How The Maker Movement is Changing Future Careers

How The Maker Movement is Changing Future Careers How The Maker Movement is Changing Future Careers Will kids playing with Legos improve the world a spot? Will kids who assemble their own rocket boats or dollhouses proceed to be the grown-up pioneers of tomorrow, who take on the world's difficulties with innovation and imagination? On the off chance that 13-year-old Shubham Banerjee is a case of youthful creators, the response to those inquiries might be a reverberating Yes! In the wake of perusing that most Braille printers cost more than $2,000, Shubham chose this cost was insane and set out to make a less expensive other option. Utilizing a Lego unit and parts from a nearby tool shop, he manufactured a model Braille printer of his own. The cost? About $350. With money related and innovation backing from Intel, Shubham established his own organization and is presently taking a shot at a further developed, ease Braille printer dependent on the postage-stamp size Intel Edison registering stage. Shubham's story is astounding and rousing â€" and less of a special case than you may might suspect. His story is one of the numerous victories rising up out of the Maker Movement. Creators originate from all financial foundations and are altogether ages. They use innovation and imagination to reevaluate their general surroundings, regardless of whether it's adding movement delicate LED lights to Barbie's outfit, making a tweetable espresso pot or utilizing sensors to make an application empowered watering framework for their houseplants. Many, as Shubham, are utilizing their abilities as producers to make their own vocation openings. The exercise for us all is that making and investigating through play isn't just about commending the skilled however about activating and empowering the ability living inside each youngster, says Jay Melican, Intel's creator ruler. Study after examination bolsters that the most ideal approach to initiate an inquisitive psyche is to make something. That may be a stunning cutting edge innovation or an untidy science analyze. This move to making speaks to the ideal tempest of new mechanical materials, extended chances, learning through hands-on understanding and the fundamental human drive to make. Reasonable innovation and the capacity to share online has filled the Maker Movement. New devices like 3D printers, apply autonomy, reasonable microchips like the Intel Galileo or Intel Edison advancement loads up and new programming dialects are empowering hands-on learning and empowering offspring of any age to utilize these devices to move from uninvolved collectors of information to genuine world makers. For the first run through, understudies can take their influential plans to make genuine articles, not simply pretend models. Children can take care of genuine issues with their own innovations and effectively investigate science, innovation, designing and math (STEM) profession openings. The Maker Movement holds the guarantee to explicitly motivate young ladies to seek after STEM considers and even professions. An Intel study, called MakeHers, found that the social-administration perspectives inspire female creators and that young lady producers grow more intrigue and aptitudes in software engineering and designing. Guardians and educators of young kids may as of now accidentally take an interest in the Maker Movement when youngsters use tablets in the study hall, play coding games or construct a soapbox vehicle at home. Attending a Maker Faire is an extraordinary method to study the universe of Making and motivate children everything being equal. Proclaimed as the best show-and-tells on earth, the Maker Faire in San Mateo, California every year draws in excess of 145,000 kids and grown-ups over only one end of the week. Many Maker Faires are held far and wide consistently. They assemble to make things, flaunt, challenge each other, giggle, play, create, tinker, take care of issues and move. Fervor, as opposed to skill, is the coin of the domain in this otherworldly condition brimming with fire-breathing models, cupcake vehicles, bike fueled musical crews, pop and Mentosâ€"moved wellsprings and workshops in programming, patching, welding, lock-picking, weaving, knitting and robot making. To find out more and to discover a Maker Faire close to you, visit makerfaire.com.

How Can Facebook and LinkedIn Get You a New Job

How Can Facebook and LinkedIn Get You a New Job Facebook and LinkedIn are great places to find your next job, more so than you would think. Recruiters use social networks to post jobs, to source for candidates and to network with talent. Research shows that nearly 75% of companies check out potential candidates on social networks. And theyre not just digging for dirt. More and more, HR execs and recruiters are turning to social networks to scout out promising job candidates, and with good reason. One recent study by Northern Illinois University professors found study participants could more accurately predict a candidates likelihood to succeed in a particular job by browsing their Facebook profile than by evaluating detailed personality surveys. Another study by professors at Cornell University found that job applicants were less likely to lie about past work experience on their LinkedIn profile than they were on a traditional resume. Our friends at OnlineDegrees.com have created a useful inforgraphic about how companies are integrating social media more than ever in the job search â€" and how you can use that to your advantage. Most recruiters hire through LinkedIn (94.5%), and some use Twitter and Facebook as well (42% and 33%, respectively). See more at How Recruiters Use Facebook, LinkedIn and Twitter. So, can your social networks help you land a job? In this infographic, learn how recruiters are using social sites and how you can optimize your online presence. RELATED:  How To Search for Jobs on Facebook.

5 Things a CV Wont Tell You About a Candidate

5 Things a CV Wont Tell You About a Candidate Most recruitment processes will start with potential candidates sending through their applications or CVs, and as a recruiter, it’s part of your role to screen the responses and pinpoint the most suitable applicants. However, you could be missing out on some great candidates if you’re focusing solely on a candidate’s CV and not delving deeper into their experience. A CV merely documents a candidate’s experience, listing their core skills, meaning soft skills such as communication, confidence or a candidate’s work ethic is harder to assess within their application. Below are five things a CV can’t tell you about candidates and how you can identify these requirements elsewhere in the recruitment process. 1. Work ethic While CVs will document candidates’ career history and allow you to explore their overall experience in a certain industry, it’s harder to detect their work ethic. Hardworking, dedicated and motivated candidates are a must for any job role but focusing entirely on a CV won’t give you this information. Probing candidates about their work ethic in a pre-screen telephone interview could be an excellent way to combat this. Consider asking questions about the candidate’s prioritizes in a working environment, how they adapt to any changes or delve into their ability to complete tasks or projects within given deadlines. Work trials could also be another great way for you to assess their work ethic, going beyond their CV and seeing how they perform in practice. Whether inviting them in for a few hours or half a day to get a real feel for the working environment. 2. Appearance It’s becoming less common for candidates to use profile pictures as part of their application. Whether a candidate has a professional appearance in person is something you aren’t ordinarily able to review until a face to face interview. Video or Skype interviewing could allow you to see how a candidate presents themselves before inviting them in â€" giving you an insight into how they dress to impress or put themselves forward in an interview. Appearance isn’t limited to the way a candidate dresses or interacts, consider reviewing their social media appearance. Reviewing their LinkedIn profile and exploring any testimonials, endorsements or the posts they share or like in their network. 3. Presence Whilst each position you’re recruiting for will require a different skill set there are some soft skills you should be detecting in each applicant. Soft skills such as confidence, communication, and interpersonal skills are harder to embed within a CV and instead need a personal touch to spot. A candidate’s personality will also play a big part as to whether they will fit with an existing team or manager. Contacting candidates via phone can help you decipher whether they would be a good match. Avoid just asking questions about the role and the candidate’s experience and instead discuss the culture and ethos within that employer, recognizing the candidate’s reaction to that type of environment. 4. Reputation The referencing stage of the recruitment process occurs typically after the interviews and pre-screening is completed, but then it could be too late. Whilst most candidates won’t feel comfortable with you contacting their employer without a confirmed offer, you can assess their reputation through other means. Probing with questions such as “how would you friends/colleagues describe you?” could make candidates reflect on their strengths from a different angle. With the rise of social media, it is easier than ever to examine a candidate reputation. With LinkedIn, you can easily access testimonials from previous employers or endorsements from clients or colleagues that showcase their core strengths. Use your network if the candidate has been referred to you to gain feedback. Achievements are another way to identify a candidate’s reputation, while they may document some examples in their CV, a pre-qualifying telephone or video call could help you to dig deeper. 5. Are they easily managed? Fit is a big part of the recruitment process, and as a recruiter, your role is to determine whether a candidate would work well with a team or with management. Management styles can vary, and a CV won’t be able to confirm which candidates will be able to adapt or if they are easy to manage in general. Forming a strong relationship with your stakeholders or hiring managers is the best way for you to find out about that line manager’s management style, being able to match this with suitable candidates. Interviewing candidates will give you an overview of their personality and how well they will react to instructions or specific guidelines, rules or procedures within the hiring company. It’s essential to go beyond a CV and notice the potential of candidates. Picking up the phone and initiating a conversation will give you a clearer picture about who is the right candidate for the job.

Job Search How Can I Help You - Personal Branding Blog - Stand Out In Your Career

Job Search How Can I Help You - Personal Branding Blog - Stand Out In Your Career How can I help you? is a magic question. It is one of the most useful job search questions you can ask others. It is also a question that, if you are properly prepared when it is asked of you, can laser focus your networking contacts on your specific needs. Asking your job search contacts How Can I Help You? This is a no-brainer, right? No. Actually, it isnt. Most job seekers are focused on their needs far more than the needs of others. This is natural and why I emphasize the importance of asking others how you can be of assistance. In Fast Track Your Job Search (and Career!), I recommend asking this question in the second step of a four step process for conducting a one-on-one job search networking meeting. Asking others how you can help them uncovers needs you may be able to address. It is a tool for making deposits into other peoples emotional bank accounts, a phrase used by Stephen Covey in his best-selling book The Seven Habits of Highly Successful People. Sincerely trying to understand the other person and their needs is one of the best ways to demonstrate your desire to help. Demonstrating you want to help will build rapport and trust. So, lets assume you have remembered to ask the magic question. As evidenced by a large number of former clients, evoking a meaningful response from others can be difficult. Many will tend to dismiss your question with responses similar to Im fine, dont really need anything. To be of help to them, you must break through these types of roadblocks by being more insistent. Here are two suggested responses that you may find helpful: ____________ (persons name) was kind enough to introduce me to you. Perhaps I can return the favor. What types of people would you like to meet? I appreciate you taking the time to meet with me and really would like to help you. What are some things that would be helpful to you? Answering your job search contacts when they ask How Can I Help You? Now, lets turn this question around the other way. Job search networking demands that you be prepared to explain how you would like to be helped when the magic question is asked. There are many ways to respond. I recommend you start by defining what end result you are seeking to achieve, such as gaining introductions to people who can interview and hire you. To connect with such people, I have found a target employers list to be a great tool. Here are two suggestions for getting these introductions, either by using such a list or providing descriptive information (which is not as effective); I have a list of companies that are of interest to me. What would be most helpful is if you would review the list and introduce me to people you know well in a couple of these companies. I want to connect with people in companies that have over 100 employees and are in the ________________ industry and in _______________ (city/area). It would be helpful if you could introduce me to people you know in such companies. How can I help you is a magic question that can build relationships when you ask it and get you closer to your job search goals when it is asked of you. What other suggestions do you have for responding to this question?

International Students The Best Ways to Get Accustomed to Life in the US

International Students The Best Ways to Get Accustomed to Life in the US Going off to college is nerve-wrecking for students who are only a few hours away from their hometown. As an international student, you’re not only away from home, but you’re also forced to get acclimated to a whole new country. Here are some ways to start feeling like you fit in: Join a club or campus/local group. There’s probably some groups on-campus for international students, which can be a great way to meet other students who are similar to yourself. You might also want to join a club that relates to your major, or something that interests you. Either way, you’ll meet new people and have the opportunity to make friends. Embrace your differences. Just because you have an accent or are from a country that many Americans aren’t familiar with doesn’t mean you should feel like an outcast. Be proud of your heritage and be open to sharing your background story with other students. Many students are open to learning new things and meeting all types of people while attending college. Get out of your dorm room. Attend campus events, go to parties, try some new food, see a movie, or visit other cities close to your school. Although no one will argue that your education should be your top priority, a social life is also vital to staying happy (and sane). Show off your skills on-campus. If you’re a strong writer, consider getting a gig with the university’s newspaper. If you’re hoping to get your MBA, get involved with business groups and run for a leadership position. If you’re athletic, join a sports team or club. Making your mark is easier than you might think, as long as you’re open to stepping outside of your comfort zone. Use resources available to you. The international student office on-campus should be a place that you feel comfortable visiting: talk with the staff, and get advice about excelling in school and fitting in on campus. Your professors are also a great resource for this. In fact, many professors were once international students, too! What other ways are there for international students to quickly get accustomed to American culture? ______________________________________________________________________________________

Whats the Difference Between Writing a CV and Resume

What’s the Difference Between Writing a CV and Resume Photo Credit â€" Pixabay.comDid you know that resume and cv are not synonyms but two different notions that have absolutely difficult approaches and ways of presenting them in your job application? Most of the applicants do not understand this difference.Frequently, they make a mistake when the requirements state that an applicant needs to attach CV. They apply their resumes and do not even understand why their applications are denied or ignored.?The matter is they fail with the first requirement which might show that they were not attentive enough. However, it’s not about being not attentive it’s about knowing the difference between CV and resume.evalAfter reading this article, you will get to know the difference at last and will never make the same mistake again.CV â€" what’s that?evalCV, vita or curriculum vitæ are three names of one and the same document that serves different goals. It may be used for a job application, for applying to the university, and to applying to pa rticipate in different competitions, educational events, etc.CV is an in-depth overview of a person’s experience, achievements, education, etc. As a rule, CV is rather long, it may take more than 2 pages.As CV may be used for different goals, here you may add all the information about yourself and be as detailed as you need. The information should be presented in chronological order to make it easier to read. Moreover, you need to separate all information into blocks.There is a standard structure of CV that you should stick to. This structure is used for CV for job application and for entrance to college. 1. Personal informationThis block is generally placed on the right top corner of your CV. Here, you should indicate such information as your full name, address where you live, your contact email, phone number, date of birth, and in some cases your nationality and your marital status.?It will be nice to add links to your social media profiles like LinkedIn.2. Position and profe ssional field of interestevalIndicate the position you are taking now or your fields of interest. In this way, you will show what you are doing right now. If you are working on your CV for college application, tell here about your recent studies.3. Working experienceList all the job positions you’ve taken. As all information should be presented in the chronological order, you need to start with the recent job and move back into history.Along with the job positions, you are to indicate the company where you worked and when exactly you took the position there. It will be nice to add here the description of your responsibilities. In CV, you may indicate all jobs regardless how relevant they are to the position that you apply right now.4. SkillsDescribe here the set of skills you have and knowledge of languages. In this block, you will be able to demonstrate all your professional advantages and you will show why you are the best candidate considering the technical characteristics that you have.5. EducationevalTell here what college or university you graduated from, what kind of diploma you’ve got and what exactly you have studied.6. Hobbies and activitiesTalk here about the things that inspire you, what you do when you have free time, and what helps you stay motivated to work harder.Resume â€" what’s that?When it comes to writing a resume, you should remember that every single job position requires a tailored resume. Besides, resume is used for job application only, unlike the CV.One of the main particular features of resume is that it should never exceed one page. Here, you need to stick to the main idea: present the most relevant details in short but informative way.The structure of resume is almost the same as the structure of CV. Here, you should also indicate your personal details, education, working experience, and skills. However, you may omit your hobbies.In resume, you should be more concentrated on the information that is relevant to the job positi on you apply. Therefore, you should check the requirements of the position and make sure that you covered all of them in a resume.Do I need both of the documents?In most cases, to apply for a certain job position it’s enough to create a tailored resume. However, it will be nice to have also CV, in case the position requires attaching this document.?Prepare CV in advance as this type of document should not be re-written for each application. It will be more difficult to prepare resume in advance, as it should be customized to every job position you apply.Do remember about proofreading and editing resume and CV. They both should be of the highest quality if you want to succeed with your application.evalAs you can see, resume and CV are different in their length, layout and the purpose you use it. While CV can serve various purposes, resume always has a very limited purpose.We can tell that resume is a quick overview of your CV. To write both of these documents, we would recommend yo u to start with writing CV and then move to writing resume. In this way, you will have all information and will choose what you need for your resume.We hope that this article was useful for you, and from now on you won’t make a mistake by sending CV instead of a resume.

How to pump up participation in wellness programs

How to pump up participation in wellness programs Youve launched a wellness program for your employees. You’ve attracted a set of early adopters, but your overall participation rates have plateaued. Does this sound familiar? Fear not, you’re not alone. According The State of Workplace Well-being survey, 52 percent of employer respondents agree that participation is the biggest challenge for wellness programs. Let’s be real. This situation is disheartening and frustrating. After all, you built the program to help your employees improve their well-being. Low participation stems from many factors including lack of time, a lack of relevance, a lack of priority, or a lack of simplicity. Here’s a few ways to pump up participation in your wellness program: 1. Don’t just focus on wellness Programs that only focus on health and fitness improvements are missing the mark. Instead build a program that focuses on employee well-being, which includes much more than just health. Make sure your program offers tools, resources, and activities that address areas of improvement that your employees really care about. This may include stress management, financial well-being, community building, or work collaboration. The best way to know what your employees want is to ask them. Use survey tools like TinyPulse to regularly ask your employees what they care about. 2. Give employees time Make your program an integral part of the workday. Nothing’s worse than adding one more thing employees have to do. Instead, wellness programs should be something employees want to do as part of their day at work. In a 2015 survey from Quantum Workplace, 49.8 percent of employees said they want time for healthy activities at work, but only 23.2 percent of employers offer it. This doesn’t mean you need to force people into the gym every day. Encourage walking meetings, stress-relief breaks, or the ability to adjust working schedules to accommodate an outside-of-work activity. 3. Use technology Many wellness programs today are tech-based to make it easy for employees to participate in activities and track progress along the way. Tech-based programs easily integrate wearable trackers, connect to other human resources programs, use game technology to keep people coming back, and build community with social elements. New interactive technology from Limeade even features videos to help employees learn about well-being and integrated quizzes to help them retain more information. 4. Reward employees positively Recognize and reward people for their participation â€" and do so in a positive way. People should be encouraged and celebrated for participating, not punished if they don’t participate. According to The State of Workplace Well-being survey, 68 percent of the employers said they use incentives for participation and 65 percent see them as the most important factor to a successful wellness program. And contrary to popular belief, these rewards don’t need to break the bank. They can be as simple as social recognition, a PTO day to recharge, or even a simple award to hang in a cubicle. 5. Make well-being a priority One of the best ways to demonstrate your commitment to your employees is through leadership support. Leadership involvement was cited as the most effective factor for a successful wellness program by 59 percent of employer respondents. Encourage employees to make well-being a priority by setting a great example. This can be as simple as having leaders share wellness goals, sponsoring wellness activities, or hosting lunch ‘n learn events. While there are many ways to boost employee participation in wellness programs, tackling some of these fundamentals will set your program and employees up for success. Join Dana Manciagli’s Job Search Master Class right now and immediately access the most comprehensive job search system currently available!