :</p>
<p>1) e.g. do you just write knowledge of .NET and let them figure out what you know?</p>
<p>or </p>
<p>2) list these particularly e.g. Winforms, ADO.NET, .NET?
But problem here is you are repeating yourself. The latter item .NET contains the first two. So how do you go about this?</p>
<p>Maybe?
Winforms, ADO.NET, .NET BCL?</p>
| [
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"text": "<p>Try this:</p>\n\n<pre><code>\".NET and related technologies such as ___, ___, ___, ___\"\n</code></pre>\n\n<p... | 2016/05/09 | [
"https://workplace.stackexchange.com/questions/66777",
"https://workplace.stackexchange.com",
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] | We know things like ADO.NET and Winforms are part of .NET.
Now, how do you classify these technologies when it comes to CV :
1) e.g. do you just write knowledge of .NET and let them figure out what you know?
or
2) list these particularly e.g. Winforms, ADO.NET, .NET?
But problem here is you are repeating yourself. The latter item .NET contains the first two. So how do you go about this?
Maybe?
Winforms, ADO.NET, .NET BCL? | Try this:
```
".NET and related technologies such as ___, ___, ___, ___"
```
There are hordes of related technologies, and I'm sure a recruiter or hiring manager is probably going to be specific in his/her interest. It might seem a little tedious, but you'll do more good by including them.
The recruiters and HR people DON'T CARE about what seems repetitive. They are not developers. They scan resumes and look for keywords, and filter accordingly. Missing keywords means no interviews. That's just the way it is. Yes, it's inefficient; I've actually put "Transact-SQL" and "T-SQL" on my resume because they are clueless to the fact that they're the same thing. Don't be a snob, because it's going to keep many doors closed for you.
(I'm also a .NET developer.) |
67,801 | <p>I’ve never truly left a company before by my own initiation. My previous job ended when the company was downsized, while the job before that had an expected end date as part of an internship program. I don’t believe I will remain with my current company for the rest of my life, so I anticipate a situation where I will initiate a leave of my own accord.</p>
<p>Playing thoughts through my head, I’m worried that saying “<em>I quit</em>” will have the wrong (negative) connotation to my employer. I may be leaving for a number of reasons – personal, financial, etc. – which I may not want to discuss in depth with my employer. However, I do not want them to get the idea that I am leaving out of spite, or that I otherwise did not value and appreciate my time with the company.</p>
<p>Essentially, I am trying to figure out the proper way to phrase my termination of employment in the following two scenarios:</p>
<ol>
<li><strong>Termination with a typical two weeks heads-up</strong></li>
<li><strong>Sudden termination where I leave that very day</strong></li>
</ol>
<p>The second scenario is possible where I live due to <a href="https://en.wikipedia.org/wiki/At-will_employment">at-will employment, where I am legally allowed to quit essentially for any reason or even no reason at all</a>. If another company gives me a job offer with an immediate nonnegotiable start date, then I may be forced to leave my current job with no heads-up. Alternatively, I may simply win the lottery and want to retire immediately; I have charitable projects to perform in the world, of moral importance to myself, to which I would rather devote my time than my current job.</p>
<p>In all of these scenarios I’ve described, I am not unhappy with my current job. There just seems to be something about the phrase “<em>I quit</em>” that does not convey the neutrality of my decision to leave. How can I phrase my employment termination more aptly?</p>
| [
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"text": "<p>It's typically better to quit with a notice but the same phrasing essentially works for both situations. You cou... | 2016/05/26 | [
"https://workplace.stackexchange.com/questions/67801",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/51034/"
] | I’ve never truly left a company before by my own initiation. My previous job ended when the company was downsized, while the job before that had an expected end date as part of an internship program. I don’t believe I will remain with my current company for the rest of my life, so I anticipate a situation where I will initiate a leave of my own accord.
Playing thoughts through my head, I’m worried that saying “*I quit*” will have the wrong (negative) connotation to my employer. I may be leaving for a number of reasons – personal, financial, etc. – which I may not want to discuss in depth with my employer. However, I do not want them to get the idea that I am leaving out of spite, or that I otherwise did not value and appreciate my time with the company.
Essentially, I am trying to figure out the proper way to phrase my termination of employment in the following two scenarios:
1. **Termination with a typical two weeks heads-up**
2. **Sudden termination where I leave that very day**
The second scenario is possible where I live due to [at-will employment, where I am legally allowed to quit essentially for any reason or even no reason at all](https://en.wikipedia.org/wiki/At-will_employment). If another company gives me a job offer with an immediate nonnegotiable start date, then I may be forced to leave my current job with no heads-up. Alternatively, I may simply win the lottery and want to retire immediately; I have charitable projects to perform in the world, of moral importance to myself, to which I would rather devote my time than my current job.
In all of these scenarios I’ve described, I am not unhappy with my current job. There just seems to be something about the phrase “*I quit*” that does not convey the neutrality of my decision to leave. How can I phrase my employment termination more aptly? | It's typically better to quit with a notice but the same phrasing essentially works for both situations. You could just write an email like this to your manager:
```
To whom it may concern,
This is to let you know that I will be resigning my <POSITION> 2 (two)
weeks from today - my last day shall be <DATE>. Please let me know what
kind of tasks you’d like me to complete in this time period.
Sincerely,
Vilhelm Gray
```
Optionally you can add a sentence or two mentioning how you enjoyed working there and thanking for the opportunity to learn / contribute.
The reason I say it's better to quit with notice is because it lets the company adjust to you leaving - if you quit effective immediately (which is likely legal in an at-will state), you'll still burn bridges with your manager. This may or may not be important to you but it's worth to consider.
While it may look like it's impersonal because of the email, you definitely need something in writing with a time stamp so there's no way to argue when you submitted your resignation. If you're on good terms with your manager, you should mention this in person first (so the email doesn't come out of the blue) but do not forget to send the email right away.
PS: IANAL - this is not legal advice. |
68,099 | <p>What is the proper way of asking HR about the career path/development opportunities regarding a position you've been offered?</p>
<p>Here's how I'm thinking of wording my question:</p>
<pre><code>Hi XXX,
Could you please tell me more about the career path? What sort of trajectory
is normally for this position and opportunities I can have for personal
development?
</code></pre>
<p>For my particular case, it's at a tech company but it would great to hear from others the best ways of inquiring about non-technical aspects such as this.</p>
| [
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"text": "<p>The template email you have written is a good place to start. You can also ask the same of your hiring manager.... | 2016/06/01 | [
"https://workplace.stackexchange.com/questions/68099",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/51214/"
] | What is the proper way of asking HR about the career path/development opportunities regarding a position you've been offered?
Here's how I'm thinking of wording my question:
```
Hi XXX,
Could you please tell me more about the career path? What sort of trajectory
is normally for this position and opportunities I can have for personal
development?
```
For my particular case, it's at a tech company but it would great to hear from others the best ways of inquiring about non-technical aspects such as this. | The template email you have written is a good place to start. You can also ask the same of your hiring manager. Talk to current employees. For entry level interviews, you will usually get a lunch buddy. Generally your lunch buddy is not a part of the hiring process and a good opportunity to ask more candid questions about career advancement. Talk to former employees as well, if you know any, or look through reviews on [Glassdoor](https://www.glassdoor.com/index.htm). |
70,175 | <p>My first major career position that I landed was with a small-sized company. Shortly after I was hired the company was purchased by a very large corporation.</p>
<p>After acquisition the parent company decided to let the smaller organization remain mostly autonomous but certain portions of the company were absorbed into the parent company. In my case the Engineering department was absorbed into the corporate company.</p>
<p>Over the course of the next 7 years of my experience I, essentially, worked for the child company that initially hired me, but internally I transitioned back and forth between the two organizations, on four separate occasions, for different positions.</p>
<p>I have done a lot of work after each transition but at a glance it looks like I've been job-hopping for over 10 years.</p>
<p>My question is, should I consolidate all of my positions with the corporation and it's subsidiary on my resume for brevity and presentation? In such a case my CV will be quite sizable for that period of career because I worked on numerous projects, all with diverse responsibilities and experiences that tend to be relevant.</p>
<p>I want to be honest on my resume, however, I also want to construct it in a way that is readable and presents the most value that I can offer to a potential employer. I am a loyal person and if I were to find a good organization offering a full time position, I would gladly work for them for another 7+ year run.</p>
<p>In such a context how can I, or should I, restructure my resume?</p>
| [
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"text": "<p>From personal experience, I have seen many people break the employment history up for the various owners to make... | 2016/06/21 | [
"https://workplace.stackexchange.com/questions/70175",
"https://workplace.stackexchange.com",
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] | My first major career position that I landed was with a small-sized company. Shortly after I was hired the company was purchased by a very large corporation.
After acquisition the parent company decided to let the smaller organization remain mostly autonomous but certain portions of the company were absorbed into the parent company. In my case the Engineering department was absorbed into the corporate company.
Over the course of the next 7 years of my experience I, essentially, worked for the child company that initially hired me, but internally I transitioned back and forth between the two organizations, on four separate occasions, for different positions.
I have done a lot of work after each transition but at a glance it looks like I've been job-hopping for over 10 years.
My question is, should I consolidate all of my positions with the corporation and it's subsidiary on my resume for brevity and presentation? In such a case my CV will be quite sizable for that period of career because I worked on numerous projects, all with diverse responsibilities and experiences that tend to be relevant.
I want to be honest on my resume, however, I also want to construct it in a way that is readable and presents the most value that I can offer to a potential employer. I am a loyal person and if I were to find a good organization offering a full time position, I would gladly work for them for another 7+ year run.
In such a context how can I, or should I, restructure my resume? | From personal experience, I have seen many people break the employment history up for the various owners to make their resume/CV look larger. However, you can consolidate it while still gaining a similar effect and put something such as:
```
"XYZ Co. (Subsid. of ABC Corp. as of [Purchase Date]) Hire Date - [End Date/Present]"
```
This way the time and companies are consolidated. You can also explain it at an interview if they ask (which they will most likely). Consolidating has 3 benefits over breaking it up:
1. Makes you look loyal and that you stayed with a company (despite being purchased) for X number of years. Shows, potentially, that you grew within a company.
2. Increases the length of jobs to prevent the appearance of job hopping (usually it's only worrying when the time at companies is months OR less than 3 years).
3. Increases readability of a resume (since most people spend less than 30 seconds on one)
I would say consolidate it and just elaborate on it briefly in an interview or phone screen; if they want more detail then fine, but most will know it is just a formatting decision. |
71,563 | <p>If someone wants to have a meeting and provides a selection of times, ex:</p>
<pre><code>Monday 1:00-1:30 pm - EST
Tuesday 9:00-9:30 am - EST
Wednesday 2:00-2:30 pm - EST
</code></pre>
<p>and I am completely indifferent as to the times, should I still pick one (to move things forward), or just reply that all the meeting times are acceptable (to give them the choice of time in case they have a preference)?</p>
<p>Does the status between the two matter, i.e. who is more senior or a boss, or who is the one driving/initiating the meeting?</p>
<p>edit for clarification: assume only two people are involved in the meeting</p>
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"https://workplace.stackexchange.com",
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] | If someone wants to have a meeting and provides a selection of times, ex:
```
Monday 1:00-1:30 pm - EST
Tuesday 9:00-9:30 am - EST
Wednesday 2:00-2:30 pm - EST
```
and I am completely indifferent as to the times, should I still pick one (to move things forward), or just reply that all the meeting times are acceptable (to give them the choice of time in case they have a preference)?
Does the status between the two matter, i.e. who is more senior or a boss, or who is the one driving/initiating the meeting?
edit for clarification: assume only two people are involved in the meeting | Depends on how many people are in the meeting. If this is a planning for a larger meeting (3 or more parties, basically) then it is often best to respond with an "I am available at all of these times". (Or, if you can do some, but not all, to respond with the ones you have available).
Since there might be other parties who still need to pick an available time and you saying "Let's do monday" might then result in "we can't do monday", whereas you saying "Any is fine with me" would immediately go to "We can only do Wednesday".
When there are only 2 parties involved, the other party clearly is also available for all of these and is also indifferent, so just pick one. Roll a die, or just go with the first one, or whatever. If they cared, they would have emphasized their preferred date. |
71,628 | <p>*(Update: problem solved, <em>H</em> and the agents are probably clear)*</p>
<hr>
<p>I am applying for my next job here, in Germany. I have been in contact with a headhunting company and applying for jobs through them.</p>
<p>The situation is the following:</p>
<pre><code> A
/
Ha
Hb
\
B--C
</code></pre>
<p>"H" is the headhunter company. I am in contact with 2 of their agents there, name them <em>Ha</em> and <em>Hb</em>. <em>Ha</em> is the contact person for company <em>A</em>, where I've jad a very good job interview. It had the best atmosphere I ever had in Germany. After that I've feel I have more than 90% chance to be accepted.</p>
<p><em>Hb</em> is the contact person for company <em>B</em>. They will send me in outsourcing to company <em>C</em>. <em>C</em> is a bad name in the area, and I know the company and I know that it is bad to work there.</p>
<p>In company <em>B</em>, I also had a job interview. They didn't even know my CV, and from their test questions was it clearly visible that they highly underestimate my skills. They also gave me some questions about a technology which doesn't even exist in my CV. Other than those things, the interview seemed to run relatively well, but I estimated my chance to get a job offer below 50%.</p>
<p>At this headhunter company <em>H</em> each agent is responsible only for their own customers, so <em>Ha</em> is responsible for company <em>A</em> and <em>Hb</em> is only responsible for things about company <em>B</em>.</p>
<p>Now, <em>Hb</em> contacted me with results: <em>A</em> has rejected me, but <em>B</em> has accepted. <em>It was communicated to me by the agent Hb</em>, even though it isn't his responsibility.</p>
<p>Agent <em>Hb</em> didn't want to explain me the rejection reason from <em>A</em>, but after I persisted he said that they wanted somebody with team-leading experience. Team-leading wasn't even mentioned in <em>A</em>'s original job description, and also not on the job interview.</p>
<p>I suspect, that in the reality, both <em>A</em> and <em>B</em> have accepted me, but the headhunter <em>H</em> wants to optimize his economic results by sending me to <em>B</em> (for further outsourcing), and sending someone else to <em>A</em>. I know that <em>A</em> is a high-level, important customer of <em>H</em>, while <em>B</em> is not so, mainly because <em>B</em> only hires to outsource and <em>A</em> only has direct-hire jobs.</p>
<p>Considering that <em>H</em> could at least find me a job, I think it would be unprofessional to do contact <em>A</em> behind their back. But, I think it is important to at least check to see that <em>A</em> also wanted to employ me.</p>
<p>I am thinking of simply calling <em>A</em> behind the back of <em>Ha</em>, disguising at as a nice "I am really sorry you decided not to hire me for this position. I hope you'll keep me in mind in the future." talk. But in the reality, I would be trying to find out what their <em>real</em> decision was.</p>
<p>Is this a reasonable thing to do? How could I check with <em>A</em> politely, without doing something that would make me probably forever blacklisted by <em>H</em>?</p>
<hr>
<p><em>Update:</em> I asked <em>Ha</em> about my rejection from <em>A</em>, and he gave me a more detailed version of what <em>Hb</em> told me. This means that <em>Hb</em> wasn't going behind <em>Ha</em>'s back, but it could still mean that <em>H</em> is lying to me and <em>A</em>. However, <em>Ha</em> earlier mentioned to me that the <em>H</em> and <em>A</em> have a longstanding good relationship. It's not likely <em>H</em> would risk that relationship by lying about me.</p>
<p>Despite that, I am thinking about writing to the bosses at <em>A</em>, but this time really about to trying to make a longer contact with them. I will first ask <em>Ha</em>'s permission to do that.</p>
| [
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"text": "<p>Simple: If you don't feel you can trust someone and you don't need to do business with that someone, don't do bu... | 2016/07/19 | [
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"https://workplace.stackexchange.com",
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] | \*(Update: problem solved, *H* and the agents are probably clear)\*
---
I am applying for my next job here, in Germany. I have been in contact with a headhunting company and applying for jobs through them.
The situation is the following:
```
A
/
Ha
Hb
\
B--C
```
"H" is the headhunter company. I am in contact with 2 of their agents there, name them *Ha* and *Hb*. *Ha* is the contact person for company *A*, where I've jad a very good job interview. It had the best atmosphere I ever had in Germany. After that I've feel I have more than 90% chance to be accepted.
*Hb* is the contact person for company *B*. They will send me in outsourcing to company *C*. *C* is a bad name in the area, and I know the company and I know that it is bad to work there.
In company *B*, I also had a job interview. They didn't even know my CV, and from their test questions was it clearly visible that they highly underestimate my skills. They also gave me some questions about a technology which doesn't even exist in my CV. Other than those things, the interview seemed to run relatively well, but I estimated my chance to get a job offer below 50%.
At this headhunter company *H* each agent is responsible only for their own customers, so *Ha* is responsible for company *A* and *Hb* is only responsible for things about company *B*.
Now, *Hb* contacted me with results: *A* has rejected me, but *B* has accepted. *It was communicated to me by the agent Hb*, even though it isn't his responsibility.
Agent *Hb* didn't want to explain me the rejection reason from *A*, but after I persisted he said that they wanted somebody with team-leading experience. Team-leading wasn't even mentioned in *A*'s original job description, and also not on the job interview.
I suspect, that in the reality, both *A* and *B* have accepted me, but the headhunter *H* wants to optimize his economic results by sending me to *B* (for further outsourcing), and sending someone else to *A*. I know that *A* is a high-level, important customer of *H*, while *B* is not so, mainly because *B* only hires to outsource and *A* only has direct-hire jobs.
Considering that *H* could at least find me a job, I think it would be unprofessional to do contact *A* behind their back. But, I think it is important to at least check to see that *A* also wanted to employ me.
I am thinking of simply calling *A* behind the back of *Ha*, disguising at as a nice "I am really sorry you decided not to hire me for this position. I hope you'll keep me in mind in the future." talk. But in the reality, I would be trying to find out what their *real* decision was.
Is this a reasonable thing to do? How could I check with *A* politely, without doing something that would make me probably forever blacklisted by *H*?
---
*Update:* I asked *Ha* about my rejection from *A*, and he gave me a more detailed version of what *Hb* told me. This means that *Hb* wasn't going behind *Ha*'s back, but it could still mean that *H* is lying to me and *A*. However, *Ha* earlier mentioned to me that the *H* and *A* have a longstanding good relationship. It's not likely *H* would risk that relationship by lying about me.
Despite that, I am thinking about writing to the bosses at *A*, but this time really about to trying to make a longer contact with them. I will first ask *Ha*'s permission to do that. | So, to answer a different question, I would say that it is more likely that Hb is lying to you than that H is lying to you. I would start by contacting Ha first to verify that you were rejected. If you don't want this to come off as accusatory, hide it in a question.
>
> Hb said that Company A rejected me, but didn't have a good explanation as to why. Do you have any more information from Company A about why they would have rejected me? I thought my interview went very well.
>
>
>
If he also says that you were rejected, then I think it is very likely he is telling the truth. Often at recruiting companies you have your quota per recruiter, and him giving you over to company B doesn't help him in any way.
If you are still suspicious and feel the desire to contact A, then do so, but keep in mind that it may be in breach of your contract with H, and you could be removed from their list. That is a risk you take. And make if you do this, make sure that you are still approaching it as trying to figure out if you can improve, or asking if they would still consider you for future positions.
Never accuse anyone of lying - just tell them you were told you were rejected and let them respond accordingly. |
72,427 | <p>We have an application that stores data regarding a user's gender. The end user does not see this data, only back-end developers.</p>
<p>Possible values for this grouping are as follows: </p>
<pre><code>Female
Male
Other
</code></pre>
<p>I was recently showing my friend the project and she pointed out that other people who see this data might deem this sexist, as it doesn't include many identifiable gender types.</p>
<p>She also brought up the following concerns from a data point of view, that someone reviewing the back-end of this application might notice:</p>
<ul>
<li>People might think that the numeric values (0 for female, 1 for male) used to store this data in the database are referencing genitalia.</li>
<li>In binary <code>0</code> stands for <code>off</code> and <code>1</code> stands for <code>on</code>, meaning there is a possibility that female colleagues and / or programmers might deem this (even more) sexist.</li>
<li>People might deem referring to them as 'Other' as outright rude and / or offensive.</li>
</ul>
<p>I don't intend to offend anyone, regardless of their race, religion, gender or sexuality and I've realised that this could potentially offend those who see the way that we're grouping this data by gender, as it may not be inclusive of the gender type they identify with.<br /></p>
<p><strong>In summary, the question I'd like answered is the following: Is it appropriate to collect data regarding one's gender using only a select few gender types (Male and Female), and group the rest into an 'Other' category?</strong></p>
<p>Please note that this was not designed intentionally to offend anyone, it was something we had not put that much thought into while we were designing the database.<br /></p>
| [
{
"answer_id": 72432,
"author": "Jane S",
"author_id": 33698,
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"pm_score": 6,
"selected": false,
"text": "<p>As a woman who works on the technical side of development, I really don't care what the underlying numeric prim... | 2016/08/01 | [
"https://workplace.stackexchange.com/questions/72427",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/-1/"
] | We have an application that stores data regarding a user's gender. The end user does not see this data, only back-end developers.
Possible values for this grouping are as follows:
```
Female
Male
Other
```
I was recently showing my friend the project and she pointed out that other people who see this data might deem this sexist, as it doesn't include many identifiable gender types.
She also brought up the following concerns from a data point of view, that someone reviewing the back-end of this application might notice:
* People might think that the numeric values (0 for female, 1 for male) used to store this data in the database are referencing genitalia.
* In binary `0` stands for `off` and `1` stands for `on`, meaning there is a possibility that female colleagues and / or programmers might deem this (even more) sexist.
* People might deem referring to them as 'Other' as outright rude and / or offensive.
I don't intend to offend anyone, regardless of their race, religion, gender or sexuality and I've realised that this could potentially offend those who see the way that we're grouping this data by gender, as it may not be inclusive of the gender type they identify with.
**In summary, the question I'd like answered is the following: Is it appropriate to collect data regarding one's gender using only a select few gender types (Male and Female), and group the rest into an 'Other' category?**
Please note that this was not designed intentionally to offend anyone, it was something we had not put that much thought into while we were designing the database. | As a woman who works on the technical side of development, I really don't care what the underlying numeric primary key value is. I wouldn't have even thought about the connotations that you've raised if you hadn't done so (or course, now I can't *unsee* it). I really, truly think that someone's overthinking this. Put down however many enumerated values if you so desire for gender. If you want to be truly supportive of diverse gender identities, then three is nowhere near enough :)
However, an even better idea is to ask yourselves, "Do we REALLY need to know the gender of this person? Why? What do we plan to do with it?" If if has absolutely no bearing on how the record is utilised in the system, then it's not really worth collecting.
But to answer your question, it doesn't matter what you use for your database numeric keys. Having genders of just male and female is not sufficient, so if you really want to keep it to a minimal set, you could use "Male, Female, Undisclosed". That way you're not referring to gender diverse people as "Other", and you give *everyone* the option to choose if they wish to disclose their gender. |
72,522 | <p>As I am in process of joint venture of my current company and soon, I will join new entity of 2 companies joint venture, how to write the new entity in my Resume?</p>
<p>Is it good to write something like this?</p>
<pre><code>Company C - Joint venture of company A and B
</code></pre>
| [
{
"answer_id": 72517,
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"text": "<p>There are better ways to share files when that's appropriate. There are better ways to back data up. Trendy do... | 2016/08/02 | [
"https://workplace.stackexchange.com/questions/72522",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/43518/"
] | As I am in process of joint venture of my current company and soon, I will join new entity of 2 companies joint venture, how to write the new entity in my Resume?
Is it good to write something like this?
```
Company C - Joint venture of company A and B
``` | Assuming you *really* want to go down this route (ignoring that many other employers would fire you nearly immediately if you pursued this particular shadow IT project):
Research, research, research
============================
First, you should make sure you fully understand the implications of hosting your company proprietary information on another set of servers (particularly if your company does project work for other companies). In a past job I had, doing so would have violated a large variety of laws/regulations and included the "perk" of jail time.
Once you have spent the time to verify this, or at least be confident enough that hosting your content there is not violating any laws/policies, you should then verify that the Dropbox terms/conditions don't present your company any legal problems. Dropbox (and other cloud sharing utilities) do things with your files/data.
Also ensure you know the proper account creation process. If you create your dropbox using your personal email address, will this present any problems? What about your companies email?
Finally you must understand the implications for what happens if (when?) you leave the company. Most companies won't like someone using their personal dropbox account to contain confidential information, which means you have to be able to separate your personal from your work. This probably means another account specifically for your work Dropbox.
Present to your boss
====================
Focus on the *problems* that your current solutions have. People don't react to solutions. People react to solutions *only* after the case for the underlying problem has been made.
>
> they don't seem that reliable to me
>
>
>
For example, you need to make sure your boss knows why. Why are they unreliable? Are your servers crashing regularly? Do you not have any VPN process? What is the problem here?
Your boss 100% has to know the problems that you currently face and have an appreciation for why they are hard/bad. If you can't make this case then your boss rightfully should reject your proposal.
Having thought through this, approach your boss and say something like:
* "Using network drives presents problems X, Y, Z. They cause effects D, E, F. I've spent some time researching Dropbox and it solves them by doing A, B, C. I have also verified that Dropboxes terms of service won't cause any problems and here is how we can create them."\*
+ Yes, this should scare you a bit, because by implementing/promoting/convincing your boss to do "shadow IT" you are taking responsibility for it.
Commentary/unsolicited advice
=============================
Shared network drives are a fine solution to this problem for nearly all companies.
My **strong** recommendation is you investigate why they are causing you problems and fix those issues.
Nearly all issues related to network drives can be solved (trust me, I've dealt with them too).
Well implemented network drives provide nearly identical functionality to Dropbox for internal projects. |
73,776 | <p>I have a co-worker (from another team and group but at least in the same department) who coughs. What's the problem with that? Well, he coughs every 2 minutes a freakin' <em>single</em> time! It's not the "cough, cough, cough ..." thing but a single "cough". However, that alone wouldn't be a big deal of course, but he is doing that for four weeks straight and it's driving me insane. Instead of concentrating on work, your mind just listens for the next single-time cough. </p>
<p>The problem is, I really don't want to go to him and say "Can you please stop cough?!" I mean, it's not something under his control, isn't it? How can I handle this?</p>
<ul>
<li>I try to listen to music as often as possible but I can't do this all the time (music annoys/distracts me sometimes while working)</li>
<li>I really like him as a person and we have a good relationship</li>
<li>We are in a open-plan office</li>
<li>I've talked to a team mate and he's also annoyed but not as much as I am (he says he's able to ignore it)</li>
</ul>
| [
{
"answer_id": 73781,
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"text": "<p><a href=\"http://www.nhs.uk/conditions/Cough/Pages/Introduction.aspx#GP\" rel=\"nofollow\">The NHS advice is</a>:<... | 2016/08/05 | [
"https://workplace.stackexchange.com/questions/73776",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/55909/"
] | I have a co-worker (from another team and group but at least in the same department) who coughs. What's the problem with that? Well, he coughs every 2 minutes a freakin' *single* time! It's not the "cough, cough, cough ..." thing but a single "cough". However, that alone wouldn't be a big deal of course, but he is doing that for four weeks straight and it's driving me insane. Instead of concentrating on work, your mind just listens for the next single-time cough.
The problem is, I really don't want to go to him and say "Can you please stop cough?!" I mean, it's not something under his control, isn't it? How can I handle this?
* I try to listen to music as often as possible but I can't do this all the time (music annoys/distracts me sometimes while working)
* I really like him as a person and we have a good relationship
* We are in a open-plan office
* I've talked to a team mate and he's also annoyed but not as much as I am (he says he's able to ignore it) | You need to learn to ignore noises. This is not going to go away, it is likely a medical condition that neither you, nor your manager, nor he can fix. And if he left, then some other noise is going to happen. Open offices are NEVER quiet. Even private offices are rarely totally quiet. Noise is part of the office environment.
Clearly your anger at this distraction is more distracting than the actual noise, so fix that. It is the only part you have control over anyway.
**You can ignore ANY noise if you decide you want to.** That this distracts you has nothing at all to do with the noise, but with your own interpretation of the noise.
The meditation techniques for ignoring noise/distractions are useful. It would be worth your while to learn to meditate. They teach you how to take teh emotional self-talk out of your interactions with noise.
Consider these two scenarios, which do you think is less distracting?
Scenario one
```
Co_worker "cough"
You "arrrgh, stupid cough"
Co_worker "cough"
You "I hate that stupid cough"
Co_worker "cough"
You "He's doing it again. Why does that freak have to keep coughing."
Co_worker "cough"
You "I want to take a knife and slit his throat. Make it stop . ARRRRGGGGHGHGH."
```
Scenario 2
```
Co_worker "cough"
You "noise"
Co_worker "cough"
You "noise"
Co_worker "cough"
You "noise"
Co_worker "cough"
You "noise"
```
By taking the emotional reaction out of the equation, the noise becomes much less distracting and eventually you no longer notice it.
You could also wear noise cancelling headphones even if you don't want to play music. |
73,949 | <p>My current supervisor happens to be the owner of the company and, although this person's position and education are nowhere near what we do as a department, this person is still considered our supervisor.</p>
<p>I decided to switch jobs because I don't like how things are done here. There's no protocol; there's no true organization within the department; we have no say nor final word in any matter, although we were hired to make some sort of decisions along the way. Everything must be passed to my supervisor before even considering any changes, no matter how unimportant the topic is (compared to other big decisions or changes) [This person lacks the field knowledge to be making these types of decisions, so we end up with a lot of decisions made up from personal opinions, rather than from a professional perspective].</p>
<p>There's micromanaging and then there's this supervisor's micromanaging. The entire department is annoyed by this, but no one says anything, because the supervisor can't take any type of criticism or comments or suggestions, and gets easily offended (basically everyone is scared of the boss/owner).</p>
<p>There's also the issue that this supervisor needs to know every single detail of our lives (not as gossip but as a way to keep track of us) and questions our decisions of our personal lives, which I dislike a lot.</p>
<p>I've always seen this person as a very good entrepreneur and business person. But the lack of knowledge from the supervisor's part about the things we do in the department cloud my impressions of this person as a team leader. I have a lot of respect for this person but the way things are handled in this particular company are not matching my expectations and make me feel uncomfortable. </p>
<p>The reasons above are pretty rough things to say, not to mention sensitive topics, but these are the reasons I want to leave. My question is, <strong><em>How do I express or bring up these issues without offending this person and without things getting heated up?</em></strong></p>
| [
{
"answer_id": 73950,
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"selected": true,
"text": "<p><strong>You don't.</strong></p>\n\n<p>For a resignation letter, try something like.</p>\n\n<pre><code>Bos... | 2016/08/09 | [
"https://workplace.stackexchange.com/questions/73949",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/46494/"
] | My current supervisor happens to be the owner of the company and, although this person's position and education are nowhere near what we do as a department, this person is still considered our supervisor.
I decided to switch jobs because I don't like how things are done here. There's no protocol; there's no true organization within the department; we have no say nor final word in any matter, although we were hired to make some sort of decisions along the way. Everything must be passed to my supervisor before even considering any changes, no matter how unimportant the topic is (compared to other big decisions or changes) [This person lacks the field knowledge to be making these types of decisions, so we end up with a lot of decisions made up from personal opinions, rather than from a professional perspective].
There's micromanaging and then there's this supervisor's micromanaging. The entire department is annoyed by this, but no one says anything, because the supervisor can't take any type of criticism or comments or suggestions, and gets easily offended (basically everyone is scared of the boss/owner).
There's also the issue that this supervisor needs to know every single detail of our lives (not as gossip but as a way to keep track of us) and questions our decisions of our personal lives, which I dislike a lot.
I've always seen this person as a very good entrepreneur and business person. But the lack of knowledge from the supervisor's part about the things we do in the department cloud my impressions of this person as a team leader. I have a lot of respect for this person but the way things are handled in this particular company are not matching my expectations and make me feel uncomfortable.
The reasons above are pretty rough things to say, not to mention sensitive topics, but these are the reasons I want to leave. My question is, ***How do I express or bring up these issues without offending this person and without things getting heated up?*** | **You don't.**
For a resignation letter, try something like.
```
Boss,
I am resigning effective (some date in the near future, usually 2 weeks)
Best wishes,
Just Do It
```
Leave out the politics, leave out the feedback, leave out the emotion.
**Don't burn bridges**.
You don't know what the future will bring - five years from now you might need a favor from this person. |
74,670 | <p>I am working on my resume, and the position that I have held for the past few years has been part-time (and remote). Do I need to indicate that somehow? If so, how? The headings for my employment sections looks something like this:</p>
<pre><code>Software Engineer September 2012 - December 2014
*Company Name, Location*
</code></pre>
<p>Followed by bullet points indicating job responsibilities / projects worked on.</p>
| [
{
"answer_id": 74672,
"author": "JasonJ",
"author_id": 42099,
"author_profile": "https://workplace.stackexchange.com/users/42099",
"pm_score": 0,
"selected": false,
"text": "<p>I don't know that there is any reason to specifically indicate that the job was part time. If asked about your... | 2016/08/22 | [
"https://workplace.stackexchange.com/questions/74670",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/56545/"
] | I am working on my resume, and the position that I have held for the past few years has been part-time (and remote). Do I need to indicate that somehow? If so, how? The headings for my employment sections looks something like this:
```
Software Engineer September 2012 - December 2014
*Company Name, Location*
```
Followed by bullet points indicating job responsibilities / projects worked on. | The first question you need to ask yourself is: would disclosing this help you? If your list of accomplishments in the position looks lean for the amount of time you were there, but that's because you only worked there half-time or less, then it's potentially worth indicating that it was a part-time job. If your resume wouldn't raise eyebrows if you didn't say this, then don't. Remember: the purpose of the *resume* is to get the interview; later on you will disclose your job history in much more detail (possibly including positions you omitted entirely from the resume), either verbally at the interview or via a written application. If the company doesn't seem to be the sort that has formal written applications, then I suggest bringing it up in the interview so they won't later feel you've misrepresented yourself.
If you do include it on your resume, readers will naturally wonder "part-time? what else was he doing?". So make sure your resume (or, if necessary, cover letter) has an explanation for that, or you might find people passing on your resume before they ever talk with you. Job dates that overlap education dates are a pretty clear signal.
As for *how* to indicate it, "(part-time)" after the job title is the usual way in my experience (US, high-tech sector). |
74,706 | <p>I am in an organization where too many non-technical professionals are there. These people are carrying good functional knowledge and expert in business and operations. But when it comes to Automation or learning technical skills they take back seat. </p>
<p>I have given a challenge to motivate people to learn coding and explain them advantages of techno-functional role. </p>
<p>Teaching them coding is not a challenge. The biggest challenge is making them realize that these new skills will help in their career to grow.
When I spoke to some of them they say "whatever you are saying is good, but who has time for these learning sessions?"</p>
<p>How can I help motivate people to take time from their busy schedule and attend our coding sessions?</p>
| [
{
"answer_id": 74708,
"author": "George Reith",
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"pm_score": 2,
"selected": false,
"text": "<h1>Show them</h1>\n<p>If you really want to only teach them some basic knowledge to help automate tasks. Th... | 2016/08/23 | [
"https://workplace.stackexchange.com/questions/74706",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/50042/"
] | I am in an organization where too many non-technical professionals are there. These people are carrying good functional knowledge and expert in business and operations. But when it comes to Automation or learning technical skills they take back seat.
I have given a challenge to motivate people to learn coding and explain them advantages of techno-functional role.
Teaching them coding is not a challenge. The biggest challenge is making them realize that these new skills will help in their career to grow.
When I spoke to some of them they say "whatever you are saying is good, but who has time for these learning sessions?"
How can I help motivate people to take time from their busy schedule and attend our coding sessions? | The goal of everyone learning to code is a noble one, but it's just not a good one for the vast majority of companies.
Various companies have tried releasing tools which allow the "normal office person" to create their own solutions - which is why we have stuff like Visual Basic, macros in Office, etc etc. And those solutions are the bane of any software developer's life.
They are unmaintainable, missing the basics of modern coding principles, and lead to problems further down the line - pretty much every company has that one spreadsheet that performs some core, mystical function that no one wants to touch...
Software development is more than coding - to test properly and consistently, the developer should be using unit testing, which means the developer should be splitting their code up using inversion of control, which means the developer needs to know isolation and other principles. So it's down the rabbit hole you go.
And then comes the supporting system that a good software developer needs to have - source control, analysis tools, coding standards. Further down the rabbit hole.
No, you don't want everyone coding.
But the people you are talking about can still be helpful, they can still take part and you can still access that knowledge.
Get them to learn a specification language - get them to define their needs and wants in something that looks like code, but which can be directly translated to code, and something which can be used to test the produced code.
I use something called [SpecFlow](http://www.specflow.org/) for this, and it can be used successfully by most non-developers out there, because its syntax is this:
```
Scenario: Add two numbers
Given I have entered 50 into the calculator
And I have also entered 70 into the calculator
When I press add
Then the result should be 120 on the screen
```
Getting end users in a business using something like SpecFlow means you can *directly* take the specification for a new feature or application and build software from it. It means you can then *directly* see if the end product matches the specification, because you also derive your tests from the specification.
Get everyone writing specifications - that's what they want to do anyway, they just normally do it in a meeting or via email or a Word document. If you get them using a formal specification language, they become much closer to the action, they get to define what they want in more exact terms, and they get much better feed back from the developers following the specification. |
75,749 | <p>I have a technician degree in Informatics (image bellow is the certificate) and I would like to hear your opinion on how to add this in a resume.
I've tried "Information Technology Technician by the Federal Institute of Technology, Science and Education of Minas Gerais", does it make any sense? The course is a 3 years course with interniship required.
<a href="https://i.stack.imgur.com/KhHUB.jpg" rel="nofollow noreferrer"><img src="https://i.stack.imgur.com/KhHUB.jpg" alt="declaration"></a></p>
| [
{
"answer_id": 75803,
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"pm_score": 0,
"selected": false,
"text": "<p>This sounds like education. I would put it under the education category as just a short certification. In ... | 2016/09/11 | [
"https://workplace.stackexchange.com/questions/75749",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/57342/"
] | I have a technician degree in Informatics (image bellow is the certificate) and I would like to hear your opinion on how to add this in a resume.
I've tried "Information Technology Technician by the Federal Institute of Technology, Science and Education of Minas Gerais", does it make any sense? The course is a 3 years course with interniship required.
[](https://i.stack.imgur.com/KhHUB.jpg) | We're no different than the prospective employer, and you explained what this is to us by saying:
```
The course is a 3 years course with interniship required.
```
Something like:
```
Information Technology Technician certification, Federal Institute of Technology, Science and Education of Mina Gerais
- Three year program with internship at ____.
```
Then I would list the internship as a separate item under experience, like any normal job, with the job title "intern". |
76,962 | <p>So I'm currently applying for a job and instead of asking for your GPA or transcripts they ask you for a range in the form of check boxes like this:</p>
<pre><code>0 - 0.9
1 - 1.9
2 - 2.9
3 - 4
</code></pre>
<p>I currently have a 2.97 GPA. Is it fair for me to round up .03 points and check the 3-4 range or do I really need to clump myself with the 2s?</p>
| [
{
"answer_id": 76953,
"author": "Kilisi",
"author_id": 40669,
"author_profile": "https://workplace.stackexchange.com/users/40669",
"pm_score": 3,
"selected": false,
"text": "<p>By practicing. Writing efficiently and effectively is a skill like any other. If you're not proof reading your ... | 2016/09/30 | [
"https://workplace.stackexchange.com/questions/76962",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/57370/"
] | So I'm currently applying for a job and instead of asking for your GPA or transcripts they ask you for a range in the form of check boxes like this:
```
0 - 0.9
1 - 1.9
2 - 2.9
3 - 4
```
I currently have a 2.97 GPA. Is it fair for me to round up .03 points and check the 3-4 range or do I really need to clump myself with the 2s? | By practicing. Writing efficiently and effectively is a skill like any other. If you're not proof reading your communications for readability, spelling, grammar and efficiency then you're not doing it properly.
So practice, concentrate, and improve.
Initially this will take a lot of time and you may be rereading and editing several times. But as you improve you will start fixing things as you go, the way you write will change, and you become more conscious of the best ways to make salient points. But like any other skill you need to make the effort to learn it. |
78,283 | <p>when listing skills I have, e.g. Programming language, how common and reasonable is to have it arranged like: programming language - level of knowledge - years of experience. e.g.</p>
<pre><code>Programming language Level of knowledge years of experience
C# average 3
</code></pre>
<p>Or is any of the two above redundant? (e.g. level or yrs or experience?)</p>
| [
{
"answer_id": 78284,
"author": "Kent A.",
"author_id": 33312,
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"pm_score": 3,
"selected": false,
"text": "<p>For a resume, it is an instant throw-away when someone rates themself as \"average\" in a skill. <strong>It wo... | 2016/10/22 | [
"https://workplace.stackexchange.com/questions/78283",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/-1/"
] | when listing skills I have, e.g. Programming language, how common and reasonable is to have it arranged like: programming language - level of knowledge - years of experience. e.g.
```
Programming language Level of knowledge years of experience
C# average 3
```
Or is any of the two above redundant? (e.g. level or yrs or experience?) | For a resume, it is an instant throw-away when someone rates themself as "average" in a skill. **It would be better just to list the skill and let your description of your experience imply the skill level and years of experience.** A resume is a sales brochure for you. It is intended to help distinguish you from the competition.
If you're thinking that a reviewer would appreciate your modesty or honesty and think better of you for it, it doesn't really work that way. The interviewers have means to determine your skill level. But if you never get the chance to talk with them, it won't matter.
Listing a skill level has two possible effects, both bad. Either you will say you're the greatest ever, which nobody believes, so it's meaningless. Or, you will say you're average, or worse, and you will be disregarded immediately.
Don't lie on your resume, but don't limit yourself, either. Remember, the purpose of the resume is to secure an interview, where you can really show what you're made of.
Consider the following (obviously fictitious) comparison:
```
Skill Expertise Years
C# average 3
.NET average 3
Perl average 2
Linux average 2
```
Or...
>
> **Software Developer, XYZ Company, 2013-2016**
>
> Developed a cure for toenail cancer using C#, .NET, and in collaboration with researchers from seven different countries.
>
>
> **Software Developer, ABC Company, 2011-2013**
>
> Worked on establishing world peace by resolving a conflict in Antartica using Perl and Linux.
>
>
>
The more compelling content is the one that describes your work and the skills (tools) you used to accomplish it. It's what will capture the interest of a person reviewing resumes.
You can obviously include both sections in your resume, but the bland skills list, with a self-assessment of skill level, adds no value to the resume, and just takes up space that you could use more effectively. Skillful use of whitespace would be more valuable in your personal sales brochure than such a list. |
80,054 | <p>I've been at a company for about a year and have 5 years experience in my related field. I can make things work and do my job if given a task.</p>
<p>I have a colleague, <strong>Ivy</strong>, who has worked in the industry for 15 years and was the guru for everything before I began working here. She is not my boss but is a senior who is the main contact point for our department; we are a 2-person team.
Ivy has an alpha personality and I have an omega personality.</p>
<p>We have an ongoing project (framework) that Ivy has built from the ground-up, with some of my help, but she certainly did the bulk of the work. Our framework is actively maintained (by us), and anything I need to change undergoes intense scrutiny in reviews. Sometimes I need to redo work entirely to comply with our standards; which I am fine with, our deadlines are not hypercritical and I'm happy to do things the right way. The framework is still fresh and Ivy and I refactor large portions of it.</p>
<p>However, whenever I'm asked to review Ivy's work, she will downplay any 'hacks' and say that there is a better way of doing this but it is not important right now.</p>
<p>My first 4 years in the industry were in mastering a different language than we are currently using, but there are key differences in syntax with what we are working with now. This really affects my productivity, and additionally I now catch myself thinking "How would Ivy structure this?". Now I need to actively ask her very simple, low-level questions that I know the answer to, but I feel it makes me look stupid. She is just a workhorse who does incredible work efficiently, she is not a people-person who will teach you things in a respectful manner.</p>
<p>I always present myself with an amicable personality, whether the server is on fire and stress levels are at an all-time high; you will always see me with a smile on my face and a joke in my pocket. But Ivy makes me internally pull my hair out because we communicate so differently. She gets so incredibly wound-up in the process of developing software, that her attitude towards people can make her unapproachable. Still, I will admit that she is much smarter than I, and I am thoroughly humbled by the lessons she does teach me, even if they come across with disappointment in my abilities.</p>
<p>My main question is how do I maintain a healthy work relationship with Ivy? She is able to insist that I completely redo everything to make it fit for something else, but I have no place insisting that she does the same (due to seniority). Should I be worried about my job security? How do I even begin to get on her level of understanding? </p>
<p>Thanks.</p>
| [
{
"answer_id": 80056,
"author": "Vietnhi Phuvan",
"author_id": 16993,
"author_profile": "https://workplace.stackexchange.com/users/16993",
"pm_score": 3,
"selected": true,
"text": "<pre><code>\"How do I even begin to get on her level of understanding?\" \n</code></pre>\n\n<p>You can star... | 2016/11/19 | [
"https://workplace.stackexchange.com/questions/80054",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/60444/"
] | I've been at a company for about a year and have 5 years experience in my related field. I can make things work and do my job if given a task.
I have a colleague, **Ivy**, who has worked in the industry for 15 years and was the guru for everything before I began working here. She is not my boss but is a senior who is the main contact point for our department; we are a 2-person team.
Ivy has an alpha personality and I have an omega personality.
We have an ongoing project (framework) that Ivy has built from the ground-up, with some of my help, but she certainly did the bulk of the work. Our framework is actively maintained (by us), and anything I need to change undergoes intense scrutiny in reviews. Sometimes I need to redo work entirely to comply with our standards; which I am fine with, our deadlines are not hypercritical and I'm happy to do things the right way. The framework is still fresh and Ivy and I refactor large portions of it.
However, whenever I'm asked to review Ivy's work, she will downplay any 'hacks' and say that there is a better way of doing this but it is not important right now.
My first 4 years in the industry were in mastering a different language than we are currently using, but there are key differences in syntax with what we are working with now. This really affects my productivity, and additionally I now catch myself thinking "How would Ivy structure this?". Now I need to actively ask her very simple, low-level questions that I know the answer to, but I feel it makes me look stupid. She is just a workhorse who does incredible work efficiently, she is not a people-person who will teach you things in a respectful manner.
I always present myself with an amicable personality, whether the server is on fire and stress levels are at an all-time high; you will always see me with a smile on my face and a joke in my pocket. But Ivy makes me internally pull my hair out because we communicate so differently. She gets so incredibly wound-up in the process of developing software, that her attitude towards people can make her unapproachable. Still, I will admit that she is much smarter than I, and I am thoroughly humbled by the lessons she does teach me, even if they come across with disappointment in my abilities.
My main question is how do I maintain a healthy work relationship with Ivy? She is able to insist that I completely redo everything to make it fit for something else, but I have no place insisting that she does the same (due to seniority). Should I be worried about my job security? How do I even begin to get on her level of understanding?
Thanks. | ```
"How do I even begin to get on her level of understanding?"
```
You can start by seeking to understand why she does things in the way she does instead studying her, which is "What would Ivy do?" indicates. Getting the right answers starts with asking the right questions. "Why does she do things in the way she does them?" is the right question to ask.
You are not a mind reader. In particular, you can't read her mind so you'll have to ask point-blank. You'll just have to keep asking and probing her mind, knowing that she sucks at person to person interactions. You have to be agile. You ask, get an answer, probe the system based on her answer or using her answer as reference, get some kind of understanding on the system, apply your understanding by doing some mini-task on it. Rinse and repeat. You are going to have to eat this elephant one bite at a time.
You won't look like you're making any progress at getting the system, at least at first. In fact, you won't look like you understand anything until you have a level of understanding of the fundamentals of her system together. You're going to be making visible progress when you are able to build on your understanding. Get the fundamentals on what she is doing right, so that you can build on them.
The key requirement to your success is that you don't allow yourself to be intimidated out of asking questions including stupid questions. And you will be asking apparently stupid questions - that comes with the territory. If she gives you an answer and you're wondering why she is giving this answer instead of the answer you have in mind, it is incumbent on you to set your fear of asking her aside and follow up until you are satisfied you understand why she came up with her answer. If she blows up on you (\*), let it go past you and continue working on her.
There is nothing you can do about your job security - it's not in your hands. Don't worry about things you cannot do anything about, even if they affect you. As long as you have a decent cash reserve - and you should have a decent cash reserve at all times - and as long as your resume is up to date, you should be okay.
(\*) I had a boss who is a screamer. I stopped giving a shit about his screaming after I got a heart attack - I took the attitude that this job ain't worth my life. Just don't let her blowing up get to your head - you may be hearing, but you don't have to listen to this crap so don't. |
80,497 | <p>Just a sanity check here if you don't mind. I had what I thought was a simple question. "Do we need to open these additional ports on the firewall for some servers". I didn't quite get the guys response. And I wanted to see if I'm at fault for not understanding. </p>
<p>My exact question was this:</p>
<blockquote>
<p>"Hi David,</p>
<p>I have a question about SCOM monitoring. I found this list of ports
in the wiki as being important to SCOM:</p>
<p>5723/tcp, 1024-5000/tcp, 49152-65535/tcp, 135/tcp, 445/tcp,
137-139/udp</p>
<p>But earlier you said that only 5723 is important. I just wanted to
check that we don’t need these other ports as well."</p>
</blockquote>
<p>And this is the response I get back from David:</p>
<blockquote>
<p>"Hi Tim,</p>
<p>Original SCOM agents were installed by Enterprise Management Team and
these Ports listed were necessary for installing agent from SCOM
Operation Manager Console.</p>
<p>The SCOM Agent install process has been transition as operational and
is now handle by theTech Lifecycle Management Team. </p>
<p>Please let me know if you have any further questions.</p>
<p>Thanks"</p>
</blockquote>
<p>I just want to know if it's me who's not getting the answer. Or if he's not explaining correctly or even being slightly rude in this response. I have absolutely no familiarity with MS SCOM, and I get the impression that he assumes that I should know the product as well as he does.</p>
<p>Or perhaps my question was judged as rude, since I found different information in the wiki and I wanted to confirm?</p>
| [
{
"answer_id": 80499,
"author": "Xavier J",
"author_id": 13470,
"author_profile": "https://workplace.stackexchange.com/users/13470",
"pm_score": 2,
"selected": false,
"text": "<blockquote>\n <p>I found this list of ports in the wiki as being important</p>\n</blockquote>\n\n<p>You asked ... | 2016/11/28 | [
"https://workplace.stackexchange.com/questions/80497",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/53196/"
] | Just a sanity check here if you don't mind. I had what I thought was a simple question. "Do we need to open these additional ports on the firewall for some servers". I didn't quite get the guys response. And I wanted to see if I'm at fault for not understanding.
My exact question was this:
>
> "Hi David,
>
>
> I have a question about SCOM monitoring. I found this list of ports
> in the wiki as being important to SCOM:
>
>
> 5723/tcp, 1024-5000/tcp, 49152-65535/tcp, 135/tcp, 445/tcp,
> 137-139/udp
>
>
> But earlier you said that only 5723 is important. I just wanted to
> check that we don’t need these other ports as well."
>
>
>
And this is the response I get back from David:
>
> "Hi Tim,
>
>
> Original SCOM agents were installed by Enterprise Management Team and
> these Ports listed were necessary for installing agent from SCOM
> Operation Manager Console.
>
>
> The SCOM Agent install process has been transition as operational and
> is now handle by theTech Lifecycle Management Team.
>
>
> Please let me know if you have any further questions.
>
>
> Thanks"
>
>
>
I just want to know if it's me who's not getting the answer. Or if he's not explaining correctly or even being slightly rude in this response. I have absolutely no familiarity with MS SCOM, and I get the impression that he assumes that I should know the product as well as he does.
Or perhaps my question was judged as rude, since I found different information in the wiki and I wanted to confirm? | ```
Original SCOM agents were installed by Enterprise Management Team
and these Ports listed were necessary for installing agent from SCOM Operation
Manager Console
```
Looks like the ports are required for the install by the above team but may no longer be necessary now that the install is done. He directed you to the team handling the operations as this is likely the install team. |
80,831 | <pre><code>I will you give you a bit of background about the situation.
</code></pre>
<p>I live in a bankrupt country in Europe with big unemployment on youth, and no sight of recovery any time soon. I am 20+ with an unfinished diploma because of financial reasons. Despite that, I manage to get a job as IT developer on one of my country's biggest and richest corporations for a minimum wage.</p>
<p>The first year, I felt grateful to be hired and trusted and I worked really hard to repay it.
I went to a ton of seminars, earned certifications from online courses and I constantly read books that range from IT to marketing and business management in order to increase the value of my work and do a lot more than just coding.</p>
<p>That effort didn’t go unnoticed by my supervisor and CEOs which have given me a Junior-level Developer wage and giving me primary role to their next year’s plan and a voice to the company’s big meetings.</p>
<p>Despise that, I feel unmotivated to do any serious work. </p>
<p>The reason is the fact that a lot of important positions that decide what will be done and how, are held by people that are impressed with my self-taught work. The work they do is truly amateurish and a lot of times they call to find who made the X product or who made the X report and ask their congratulations to be passed on to me. I am still making baby steps in the industry, It’s a really wrong sign when a 20+ year old creates more outstanding work that employees with degrees and years of experience. </p>
<p>Next year’s plan has given me a primary role but not one that will decide the vision and innovation of our products. My supervisor hears me all the time and has implemented many features that I have suggested. He values me as part of the team and has made it clear that next year’s plan will really heavily on my input and work. But if I don’t have a project leader position and that means I will give ideas that may or may not pass. </p>
<p>I have vision and clear view of how to increase the market value of our products but with the current underperforming manager that seem to be out of loop with the current market, (one of our CEOs) it’s not clear to me how I will be able to convince them about my ideas. They are not going to simply had me over the project management and follow me blindly. </p>
<p>So I feel I have two possible scenarios in front of me.</p>
<ol>
<li><p>Stay and try to climb the hierarchy.
If I am already seen as an impressive employee, maybe I could try and get a project manager position. But because they are many office politics this may wouldn’t work and I will lose time, energy and other opportunities. This could also lead to me giving them my ideas to earn nothing back.</p></li>
<li><p>Take the risk and leave for another company.
I feel that I am too young to lead. I should focus on finding a company that has thing to teach me, not the other way around. But I feel held back by my lack of degree, my few years of experience and bad economy. It would be a great risk for me personally. Also I will have to go through the process of impressing people again. People now, already have a good opinion of me.</p></li>
</ol>
<p>Out of your personally experience, do you think that as an degree-less employee I could climb the ladder and give the company the vision and innovation, or I should try to move to another company that has more things to teach me? </p>
| [
{
"answer_id": 80838,
"author": "Vietnhi Phuvan",
"author_id": 16993,
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"pm_score": 2,
"selected": false,
"text": "<ol>\n<li><p>I will simply point out that everywhere you go, you cannot do anything management-wise except... | 2016/12/03 | [
"https://workplace.stackexchange.com/questions/80831",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/61123/"
] | ```
I will you give you a bit of background about the situation.
```
I live in a bankrupt country in Europe with big unemployment on youth, and no sight of recovery any time soon. I am 20+ with an unfinished diploma because of financial reasons. Despite that, I manage to get a job as IT developer on one of my country's biggest and richest corporations for a minimum wage.
The first year, I felt grateful to be hired and trusted and I worked really hard to repay it.
I went to a ton of seminars, earned certifications from online courses and I constantly read books that range from IT to marketing and business management in order to increase the value of my work and do a lot more than just coding.
That effort didn’t go unnoticed by my supervisor and CEOs which have given me a Junior-level Developer wage and giving me primary role to their next year’s plan and a voice to the company’s big meetings.
Despise that, I feel unmotivated to do any serious work.
The reason is the fact that a lot of important positions that decide what will be done and how, are held by people that are impressed with my self-taught work. The work they do is truly amateurish and a lot of times they call to find who made the X product or who made the X report and ask their congratulations to be passed on to me. I am still making baby steps in the industry, It’s a really wrong sign when a 20+ year old creates more outstanding work that employees with degrees and years of experience.
Next year’s plan has given me a primary role but not one that will decide the vision and innovation of our products. My supervisor hears me all the time and has implemented many features that I have suggested. He values me as part of the team and has made it clear that next year’s plan will really heavily on my input and work. But if I don’t have a project leader position and that means I will give ideas that may or may not pass.
I have vision and clear view of how to increase the market value of our products but with the current underperforming manager that seem to be out of loop with the current market, (one of our CEOs) it’s not clear to me how I will be able to convince them about my ideas. They are not going to simply had me over the project management and follow me blindly.
So I feel I have two possible scenarios in front of me.
1. Stay and try to climb the hierarchy.
If I am already seen as an impressive employee, maybe I could try and get a project manager position. But because they are many office politics this may wouldn’t work and I will lose time, energy and other opportunities. This could also lead to me giving them my ideas to earn nothing back.
2. Take the risk and leave for another company.
I feel that I am too young to lead. I should focus on finding a company that has thing to teach me, not the other way around. But I feel held back by my lack of degree, my few years of experience and bad economy. It would be a great risk for me personally. Also I will have to go through the process of impressing people again. People now, already have a good opinion of me.
Out of your personally experience, do you think that as an degree-less employee I could climb the ladder and give the company the vision and innovation, or I should try to move to another company that has more things to teach me? | 1. I will simply point out that everywhere you go, you cannot do anything management-wise except through other people including other people who may not share your vision. The only time you get to make your own decisions without having to consult anyone is when you run your own startup. And even then, making decisions without consulting anyone is usually not the greatest idea.
2. Your current employer is smart enough to recognize your merits, your talent, your drive to learn and your willingness to stick your neck out and apply what you learned - not every employer will do that. From your narrative, I infer that your promotions are probably a matter of time. How much time you are willing to give your employer, that's a question for which only you can answer.
3. The bigger your idea(s), the more people you will have to work with management-wise to make your idea(s) happen. And of course, the more people you have to work with, the more time and effort it takes for your ideas to become reality.
4. No one at your employer follows you blindly. That's a positive not a negative. It forces you to run sanity checks on yourself and soundness checks on your ideas. And speaking for myself, those who follow me blindly scare the shit out of me - I feel much safer when I am questioned and challenged and I answer the tough questions head-on and put the hard challenges down. The tough questions that I fear are the tough questions that make sense and the hard challenges that I fear are those that are rational, smart and real world based. I believe in getting vaccinated, I don't believe in never getting sick.
Regardless of whether you decide to stay or to leave, give your current employer's people a break. Your lack of the wrong kind of experience, your level of education and your outside-the-box ideas are a draft of fresh air to them. They are probably trying to breathe that draft of fresh air without also catching a cold. |
81,204 | <p>I am currently enrolled in a MOOC being taught by the University of Michigan on the edX platform. This particular MOOC is part of the <a href="https://www.si.umich.edu/school-information-launches-new-advanced-education-option-through-u-m%E2%80%99s-micromasters-initiative" rel="nofollow noreferrer">MicroMasters</a> series of courses, which when enrolled and passed as verified courses can be used as transferable credit toward a Masters degree at U-M on condition of being accepted/matriculated to the university.</p>
<p>I have only completed and passed one verified course, but intend on completing the entire series in order to earn my MicroMasters, I have yet to decide whether I will be applying for a formal Masters from U-M. I have listed this entry under Education on LinkedIn and on my resume as the following: </p>
<pre><code>University of Michigan - School of Information
Expected completion, SEP 2018
MicroMasters, User Experience (UX) Research and Design
</code></pre>
<p>I am wary that potential employers will inquire U-M as to the status of my enrollment and discover that I am not a matriculated student and therefore determine that I have falsified my credentials. I have even paid an outside resume service to contact the school and report their results; U-M communicated that:</p>
<blockquote>
<p>The contact stated no record was found for the applicant searching by
name, social security number, and date of birth, and if the student
took a MicroMaster Program and was not enrolled as a student attending
classes for at least one semester, the school would not have a record</p>
</blockquote>
<p>What should I do? I want to accurately communicate the fact that I am taking these courses being taught by U-M and that I am pursuing a MicroMasters, but I also do not want to give the impression that I am pretending to be a matriculated student. Given the fact that I clearly list "MicroMasters" as the degree for which I am pursuing I would think that would be enough to understand the distinction, but is it?</p>
| [
{
"answer_id": 81383,
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"author_profile": "https://workplace.stackexchange.com/users/58124",
"pm_score": 0,
"selected": false,
"text": "<p>I guess that it is the same thing as when you do an exchange program abroad. You follow classes but you are not... | 2016/12/10 | [
"https://workplace.stackexchange.com/questions/81204",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/61442/"
] | I am currently enrolled in a MOOC being taught by the University of Michigan on the edX platform. This particular MOOC is part of the [MicroMasters](https://www.si.umich.edu/school-information-launches-new-advanced-education-option-through-u-m%E2%80%99s-micromasters-initiative) series of courses, which when enrolled and passed as verified courses can be used as transferable credit toward a Masters degree at U-M on condition of being accepted/matriculated to the university.
I have only completed and passed one verified course, but intend on completing the entire series in order to earn my MicroMasters, I have yet to decide whether I will be applying for a formal Masters from U-M. I have listed this entry under Education on LinkedIn and on my resume as the following:
```
University of Michigan - School of Information
Expected completion, SEP 2018
MicroMasters, User Experience (UX) Research and Design
```
I am wary that potential employers will inquire U-M as to the status of my enrollment and discover that I am not a matriculated student and therefore determine that I have falsified my credentials. I have even paid an outside resume service to contact the school and report their results; U-M communicated that:
>
> The contact stated no record was found for the applicant searching by
> name, social security number, and date of birth, and if the student
> took a MicroMaster Program and was not enrolled as a student attending
> classes for at least one semester, the school would not have a record
>
>
>
What should I do? I want to accurately communicate the fact that I am taking these courses being taught by U-M and that I am pursuing a MicroMasters, but I also do not want to give the impression that I am pretending to be a matriculated student. Given the fact that I clearly list "MicroMasters" as the degree for which I am pursuing I would think that would be enough to understand the distinction, but is it? | This educational experience as it is written on your resume appears to indicate that you will be graduating from the University of Michigan School of Information in September 2018. If this is correct, then all you really need to do is to breakout what you've completed so far or provide more information on what the MicroMasters program is. The recruiter many not know what MicroMasters or MOOC is.
However, if this isn't correct, then as you suspect, it appears that you are attempting to falsify your credentials, even if that isn't your intention.
Start by defining what type of program you're actually taking. From what you've stated, it appears that you're actually working through edX where University of Michigan sponsors the MicroMasters program ([Press Announcement](http://ns.umich.edu/new/multimedia/videos/24200-u-m-joins-edx-to-announce-three-social-innovation-micromasters-for-online-learners)), working towards a certification that can be used as credit towards their Masters program. If this is the case, it needs to be made apparent on your resume that this is an online/voluntary course (This is a good thing as it shows initiative) that does not necessarily lead to a degree from the University of Michigan and does not indicate that you are a matriculated student.
Most employers will only know about accredited courses or certifications. Ie, search job postings and check what certifications people are looking for, in reference to the positions you're trying to apply. Work towards these certifications, if possible. These certifications will be seen as triggers for recruiters/hr that you fill the job posting requirements. If your online course doesn't fall into this category, then you'll have to explain it in more detail in your resume, to assure the recruiter that you have the experience they are looking for. Depending on the field/role you're looking at, a voluntary course such as this, might be something that would fall more under Hobbies/Interests rather than formal education. In some circumstances it might be better to leave it off, if it doesn't apply directly to the role and isn't well known.
Something to consider is that unless an Expected Completion date is coming up, ie Jan 2017, stating that you will complete anything that is so far in advance may not be taken well by a recruiter. If you begin working for whatever company you are applying to, there is no guarantee or accountability that you'll continue working towards that degree/certification.
```
Suggested Rewrite:
Education
edX Online Course (Completed Dec 2016)
MicroMasters - User Experience (UX) Research and Design
Sponsored by University of Michigan
``` |
82,053 | <p>Currently, I work for a client as a Corp-to-Corp (C2C) contractor.</p>
<p>I'm discussing an FTE offer with another company. The company is waiting for me to give them a salary $ number - as part of the negotiation process.</p>
<p>A few, 10+ year consultants whom I know, mentioned that the following formulas are rough estimates of how to convert C2C hourly rate to an FTE salary.</p>
<pre><code>FTE annual salary = (50 * corp_to_corp_hr_rate * 40) * .65
</code></pre>
<p>Example:</p>
<p>For a C2C contractor making $100 per hour, the FTE annual salary would be:</p>
<pre><code>= (50 * $100 * 40) * .65
= $130,000
</code></pre>
<p>So, assuming I make $100, I would ask for $130,000 a year.</p>
<p>However, is it reasonable for me to ask the company what the range of software developers' salaries is? I ask because, not only to maximize my salary, but to be aware of expectations and future growth.</p>
<p>If it is reasonable, what's the recommended way to ask for it?</p>
| [
{
"answer_id": 82035,
"author": "Masked Man",
"author_id": 3192,
"author_profile": "https://workplace.stackexchange.com/users/3192",
"pm_score": 3,
"selected": false,
"text": "<p>Unless it is against the local law to ask such questions, the interviewer can ask whatever he wants. There is... | 2016/12/26 | [
"https://workplace.stackexchange.com/questions/82053",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/62104/"
] | Currently, I work for a client as a Corp-to-Corp (C2C) contractor.
I'm discussing an FTE offer with another company. The company is waiting for me to give them a salary $ number - as part of the negotiation process.
A few, 10+ year consultants whom I know, mentioned that the following formulas are rough estimates of how to convert C2C hourly rate to an FTE salary.
```
FTE annual salary = (50 * corp_to_corp_hr_rate * 40) * .65
```
Example:
For a C2C contractor making $100 per hour, the FTE annual salary would be:
```
= (50 * $100 * 40) * .65
= $130,000
```
So, assuming I make $100, I would ask for $130,000 a year.
However, is it reasonable for me to ask the company what the range of software developers' salaries is? I ask because, not only to maximize my salary, but to be aware of expectations and future growth.
If it is reasonable, what's the recommended way to ask for it? | Unless it is against the local law to ask such questions, the interviewer can ask whatever he wants. There is no "right" or "wrong" about it.
It is upto the candidate whether he wants to answer the question or not, and how he chooses to evaluate the company based on the interview questions asked.
If the candidate doesn't want to answer the question, all he needs to do is decline politely.
>
> I am sorry, I don't feel comfortable answering that question. I would prefer not to answer it.
>
>
>
(or something equivalent)
Note that an interview is a two-way street. As a candidate, I wouldn't rate a company too highly if in order to evaluate me for a Software Architect role, they need to know about my spouse's hobbies or my kid's name. |
82,537 | <p>Why do recruiters always ask candidates how they feel about the interview they just had? It seems like a pointless question. The answer is certainly "I think it went pretty well, and I hope to get the job!" And yet, the recruiters always ask right before they break the news.</p>
<pre><code>RECRUITER: How do you feel about the interview you had yesterday?
CANDIDATE: I think it went pretty well, and I hope to get the job!
RECRUITER: That's swell. Unfortunately, the team decided ...
</code></pre>
<p>or</p>
<pre><code>RECRUITER: How do you feel about the interview you had yesterday?
CANDIDATE: I think it went pretty well, and I hope to get the job!
RECRUITER: That's swell. The team decided to make an offer ...
</code></pre>
<p>Like seriously, what is the point of asking that? Do they teach that in recruiter university? Just give the news: did the candidate get the job or not!</p>
| [
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"answer_id": 82538,
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"pm_score": 2,
"selected": false,
"text": "<p>Same reason they ask anything: to see how you will respond, and to see how good you are at reading social cues... | 2017/01/07 | [
"https://workplace.stackexchange.com/questions/82537",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/7465/"
] | Why do recruiters always ask candidates how they feel about the interview they just had? It seems like a pointless question. The answer is certainly "I think it went pretty well, and I hope to get the job!" And yet, the recruiters always ask right before they break the news.
```
RECRUITER: How do you feel about the interview you had yesterday?
CANDIDATE: I think it went pretty well, and I hope to get the job!
RECRUITER: That's swell. Unfortunately, the team decided ...
```
or
```
RECRUITER: How do you feel about the interview you had yesterday?
CANDIDATE: I think it went pretty well, and I hope to get the job!
RECRUITER: That's swell. The team decided to make an offer ...
```
Like seriously, what is the point of asking that? Do they teach that in recruiter university? Just give the news: did the candidate get the job or not! | Same reason they ask anything: to see how you will respond, and to see how good you are at reading social cues. |
82,606 | <p>I am currently the only software developer in my company. When there used to be other developer(s), we would follow agile scrum method and gather to have sprint planning meeting to try to come up with a story point for all the tasks in the backlog, and then estimate the time necessary to complete the task based on that point. If the task took longer than the original estimate, we would discuss the obstacle and just push it back to next sprint, no biggie. As team of developers we each had solid understanding of why there was delay because we understood how the code is structured.</p>
<p>But now as the only developer, I find it more stressful to report estimated time to my direct boss who is the CEO, and who of course is not part of the software dev but has some background knowledge. He expects the task to be finished within the original estimate, and even if there is unexpected delay it is hard to explain to him since he doesn't know the exact project setup. So then I try as much as possible to finish the task within original estimate, and that sometimes lowers the quality of the code.</p>
<p>I wish that there is a technical person that I could directly report to rather than the CEO, but our company being so small, that isn't really the realistic option now. Is there any suggestion to communicate better with him, or make any change to the current reporting process to make both of our lives easier?</p>
| [
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"pm_score": 4,
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"text": "<p>The correct answer to the question \"what is your estimated time to completing this coding task\" is \"I ha... | 2017/01/08 | [
"https://workplace.stackexchange.com/questions/82606",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/62623/"
] | I am currently the only software developer in my company. When there used to be other developer(s), we would follow agile scrum method and gather to have sprint planning meeting to try to come up with a story point for all the tasks in the backlog, and then estimate the time necessary to complete the task based on that point. If the task took longer than the original estimate, we would discuss the obstacle and just push it back to next sprint, no biggie. As team of developers we each had solid understanding of why there was delay because we understood how the code is structured.
But now as the only developer, I find it more stressful to report estimated time to my direct boss who is the CEO, and who of course is not part of the software dev but has some background knowledge. He expects the task to be finished within the original estimate, and even if there is unexpected delay it is hard to explain to him since he doesn't know the exact project setup. So then I try as much as possible to finish the task within original estimate, and that sometimes lowers the quality of the code.
I wish that there is a technical person that I could directly report to rather than the CEO, but our company being so small, that isn't really the realistic option now. Is there any suggestion to communicate better with him, or make any change to the current reporting process to make both of our lives easier? | First of all: Don't shoot from the hip. If the CEO asks you to estimate a task, tell him that you will have to do an estimation and you will get back to him later.
When estimating the time needed, follow the "**Scotty Principle**", named after Montgomery 'Scotty' Scott from the star ship Enterprise:
```
1) Caluculate average required time for completion of given task.
2) Depending on importance of task, add 25-50% additional time to original estimate.
3) Report and commit to inflated time estimate with superiors, clients, etc.
4) Under optimal conditions the task is completed closer to the original time estimate vs. the inflated delivery time expected by those waiting.
```
Source: <https://ipstenu.org/2011/the-scotty-principle/>
I will conclude my answer with an dialog from an Star Trek episode:
>
> **La Forge**: Yeah, well, I told the Captain I’d have this analysis done
> in an hour.
>
>
> **Scotty**: How long will it really take?
>
>
> **La Forge**: An hour!
>
>
> **Scotty**: Oh, you didn’t tell him how long it would **really** take, did
> ya?
>
>
> **La Forge**: Well, of course I did.
>
>
> **Scotty**: Oh, laddie. You’ve got a
> lot to learn if you want people to think of you as a miracle worker.
>
>
> |
82,898 | <p>My question is similar to <a href="https://workplace.stackexchange.com/questions/35181/is-it-ok-to-not-include-phone-number-on-resume">this one</a>.</p>
<p>I'm in a similar position as the OP there - I <em>strongly</em> prefer email to calls as calls can be disruptive (since I'm generally working on something else when they call, plus it's a lot more time-consuming than simply answering an email).</p>
<p>The answers there seem to indicate that dropping your phone number from your resume completely can be detrimental to your chances of being considered, which would seem to rule out that possibility. </p>
<p>I do state on my resume that email is my preferred means of contact, but a lot of headhunters seem to ignore that (or miss it completely). My contact appears in the following format:</p>
<pre><code>xxx-xxx-xxxx (Cell)
myemail@gmail.com (Preferred)
</code></pre>
<p>Is there something else I can do to encourage them to email first without looking unprofessional or hurting my chances?</p>
| [
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"text": "<blockquote>\n <p>Is there something else I can do to encourage them to email first without looking unprofessional... | 2017/01/13 | [
"https://workplace.stackexchange.com/questions/82898",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/61906/"
] | My question is similar to [this one](https://workplace.stackexchange.com/questions/35181/is-it-ok-to-not-include-phone-number-on-resume).
I'm in a similar position as the OP there - I *strongly* prefer email to calls as calls can be disruptive (since I'm generally working on something else when they call, plus it's a lot more time-consuming than simply answering an email).
The answers there seem to indicate that dropping your phone number from your resume completely can be detrimental to your chances of being considered, which would seem to rule out that possibility.
I do state on my resume that email is my preferred means of contact, but a lot of headhunters seem to ignore that (or miss it completely). My contact appears in the following format:
```
xxx-xxx-xxxx (Cell)
myemail@gmail.com (Preferred)
```
Is there something else I can do to encourage them to email first without looking unprofessional or hurting my chances? | The only viable option I can think of is to simply **screen your calls**. Don't answer calls coming from unknown numbers and let them go to voicemail. Cold-calling recruiters or head-hunters will in that case either leave a voice mail which lets you control the timing of your call-back (if you call at all), or they'll send you an email or LinkedIn message instead. Most do both.
You run the risk of missing out on opportunities because of recruiters not following up either because they forget or they're incompetent, which is why this is an option not to be taken lightly. But at the risk of sounding old, I think this is a reasonable way to deal with the always available nature of the cell phone.
As for the call-back and the things to keep in mind before adopting this policy, have a look at [alroc's answer](https://workplace.stackexchange.com/questions/82898/how-to-encourage-recruiters-to-email-you-instead-of-calling-right-away/82914#82914). As he says, if a recruiter leaves a voicemail and didn't contact you by mail as well, you probably should call him back. Emailing about a voicemail *is* an option but can be considered somewhat rude. |
83,796 | <p>After a <a href="https://workplace.stackexchange.com/questions/83144/fired-by-an-intoxicated-boss">previous incident</a> (I'm not at liberty to discuss details of what happened), a new manager was assigned to our team.</p>
<p>To be fun and welcoming, I decided to make a welcome video for our new boss that had some fun clips of the team. Some highlights were:</p>
<ul>
<li>A skydiving trip with a few of us from the office</li>
<li>Clips from a comapny party</li>
<li>Some hilarious practical jokes that I pulled on coworkers</li>
<li>Spliced in movie clips (such as the Matrix and Lord of the Rings)</li>
<li>Secret (and slightly embarrassing) recordings I did of some people in the office without them noticing</li>
</ul>
<p>I thought it was the funniest thing I've ever put together. I knew it was going to be a huge hit with the new boss. But when the movie was played in our first team meeting, it went something like this:</p>
<pre><code>*Movie ends*
*Awkward silence*
New manager: "Hmm...."
*Coworkers all look down and avoid eye contact with me*
New manager: "That must have taken you a long time to make that"
Me: "It sure did."
*Awkward silence*
New manager: "Did you... did you work on that while you were in the office?"
Me: "Well..."
*Longer awkward silence*
New manager: "Let's proceed with the next item on our agenda."
</code></pre>
<p>A coworker after the fact pointed out that 85% of the video was just clips of me. And that the jokes were way too raunchy and inappropriate for work.</p>
<p>In hindsight, this was a really stupid thing for me to do. I screwed up royally. I know, so please don't lecture me on how this was a bad idea.</p>
<p>My question: I know I've messed up and given a horrible first impression with my new manager. What's the best way to proceed? Should I apologize to him? Or should I never again mention that video again and just hope he'll recognize my value by my good work output going forward?</p>
| [
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"selected": true,
"text": "<p>I think I really understand <strong>what</strong> you actually tried to do there, although <strong>how</str... | 2017/01/26 | [
"https://workplace.stackexchange.com/questions/83796",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/62992/"
] | After a [previous incident](https://workplace.stackexchange.com/questions/83144/fired-by-an-intoxicated-boss) (I'm not at liberty to discuss details of what happened), a new manager was assigned to our team.
To be fun and welcoming, I decided to make a welcome video for our new boss that had some fun clips of the team. Some highlights were:
* A skydiving trip with a few of us from the office
* Clips from a comapny party
* Some hilarious practical jokes that I pulled on coworkers
* Spliced in movie clips (such as the Matrix and Lord of the Rings)
* Secret (and slightly embarrassing) recordings I did of some people in the office without them noticing
I thought it was the funniest thing I've ever put together. I knew it was going to be a huge hit with the new boss. But when the movie was played in our first team meeting, it went something like this:
```
*Movie ends*
*Awkward silence*
New manager: "Hmm...."
*Coworkers all look down and avoid eye contact with me*
New manager: "That must have taken you a long time to make that"
Me: "It sure did."
*Awkward silence*
New manager: "Did you... did you work on that while you were in the office?"
Me: "Well..."
*Longer awkward silence*
New manager: "Let's proceed with the next item on our agenda."
```
A coworker after the fact pointed out that 85% of the video was just clips of me. And that the jokes were way too raunchy and inappropriate for work.
In hindsight, this was a really stupid thing for me to do. I screwed up royally. I know, so please don't lecture me on how this was a bad idea.
My question: I know I've messed up and given a horrible first impression with my new manager. What's the best way to proceed? Should I apologize to him? Or should I never again mention that video again and just hope he'll recognize my value by my good work output going forward? | I think I really understand **what** you actually tried to do there, although **how** you approached it was just not the right way, but you already know that.
I think just never mention this again is not the correct way. IMHO it is a highly valuable soft skill to
1. Know when you messed something up
2. Admit this, if you need to (e.g. because other people were affected)
I think in your case there were other people affected because you did not just show videos from yourself but also
>
> Secret (and slightly embarrassing)
> videos from your colleagues.
>
>
>
There are two things you need to do now, at least that is how I see this:
First talk to your manager and apologize for this stupid idea. Explain him that you wanted to make him an easy and nice welcome and that you also wanted to introduce the team but that you know that this was not the correct way, i.e. that this approach you took was a bad idea at all.
Maybe you should also explain why you felt it was necessary to do this during working hours, but I am not entirely sure about this.
Second, you need to talk to your team. Especially to the people who were in those embarrassing videos. And you should apologize to your team, because this might not only throw a bad light on you alone, even if everybody clearly stated that you went it alone.
**Side note:**
I do not know how good your team works internally but you need to be aware that you could receive a letter from HR, if one of your coworkers felt bad enough about this to escalate it to HR.
In the end you not only made that video with them inside, but you also recorded a video of them secretly. I personally would question if you did more videos than you showed and what else you might have done secretly.
But that are just my 2 cents |
85,221 | <p>I am interviewing for a "Full-Stack Developer" position at a start-up. I have cleared on phone interview and one onsite interview where I was asked technical questions. After the onsite interview, the interviewer told me that I would get an assignment which I will have to complete in <strong>2 days</strong>. </p>
<p>When the assignment came, it surprised me as what they are asking me to do is almost like to add a full new feature set to their existing tool. I am mentioning the requirements below: </p>
<pre><code>Solution must use the most recent version of Laravel framework, MySQL
and any other open source libraries/frameworks as required.
• Customers should be able to easily create, update and delete new
documents within a password protected control panel.
• Documents can be either published or private. Private documents exist in the
database but cannot be viewed publically.
• Customers should be able to customize document title, summary, body copy
and add image or video assets.
• Users should be able to sign document by filling out a form consisting of
name, email address and phone number.
• When users sign a document they should be presented with a customizable
thank you message and receive a customizable thank you email from the customer.
• Customer should be able to view all users who have signed documents
within a password protected control panel.
OPTIONAL Enhancements
• Reporting/Analytics
• User management
• Custom document fields
• Send users SMS thank you message upon signing documents
</code></pre>
<p>Isn't this too extensive to be a part of the interview? I am also curious that who has the rights on the code that I write. What if I do all this in 2 days and submit the code, they don't offer me a job and just end up using all the functionality that I created? Has anyone been in this situation before? </p>
<p>Any help from the seniors would be appreciated! </p>
| [
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"pm_score": 4,
"selected": false,
"text": "<p>I'd be very wary of anyone asking for something this extensive as an interview exercise, and would most likely pa... | 2017/02/17 | [
"https://workplace.stackexchange.com/questions/85221",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/64696/"
] | I am interviewing for a "Full-Stack Developer" position at a start-up. I have cleared on phone interview and one onsite interview where I was asked technical questions. After the onsite interview, the interviewer told me that I would get an assignment which I will have to complete in **2 days**.
When the assignment came, it surprised me as what they are asking me to do is almost like to add a full new feature set to their existing tool. I am mentioning the requirements below:
```
Solution must use the most recent version of Laravel framework, MySQL
and any other open source libraries/frameworks as required.
• Customers should be able to easily create, update and delete new
documents within a password protected control panel.
• Documents can be either published or private. Private documents exist in the
database but cannot be viewed publically.
• Customers should be able to customize document title, summary, body copy
and add image or video assets.
• Users should be able to sign document by filling out a form consisting of
name, email address and phone number.
• When users sign a document they should be presented with a customizable
thank you message and receive a customizable thank you email from the customer.
• Customer should be able to view all users who have signed documents
within a password protected control panel.
OPTIONAL Enhancements
• Reporting/Analytics
• User management
• Custom document fields
• Send users SMS thank you message upon signing documents
```
Isn't this too extensive to be a part of the interview? I am also curious that who has the rights on the code that I write. What if I do all this in 2 days and submit the code, they don't offer me a job and just end up using all the functionality that I created? Has anyone been in this situation before?
Any help from the seniors would be appreciated! | I'd be very wary of anyone asking for something this extensive as an interview exercise, and would most likely pass over any "opportunity" with these people.
That said - you could code it up, whack it on a free tier on AWS and demonstrate it. You can present the code design and database from your own laptop. Just don't hand over any source code without payment. |
87,482 | <p>I have 3 years of experience, in 2 jobs - one for a year, second for 2 years. Now I'm in my 3rd job. Each one of them was a big step forward, but my current company was not, contrary to what it was supposed to be, and I'm not happy about it.</p>
<p>It would be great to stay for half a year, learn as much as I can, then take a career break for some time to travel the world (while I still can), go back and start looking for a new job. Or start looking while on a break.</p>
<p>I would stay longer here, but - I have less money than I was told (no travel fees), I work from a different place, I have my whole team in a different place, I am not paid for overtime (I would happily work over 40h/week, because I don't have paid vacations). So even though I learn a lot, I'm not happy with my situation. In half a year, before taking a break, my cv would look like this:</p>
<pre><code>1st job - 10 months
2nd job - 2 years
3rd job - 6 months
</code></pre>
<p>My current job is a contract, I could easlily justify all changes, but still - will it be considered a job hopping? Is it a good decision? Will the resigning after 6 months, and/or taking a break later (3 - 6 months, but with still learning in the meantime), affect my future career?</p>
| [
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"text": "<p>Honestly contract jobs are meant to be temporary, it is 100% perfectly OK to look for something permanent o... | 2017/03/20 | [
"https://workplace.stackexchange.com/questions/87482",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/59021/"
] | I have 3 years of experience, in 2 jobs - one for a year, second for 2 years. Now I'm in my 3rd job. Each one of them was a big step forward, but my current company was not, contrary to what it was supposed to be, and I'm not happy about it.
It would be great to stay for half a year, learn as much as I can, then take a career break for some time to travel the world (while I still can), go back and start looking for a new job. Or start looking while on a break.
I would stay longer here, but - I have less money than I was told (no travel fees), I work from a different place, I have my whole team in a different place, I am not paid for overtime (I would happily work over 40h/week, because I don't have paid vacations). So even though I learn a lot, I'm not happy with my situation. In half a year, before taking a break, my cv would look like this:
```
1st job - 10 months
2nd job - 2 years
3rd job - 6 months
```
My current job is a contract, I could easlily justify all changes, but still - will it be considered a job hopping? Is it a good decision? Will the resigning after 6 months, and/or taking a break later (3 - 6 months, but with still learning in the meantime), affect my future career? | Honestly contract jobs are meant to be temporary, it is 100% perfectly OK to look for something permanent or better while in a temp position.
Have you addressed your concerns with the firm you work for? If you're paid hourly (like most contract jobs are in the US) then you should be able to collect overtime, are you simply not being offered the opportunity.
If I was reviewing your work experience I would understand that you're in a contract position and are looking for something with benefits. |
88,220 | <ul>
<li><p>I have project <code>A</code> with MIT license and published in github (a.e. public)</p></li>
<li><p>I have <strong>private</strong> project <code>B</code> inside a company and we publish binary sources only.</p></li>
</ul>
<p>For solving issues in private project <code>B</code> clients use company support team with tickets in Jira and so on.</p>
<p>However for Git project <code>A</code> clients open issues in Github.</p>
<p>My boss told me to redirect all github users to company customer support system so it looks like:</p>
<pre><code> Opened bug in Github:
Bob: "I have problem to install your software"
Me: "please contact out customer support..."
</code></pre>
<p>It looks bizarre to me, I think if project is public (like React,Mixpanel and so on), all issues and discussions should be written inside github project -> 'Issues' section. And to stay tuned, Customer support can copy all discussion and open ticket in internal bug tracking like Jira.</p>
<p>Who is right and why?</p>
<p>What is good practice in this case? </p>
<p>Thanks, </p>
| [
{
"answer_id": 88222,
"author": "mutt",
"author_id": 66646,
"author_profile": "https://workplace.stackexchange.com/users/66646",
"pm_score": 0,
"selected": false,
"text": "<p>It's the perception underneath that is being managed here. I have seen really good customer write-ups of bugs an... | 2017/03/30 | [
"https://workplace.stackexchange.com/questions/88220",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/53389/"
] | * I have project `A` with MIT license and published in github (a.e. public)
* I have **private** project `B` inside a company and we publish binary sources only.
For solving issues in private project `B` clients use company support team with tickets in Jira and so on.
However for Git project `A` clients open issues in Github.
My boss told me to redirect all github users to company customer support system so it looks like:
```
Opened bug in Github:
Bob: "I have problem to install your software"
Me: "please contact out customer support..."
```
It looks bizarre to me, I think if project is public (like React,Mixpanel and so on), all issues and discussions should be written inside github project -> 'Issues' section. And to stay tuned, Customer support can copy all discussion and open ticket in internal bug tracking like Jira.
Who is right and why?
What is good practice in this case?
Thanks, | I know why I would want all the tickets to go through customer support. First it makes it easier to see what is on any one person's plate when all the data is in the same place. It also makes it easier to prioritize work that has not yet been assigned or to see what will be affected if work is re-prioritized.
If the company plans to do any data analysis of things that are common problems, it helps to have them in the same place. And if you want to check support person performance and ticket response times, again it is simpler if the information is all in one place. |
88,325 | <p>I'm in my 20s and putting together a resume because I'm thinking about applying to master's programs that are focused on professional skill development. I went to school in the US and studied mathematics and philosophy (separately, not the joint program that exists at some universities) as an undergraduate. When a coworker was looking over my resume for me, she was surprised to see that it read:</p>
<pre><code>Education:
Bachelor's of Science in Mathematics with honors, [university], [year]
Bachelor's of Arts in Philosophy, [university], [year]
</code></pre>
<p>She claimed that having two majors isn't the same thing as having two bachelor's degrees, and that listing them separately is disingenuous. This surprised me, as I consider myself as holding a BA and a BS from my university rather than (to use her words) "a BS in Mathematics and a second major in Philosophy." My university seems to trea</p>
<p>The top of my college transcript reads as follows:</p>
<pre><code> Degrees Awarded
Degree: Bachelor's of Science
Confer Date: [date]
Mathematics (B.S.), with honors
Philosophy (B.A.)
Academic Program History
Program: The College
Start Term: [Autumn, year]
Current Status: Completed Program
Mathematics (B.S.)
Philosophy (B.A.)
</code></pre>
<p>I attended a university that didn't have undergraduate "schools" which is why it says "the College" - that's the term the university uses to refer to the program that all undergraduates are in. I was given the choice of what order I wanted Mathematics and Philosophy to be listed in (both here and on my diploma), and was told that the Degree line would agree with whatever I had listed first. I wrote a BA essay which was accepted by the philosophy department.</p>
<p>As someone working as an applied mathematician, I'm aware that the degree in philosophy isn't particularly important to my employers. However, it is very important to me and I would like to include it in my resume. My questions are:</p>
<ol>
<li>Is it considered correct for me to say that I have a BA in philosophy <strong>and</strong> a BS in mathematics?</li>
<li>Is it considered weird or misleading to list mathematics and philosophy separately on my resume as I have done?</li>
<li>If the answer is no to #2, do you have recommendations about how to clarify that I studied mathematics and I studied philosophy, rather than that I did a program in mathematics and philosophy, which is not particularly uncommon at liberal arts schools (though my university doesn't offer it)</li>
<li>Is anyone going to care? I've been told that professionally oriented master's programs tend to care less about your degrees compared to your work. My university is a more prestigious than my employer, but not by a wide margin.</li>
</ol>
| [
{
"answer_id": 88327,
"author": "DJClayworth",
"author_id": 886,
"author_profile": "https://workplace.stackexchange.com/users/886",
"pm_score": 2,
"selected": false,
"text": "<p>Your co-worker is right.</p>\n\n<p><strong>Having a degree in which you study both Mathematics and Philosophy ... | 2017/04/01 | [
"https://workplace.stackexchange.com/questions/88325",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/67056/"
] | I'm in my 20s and putting together a resume because I'm thinking about applying to master's programs that are focused on professional skill development. I went to school in the US and studied mathematics and philosophy (separately, not the joint program that exists at some universities) as an undergraduate. When a coworker was looking over my resume for me, she was surprised to see that it read:
```
Education:
Bachelor's of Science in Mathematics with honors, [university], [year]
Bachelor's of Arts in Philosophy, [university], [year]
```
She claimed that having two majors isn't the same thing as having two bachelor's degrees, and that listing them separately is disingenuous. This surprised me, as I consider myself as holding a BA and a BS from my university rather than (to use her words) "a BS in Mathematics and a second major in Philosophy." My university seems to trea
The top of my college transcript reads as follows:
```
Degrees Awarded
Degree: Bachelor's of Science
Confer Date: [date]
Mathematics (B.S.), with honors
Philosophy (B.A.)
Academic Program History
Program: The College
Start Term: [Autumn, year]
Current Status: Completed Program
Mathematics (B.S.)
Philosophy (B.A.)
```
I attended a university that didn't have undergraduate "schools" which is why it says "the College" - that's the term the university uses to refer to the program that all undergraduates are in. I was given the choice of what order I wanted Mathematics and Philosophy to be listed in (both here and on my diploma), and was told that the Degree line would agree with whatever I had listed first. I wrote a BA essay which was accepted by the philosophy department.
As someone working as an applied mathematician, I'm aware that the degree in philosophy isn't particularly important to my employers. However, it is very important to me and I would like to include it in my resume. My questions are:
1. Is it considered correct for me to say that I have a BA in philosophy **and** a BS in mathematics?
2. Is it considered weird or misleading to list mathematics and philosophy separately on my resume as I have done?
3. If the answer is no to #2, do you have recommendations about how to clarify that I studied mathematics and I studied philosophy, rather than that I did a program in mathematics and philosophy, which is not particularly uncommon at liberal arts schools (though my university doesn't offer it)
4. Is anyone going to care? I've been told that professionally oriented master's programs tend to care less about your degrees compared to your work. My university is a more prestigious than my employer, but not by a wide margin. | Why not follow the formatting on the transcript? Something like:
```
Bachelor's of Science [University] [date]
Mathematics (B.S.), with honors
Philosophy (B.A.)
```
That indicates both degrees, and cannot be considered misleading because it is directly supported by the transcript. |
90,783 | <p>I've had some difficulty with recruiters who don't really know the technology used in the position they are recruiting for. I had an interview, now the recruiter has set up a technical interview. She just sent an email telling me to study the following from tutorialspoint.com</p>
<pre><code>Python Javascript C# XML SQL
CSS MVC JQUERY HTML JSON
Design Patterns Singleton SOAP Web API Polymorphism
RESTFUL API Abstraction Arrays
</code></pre>
<p>Some of this I never touched and never claimed to know. I guess I should focus on more of what was actually on the original posting? Should I remind the recruiter that I don't know e.g. C# or should I just go into the interview and hope for the best? I see no point in trying to cram for all this. Is this just junk, I mean what is meant by "abstraction"? </p>
<p>Also it's an entry level position that claims to include training.</p>
| [
{
"answer_id": 90788,
"author": "nobody",
"author_id": 69890,
"author_profile": "https://workplace.stackexchange.com/users/69890",
"pm_score": 2,
"selected": false,
"text": "<p>OOP concepts such as abstraction are important because in school there is no such requirement such as code main... | 2017/05/11 | [
"https://workplace.stackexchange.com/questions/90783",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/68685/"
] | I've had some difficulty with recruiters who don't really know the technology used in the position they are recruiting for. I had an interview, now the recruiter has set up a technical interview. She just sent an email telling me to study the following from tutorialspoint.com
```
Python Javascript C# XML SQL
CSS MVC JQUERY HTML JSON
Design Patterns Singleton SOAP Web API Polymorphism
RESTFUL API Abstraction Arrays
```
Some of this I never touched and never claimed to know. I guess I should focus on more of what was actually on the original posting? Should I remind the recruiter that I don't know e.g. C# or should I just go into the interview and hope for the best? I see no point in trying to cram for all this. Is this just junk, I mean what is meant by "abstraction"?
Also it's an entry level position that claims to include training. | Recruiters just want to make money, keep this in mind. They make money by having you hired. To many of them it's all about statistics and trial-and-error. Many recruiters will even elect you for a job that doesn't suite you. I had that funny experience once, and I went to the interview to see whether my doubts about recruiters are true, and they were, and it was the most embarrassing interview of my life. Some recruiters will just find anything and put you there. Honestly, the best skill you learn when dealing with recruiters, is telling them ***NO*** when you don't want that job. It's their job to find something that suits you, not your job to follow their orders and suggestions.
Now, my recommendation:
1. Examine the job description, and check whether it fits you
2. Don't learn new languages that you never worked with
3. Revise the languages and techniques you already know, and spend some time recapping basic things that you may forget because you don't use them that often.
4. Realize that recruiters don't know anything in programming, otherwise they'd be interviewed for the job. Don't take their technical (programming-related) instructions seriously, but learn from them the diplomacy part, as they're good at it.
Good luck! |
92,244 | <p>
Hi, I am a web developer from NYC with about a year plus of total freelance experience (and a few years comp sci major).
<br/><br/>
I am looking to get a full time role now, but am not sure how to list short term roles without seeming like I switch positions too often (e.g every three months, give or take). The only long term experience I have is as a tutor for 3 years, but that is not directly coding for web development related. </p>
<p>Currently I have many entries (around 5 on my resume and more on my linkedin) that look like this:</p>
<pre><code>Full Stack Dev | Company A
Sep to Nov 2016
Lead Front End Dev | Company B
Dec 2016 to March 2017
</code></pre>
<p>I think this might deter employers from seeing me a serious candidate because they might believe I switch around often. How can I write this so I seem like a serious candidate?</p>
| [
{
"answer_id": 92245,
"author": "Chris E",
"author_id": 28939,
"author_profile": "https://workplace.stackexchange.com/users/28939",
"pm_score": 0,
"selected": false,
"text": "<p>Just indicate that they're contract or freelance. It's not that you won't seem like a serious candidate, the ... | 2017/06/06 | [
"https://workplace.stackexchange.com/questions/92244",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/71046/"
] | Hi, I am a web developer from NYC with about a year plus of total freelance experience (and a few years comp sci major).
I am looking to get a full time role now, but am not sure how to list short term roles without seeming like I switch positions too often (e.g every three months, give or take). The only long term experience I have is as a tutor for 3 years, but that is not directly coding for web development related.
Currently I have many entries (around 5 on my resume and more on my linkedin) that look like this:
```
Full Stack Dev | Company A
Sep to Nov 2016
Lead Front End Dev | Company B
Dec 2016 to March 2017
```
I think this might deter employers from seeing me a serious candidate because they might believe I switch around often. How can I write this so I seem like a serious candidate? | If you're worried about the appearance of those items on your resumé you can just add that they were contracts. For example:
>
> Lead Front End Dev | Company B
> Dec 2016 to March 2017 "(3 month contract)"
>
>
>
That will clarify what they are. A small indication that it is a contract is all you need. |
94,376 | <p>I've became in charge of a group of 3 developers with awful code quality in their project.
To increase their code quality, many meetings have been placed and a code quality control (sonarqube) is added to CI to monitor the code and fail the pipeline if it does not pass the requirements.</p>
<p>One of the developers found a way to workaround function complexity limits and commits bad code (example below).
My question is how should I approach this to prevent he and other developers from using workarounds instead of thinking and fixing their codes?</p>
<pre><code>switch (true) {
case (first & second & otherthing):
dosomething();
break;
case (unrelated_if || complex):
do_totally_unrelated_thing_to_previous_one();
break;
...
}
</code></pre>
| [
{
"answer_id": 94378,
"author": "Idris Dopico Peña",
"author_id": 73186,
"author_profile": "https://workplace.stackexchange.com/users/73186",
"pm_score": 2,
"selected": false,
"text": "<p>If they refuse to follow the rules given to them it's easy. Give them a warning, in that warning, st... | 2017/07/06 | [
"https://workplace.stackexchange.com/questions/94376",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/73295/"
] | I've became in charge of a group of 3 developers with awful code quality in their project.
To increase their code quality, many meetings have been placed and a code quality control (sonarqube) is added to CI to monitor the code and fail the pipeline if it does not pass the requirements.
One of the developers found a way to workaround function complexity limits and commits bad code (example below).
My question is how should I approach this to prevent he and other developers from using workarounds instead of thinking and fixing their codes?
```
switch (true) {
case (first & second & otherthing):
dosomething();
break;
case (unrelated_if || complex):
do_totally_unrelated_thing_to_previous_one();
break;
...
}
``` | Personally I find most of those automated code tools useless. There are times when it fails code for things that are simply preference and things that are bad in some circumstances but good or even necessary in others. And often they leave the dev unsure about what the actual fix should be. If you know something fails but don't understand why it fails or what you should be doing instead, the tool itself has failed.
What does help is 100% code review. No code is committed to the production branch without being accepted through code review and no dev has the rights to commit to the production branch only the build team or the lead.
This is where you send back the bad code preferably with an explanation as to why it is bad. The key is to make it painful to not fix the code. Yes they will have a few times where the deadline will be missed because the code failed code review. And they will have to explain that as a reason. This leads people to be less likely to make the same mistake repeatedly so that they can meet their deadlines. If there is no pain to writing bad code, there is no reason to fix it, human nature being what it is.
That said, you and your team need to have an agreement concerning what is good code and what is acceptable code. If your standards and theirs are currently in a mismatch, this needs to be resolved over discussions and an agreeable standard approved. If they have input into the standard (and yes that means you need to compromise and accept their standards at least in part, having the discussion is irrelevant, even counterproductive, if you are still going to dictate end results), that are going to have more buy into actually using it. |
95,097 | <p>I am currently mentoring a co-worker who refuses to delete code. He currently works as strictly an html / css developer, but when he edits CSS, he does not delete code. He will comment out anything that he wants to change, and apply his changes. </p>
<p>Here is an example of what I mean:
When asked to remove padding from an element, and change color to red: </p>
<pre><code>.sampleRule {
/* padding:20px */
margin-left:20px;
color: /*black*/ red;
}
</code></pre>
<p>When I asked him about this behavior - he says that he does it for documenting purposes. He wants to know what the properties were before the change was made. He has a designer background so I can understand his thinking, but our code base is littered with code that looks like this. </p>
<p>I suggested that he uses source control if he is curious about viewing past changes (you can use TFS, for example to show all changes done to a file).</p>
<p>I am currently code reviewing all of his work, but I'm not sure how to approach this situation. Should I speak to my boss? Should I delete this behavior when I see it? Should I leave it alone? </p>
<p>Thanks for the help. </p>
| [
{
"answer_id": 95098,
"author": "curt1893",
"author_id": 66029,
"author_profile": "https://workplace.stackexchange.com/users/66029",
"pm_score": 6,
"selected": true,
"text": "<p>From what I am gathering, he is using source control like everyone else, but rather than just deleting the old... | 2017/07/14 | [
"https://workplace.stackexchange.com/questions/95097",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/63927/"
] | I am currently mentoring a co-worker who refuses to delete code. He currently works as strictly an html / css developer, but when he edits CSS, he does not delete code. He will comment out anything that he wants to change, and apply his changes.
Here is an example of what I mean:
When asked to remove padding from an element, and change color to red:
```
.sampleRule {
/* padding:20px */
margin-left:20px;
color: /*black*/ red;
}
```
When I asked him about this behavior - he says that he does it for documenting purposes. He wants to know what the properties were before the change was made. He has a designer background so I can understand his thinking, but our code base is littered with code that looks like this.
I suggested that he uses source control if he is curious about viewing past changes (you can use TFS, for example to show all changes done to a file).
I am currently code reviewing all of his work, but I'm not sure how to approach this situation. Should I speak to my boss? Should I delete this behavior when I see it? Should I leave it alone?
Thanks for the help. | From what I am gathering, he is using source control like everyone else, but rather than just deleting the old code once he is done, he likes to keep all of the old code as comments.
This needs to be addressed in a company policy. If your company policy states that all old code should be removed so that files remain as small as possible, that's the policy he should follow.
**Yes, you should talk to your boss to see what the policy of the company is. No, I wouldn't delete any of his work.**
If there is no policy and this is just your personal feeling, then it seems like you should just agree to disagree. Just because you feel this is the correct way to code, doesn't mean that everyone would agree with you. |
95,413 | <p>I would like to send an email to the Assistant General Manager of a company for the fourth time after a few weeks about its recruitment process. But I get a feeling that I keep nagging him and he is being disturbed.</p>
<p>My question is: can I add this line before sending him another email? </p>
<pre><code>"I apologize for disturbing your busy schedule, but..."
</code></pre>
<p>Because some people hate to read emails starting like this:</p>
<pre><code>'Sorry to bother you, but ...' or
'I don't mean to be a pain, but ...' or
'I apologize for disturbing your busy schedule'
</code></pre>
<p>Is it okay to start my email like the one above to a GM?</p>
| [
{
"answer_id": 95415,
"author": "Magisch",
"author_id": 44144,
"author_profile": "https://workplace.stackexchange.com/users/44144",
"pm_score": 5,
"selected": true,
"text": "<blockquote>\n <p>I would like to send a mail to Assisstant General Manager of a company\n for the fourth time a... | 2017/07/19 | [
"https://workplace.stackexchange.com/questions/95413",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/71368/"
] | I would like to send an email to the Assistant General Manager of a company for the fourth time after a few weeks about its recruitment process. But I get a feeling that I keep nagging him and he is being disturbed.
My question is: can I add this line before sending him another email?
```
"I apologize for disturbing your busy schedule, but..."
```
Because some people hate to read emails starting like this:
```
'Sorry to bother you, but ...' or
'I don't mean to be a pain, but ...' or
'I apologize for disturbing your busy schedule'
```
Is it okay to start my email like the one above to a GM? | >
> I would like to send a mail to Assisstant General Manager of a company
> for the fourth time after few weeks about a recruitment process
>
>
>
Please don't. What you're doing here is nagging, and it can only affect your chances negatively. They won't "admire your persistence" or anything like that, it'll just be annoying.
If you find yourself having to apologize for writing an email, maybe take another look if that email is really necessary to send and reconsider.
If it's an email you're required to send then you won't have to apologize for sending it, and if you have to apologize for sending it, chances are you shouldn't be sending it.
>
> Because few people hates to read mails starting like this,
>
>
>
I think the hate of people is more concentrated on getting unnecessary emails that take time away from what they ought to be doing instead.
So no, don't add that line. And please reconsider if you have to send that E-Mail at all. |
97,126 | <p>I recently went in for an in-person interview with a tech company. This was after the phone screening with the manager. I met with 2 senior devs for about an hour. They said at the end I will receive a take home test if I was moving along in the process. </p>
<p>I was expecting something fairly small, maybe a day or two deadline. What I got was a 30 day deadline on what I figured complex assignment. Is this excessive to anyone else? Should I really spend a month coding in my free time when nothing is guaranteed? Has anyone had a deadline so long before? I am employed so there is no rush to land a job.</p>
<p>NOTE: while researching I found the problem and solution online so I don't think they are using me to write code for free.</p>
<p>Update: the job is for a security company in Houston. Here is a link to the question to get an idea of the length and complexity.</p>
<pre><code>https://github.com/ayakushev/convert_patterns?files=1
</code></pre>
| [
{
"answer_id": 97121,
"author": "Joe Strazzere",
"author_id": 7777,
"author_profile": "https://workplace.stackexchange.com/users/7777",
"pm_score": -1,
"selected": false,
"text": "<blockquote>\n <p>This seems unprofessional at best, and inappropriate or even dangerous\n at worst (parti... | 2017/08/15 | [
"https://workplace.stackexchange.com/questions/97126",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/75533/"
] | I recently went in for an in-person interview with a tech company. This was after the phone screening with the manager. I met with 2 senior devs for about an hour. They said at the end I will receive a take home test if I was moving along in the process.
I was expecting something fairly small, maybe a day or two deadline. What I got was a 30 day deadline on what I figured complex assignment. Is this excessive to anyone else? Should I really spend a month coding in my free time when nothing is guaranteed? Has anyone had a deadline so long before? I am employed so there is no rush to land a job.
NOTE: while researching I found the problem and solution online so I don't think they are using me to write code for free.
Update: the job is for a security company in Houston. Here is a link to the question to get an idea of the length and complexity.
```
https://github.com/ayakushev/convert_patterns?files=1
``` | You'v e already answered your own question in comments. If it "goes against your security training", then don't do it. Your CEO would also know your security training and wouldn't make you break it. (If it's some kind of test, then you definitely shouldn't attend)
This has several of the characteristics of a spoof email. The use of only the first name, the unusual meeting place, the short notice, the lack of detail - all are red flags. The use of first name only increases the chance that you will think the meeting is with someone you know. The short notice is so you don't have time to check it out. The meeting place outside the office is so the spoofer doesn't have to clear your security. And if course it's very easy to make an email look like it came from your boss.
It's not unknown for attackers to use emails like this to gain trust with employees, with a view to later extracting information from them. A small government contractor would be a prime target. The purpose is to make the employee think they are interacting with a legitimate colleague, when in fact they are interacting with an outsider. Using a first name only is a good technique since everybody will assume that "Jim" means the Jim they know. It may be luck or deliberate that they use the CEO's first name.
You should absolutely call your manager, and not attend if you can't reach him or he doesn't OK it.
One possible scenario is that if you go to this meeting you will find a person you don't know who says "I'm [CEO's first name]. You didn't think I was the CEO did you?". They may claim to be doing a special project and need information from you. You should of course give them no information until you have checked them out. Ask to see their security badge, and take a photograph of them and it (if they haven't mysteriously forgotten to bring it). The photograph is to give to the police if he doesn't check out. |
99,886 | <p>When I am asked such a question "How many years experience do you have in skill X?" in interviews, I don't know how to respond it correctly.</p>
<p>Because the culture difference, I am a humble man and don't sell me well. For example, I used a skill X on and off for the last 5 years.
When I was asked, my answer was try to calculate the sum of pure months of using the skills. So I always don't get opportunities. </p>
<p>So what is the correct answer?</p>
<p><strong>EDIT:</strong></p>
<p>Say </p>
<pre><code> in 2012, I had used xxx for 4 months.
in 2013, I had used xxx for 1 month.
in 2014, I had used xxx for 5 months.
in 2015, I had used xxx for 6 months.
in 2016, I had used xxx for 5 months.
in 2017, I had used xxx for 11 months.
</code></pre>
<p>Can I claim 5 years experience?</p>
| [
{
"answer_id": 99890,
"author": "user",
"author_id": 26334,
"author_profile": "https://workplace.stackexchange.com/users/26334",
"pm_score": 2,
"selected": false,
"text": "<p>The question is vague, as you have realised. Instead of worrying about the exact meaning, consider what the purpo... | 2017/09/29 | [
"https://workplace.stackexchange.com/questions/99886",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/76848/"
] | When I am asked such a question "How many years experience do you have in skill X?" in interviews, I don't know how to respond it correctly.
Because the culture difference, I am a humble man and don't sell me well. For example, I used a skill X on and off for the last 5 years.
When I was asked, my answer was try to calculate the sum of pure months of using the skills. So I always don't get opportunities.
So what is the correct answer?
**EDIT:**
Say
```
in 2012, I had used xxx for 4 months.
in 2013, I had used xxx for 1 month.
in 2014, I had used xxx for 5 months.
in 2015, I had used xxx for 6 months.
in 2016, I had used xxx for 5 months.
in 2017, I had used xxx for 11 months.
```
Can I claim 5 years experience? | In an interview, take advantage of the fact that you are not filling out a form online, or writing up a resume to a strict format. You are talking to a human. So answer in an honest, complete, and useful way.
For example
>
> It's been more than 5 years since I started using X, so I've certainly seen the changes in it and watched it improve. I don't want to suggest I used it 8 hours a day for those 5 years, of course. The first few years I would have some projects that used it and some that didn't. The last year I **have** been using it pretty continuously and overall I feel comfortable saying I have 5 years experience with it.
>
>
>
This starts with a fact, wanders through details, and winds up with a claim that is pretty strongly backed by the details. (Some interviewers only listen to the first and last sentence fragments of long answers.) You'll not feel that you're lying, but you won't be throwing away your own useful experience by calculating it too granularly. I mean doing that math and deciding you only have 2 years experience just isn't true. Maybe "the equivalent of" but when I hear that I think the person is inflating their experience, not deflating it to account for skipped times.
I've been using C++ since roughly 1987. I didn't record the precise date because I didn't know it was going to be important. It might have been 1986, I don't know. There have been times in those 30 years that I didn't do much or even any C++ for months at a time or even longer. I don't care. I have 30 years of C++ experience. I think it would be good for you to adopt a similar attitude. |
100,767 | <p>I'm profoundly deaf and wear hearing aids. As such, I don't have a problem talking face to face when I'm able to lip read, whether it is one-on-one, in person group meetings or video chats with low latency and good video/audio synchronization. Essentially the problem for me is without lip reading, I have a hard time placing a value to a sequence of speech sounds, so the end result is you can be speaking English to me, but it might as well be Russian for all I can understand. So, I prefer text-based communication like email, IM and text messaging.</p>
<p>On my resume, beneath my address for contact information, I have </p>
<pre><code>Phone: 012-345-6789, Text Message Only
</code></pre>
<p>I'm wondering if this is a good idea. My general course of action is to include a couple sentences about communication and my deafness in the cover letter. However, if someone is reviewing the resume independent of the cover letter, and sees that 'Text Message Only' block, that may give a bad impression.</p>
<p>So, include or not?</p>
| [
{
"answer_id": 100768,
"author": "DarkCygnus",
"author_id": 73791,
"author_profile": "https://workplace.stackexchange.com/users/73791",
"pm_score": 2,
"selected": false,
"text": "<blockquote>\n <p>So, include or not?</p>\n</blockquote>\n\n<p>I would say that you could leave it, but you ... | 2017/10/14 | [
"https://workplace.stackexchange.com/questions/100767",
"https://workplace.stackexchange.com",
"https://workplace.stackexchange.com/users/13180/"
] | I'm profoundly deaf and wear hearing aids. As such, I don't have a problem talking face to face when I'm able to lip read, whether it is one-on-one, in person group meetings or video chats with low latency and good video/audio synchronization. Essentially the problem for me is without lip reading, I have a hard time placing a value to a sequence of speech sounds, so the end result is you can be speaking English to me, but it might as well be Russian for all I can understand. So, I prefer text-based communication like email, IM and text messaging.
On my resume, beneath my address for contact information, I have
```
Phone: 012-345-6789, Text Message Only
```
I'm wondering if this is a good idea. My general course of action is to include a couple sentences about communication and my deafness in the cover letter. However, if someone is reviewing the resume independent of the cover letter, and sees that 'Text Message Only' block, that may give a bad impression.
So, include or not? | Don't include a phone number on your resume if you can't receive phone calls.
In my experience, recruiters use some combination of phone calls, emails and IM's here and there, they very rarely, if ever, use text messages. And, even if they do, I'd expect them to start with an email or phone call. Text messages are generally considered to be fairly informal.
I'd recommend using email as your primary method of text communication with recruiters or potential employers, unless or until they communicate another preference. |
101,717 | <p>Cover letters used to be printed and put into an envelope with a CV and other documents. Therefore, at least in Germany, they contained the senders name, postal address, the current date, subject, the recipients name and recipients address.</p>
<p><strong>Should a cover letter in PDF format contain this information even if it will be uploaded on a website or sent via e-mail?</strong></p>
<p>One the one hand the letter looks more formal this way and the potential employee could see that I know how to write a proper business letter. On the other hand this information is superfluous and only clutters the cover letter and from a UX perspective I want it to be as lean as possible.</p>
<h1>Variant A with address information, date and visuals</h1>
<pre><code> Max Mustermann
Beispielstraße 123
54321 Astadt
-------------------------------------------------------------------------
employer company inc.
Straße 451
12346 Bstadt
26. Oktober 2017
Sehr geehrte Damen und Herren,
lorem ipsum dolor sit amet, consetetur sadipscing elitr,
sed diam nonumy eirmod tempor invidunt ut labore et dolore
magna aliquyam erat, sed diam voluptua. At vero eos et accusam
et justo duo dolores et ea rebum. Stet clita kasd gubergren.
Mit freundlichen Grüßen
Max Mustermann
</code></pre>
<h1>Variant B without address information</h1>
<pre><code>Sehr geehrte Damen und Herren,
lorem ipsum dolor sit amet, consetetur sadipscing elitr,
sed diam nonumy eirmod tempor invidunt ut labore et dolore
magna aliquyam erat, sed diam voluptua. At vero eos et accusam
et justo duo dolores et ea rebum. Stet clita kasd gubergren.
Mit freundlichen Grüßen
Max Mustermann
</code></pre>
<p>This is for a German language application in Germany for an IT job. I would render the cover letter in Latex.</p>
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] | Cover letters used to be printed and put into an envelope with a CV and other documents. Therefore, at least in Germany, they contained the senders name, postal address, the current date, subject, the recipients name and recipients address.
**Should a cover letter in PDF format contain this information even if it will be uploaded on a website or sent via e-mail?**
One the one hand the letter looks more formal this way and the potential employee could see that I know how to write a proper business letter. On the other hand this information is superfluous and only clutters the cover letter and from a UX perspective I want it to be as lean as possible.
Variant A with address information, date and visuals
====================================================
```
Max Mustermann
Beispielstraße 123
54321 Astadt
-------------------------------------------------------------------------
employer company inc.
Straße 451
12346 Bstadt
26. Oktober 2017
Sehr geehrte Damen und Herren,
lorem ipsum dolor sit amet, consetetur sadipscing elitr,
sed diam nonumy eirmod tempor invidunt ut labore et dolore
magna aliquyam erat, sed diam voluptua. At vero eos et accusam
et justo duo dolores et ea rebum. Stet clita kasd gubergren.
Mit freundlichen Grüßen
Max Mustermann
```
Variant B without address information
=====================================
```
Sehr geehrte Damen und Herren,
lorem ipsum dolor sit amet, consetetur sadipscing elitr,
sed diam nonumy eirmod tempor invidunt ut labore et dolore
magna aliquyam erat, sed diam voluptua. At vero eos et accusam
et justo duo dolores et ea rebum. Stet clita kasd gubergren.
Mit freundlichen Grüßen
Max Mustermann
```
This is for a German language application in Germany for an IT job. I would render the cover letter in Latex. | This question has no "right" answer...it's subjective based on who you are applying too.
The short answer is unless you know for a fact the company you are applying to hates cover letters that look traditional - you always make it look traditional. You risk looking lazy & unable to follow social rules (which are a precursor to workplace social rules).
This of course is modified by the position & the company you are applying for ...
The more traditional the company, the more important you provide them with everything they expect. If you do decide not too - you need to mirror this everywhere so they know you did this on purpose, not that you were ignorant of the standards everyone else followed.
Example, if you applying to be a designer - you might want to make your cover letter flashy instead of traditional & that might be the way to do it.
Another example, you are going theoretically going to work for some big name imaginary company that hates traditional values, they all wear street clothing, they have no formal offices, only a collection of art deco style huts on the roof of some skyscraper & they dance a 3 count instead of a 4 count (those heathens?!). Perhaps they forbid wasting ink on duplicate information - so in the place of the address you put a little note, "Thank you for considering me!"
That's pretty extreme, but I want to point out if you are applying to a technical position, a law firm, a government job etc - it would be a real mistake not to be precise & follow standards. |