Wednesday, December 17, 2014

Are YOU a Multitasker?

Why no one should multitask — and how I finally stopped

Usually, at any given time, I have about 10 to 20 tabs open on Chrome. I'm also juggling several tasks at once: answering emails as they come in, updating my organization's social media channels, writing an article, browsing the news — you get the picture.
I used to think this method of tackling everything at once made me more efficient, but I've started to notice that it actually takes longer to finish anything. I'll write a couple lines of a piece for The Muse, jump over Twitter and churn out a tweet, think of a message I need to send and finally jump back to my Word doc — only to have completely lost my train of thought.
This is called "the myth of multitasking," and I'm not the first to realize that it harms our work. In fact, research shows that multitasking lowers productivity by up to 40% and increases errors and stress.
Why, then, is multitasking still a thing? And, more importantly, how can multitaskers like me stop once and for all?

It feels good

Just like eating an entire carton of ice cream in one sitting (guilty) can give you a temporary boost, it turns out there's a positive emotional response associated with multitasking.
A study from the Ohio State University found those who multitask feel better — not because they got more done (their performance was actually impaired) but because they perceived they were getting more done. The subjects, explains study author Zheng Wang, "seem to be misperceiving the positive feelings they get from multitasking. They are not being more productive — they just feel more emotionally satisfied from their work."
So by recognizing that my multitasking is holding me back, I've already made some progress.My next step (and yours)? To eradicate it. When I sat down to think about it, I pinpointed three key reasons I multitask: The nature of internet browsing making it easy to flip-flop between web pages, my lack of organization and my propensity to get bored when I spend a long time on one task.
Here's how I tackled them, one by one.

One tab

Remember all of those open tabs I mentioned? Well, I'm not alone. According to a Mozilla Firefox study, most people have around five to 10 tabs open at one time.
I often leave websites open if I know I'll have to go back and reference them while I'm working. However, that's no excuse for having Gmail, Twitter, and Facebook up — especially because I've gotten into the habit of instantly checking them whenever I see a notification pop up in their tab.
To force myself to focus, I downloaded OneTab a Chrome extension that converts all of your open tabs into a hyperlinked list.

It's amazing how even just the visual effect of reducing my browser to one website improves my concentration, like the virtual version of cleaning my desk. Plus, it's much harder to do three things at once when I'm only looking at one.

Make a list

One of the reasons I skip from project to project throughout the day is because I often remember something I have to do midway through something else. Suddenly, I feel compelled to complete this new task — either because it's more urgent, or I don't want to forget it again, or simply because what I'm currently working on isn't very entertaining.
However, I've found I can solve all of these problems by making a better to-do list.
I'm far from the first professional (or Muser) to champion the power of a task list, so this is not revolutionary advice.
However, if like me, your to-do list is scattered across various platforms — a physical planner, an app like Evernote, a desk calendar, Google Calendar, a notepad, an extension like Any.Do, and so on — you may want to consider concentrating them into a single source.
That's what I did. I decided to exclusively use my planner — since I can use it for scheduling both dates and assignments — and refused to write reminders anywhere else.
Similar to OneTab, this instantly made me feel more organized. It also guaranteed I never suddenly realized I was forgetting a deadline or project, so I could work on one thing in peace.

Chunk it out

Another reason I multitask is because I crave variety. While the "addictive nature" of multi-tasking hasn't been well-studied, one researcher has likened it to skydiving or playing video games, activities in which we "get a buzz from novelty and variety."

Fighting against my impulses reminded me of the Pomodoro Technique, a work method that has you work in set increments, then take periodic breaks. For example, you complete three cycles of working for 25 minutes and then rest for five. It's designed to fight procrastination, but I wondered if assigning myself to work solely on one project for a set amount of time could have the same effect on my tendency to multitask.
It definitely did. For longer projects, I found my momentum around the 20-minute mark, whereas before I had been jumping to something different every five or 10 minutes. And with the shorter tasks, after a couple of days I didn't even need a timer — I could just work until they were done.
When I began this article, I was a chronic multitasker. However, as I write these last sentences, I'm proud to report that not only do I have just one tab open, but this is the sole thing I've been working on for the past 20 minutes. I may still have an obsessive need to check my email — but I'll save that problem for next week.

Wednesday, December 10, 2014

Worlco?... Whats Worlco?

What We Do...
WORLCO is a Total Information Systems staffing 

organization founded in 1982. Our company specializes in 

Permanent Placement, Contract Consulting and Customized 

Staffing Solutions for Information Technology organizations

 and the technical pre-screening of the employment 

marketplace on behalf of the candidates we represent.


Worlco provides a full range of recruiting and consulting 


services relating to the computer industry. Contingency fee

 placement, executive search, contract consulting services 

and customized staffing programs are some of the services    

we provide locally, nationally and internationally. Through

our worldwide affiliates, we are able to present a selection of 

qualified candidates when a client is interested in relocating

 individuals.


Be on the look our for our job posts! You can also visit 

Our Website ANYTIME to see what job opportunities

 we have available!



Be sure to "LIKE" us on Facebook to see weekly job advertisements!



Wednesday, December 3, 2014

How Long Should Someone Stay at a Job?

How Long Should Someone Stay at a Job?

Answer by Quora user Michael O. Church, programmer and engineer.

It depends on how much you're learning and what the job is doing for your career.
In general, the numbers you want to remember are 8, 18, 48 and 72.

Future employers may perceive staying at a job for under eight months as a negative mark on your resume, unless you can point to an objective reason for your short stay (such as a large corporate action). This time period suggests that you didn't pass your six-month review or the first performance cycle. You may want to omit the job and move any accomplishments to your freelance section if you stayed for a shorter time period.
One exception to this rule is if you're affected by a news-making layoff in the first year, or ever. An unannounced small layoff (under 5% of your division) will probably look performance-related, and you should probably omit it, but when you're affected by a known layoff (such as a plant closing), there's no shame in it. With, say, a seven-month job that ended due to a large-scale, non-performance layoff, you are better off to list it on your resume.

18 months is the socially accepted minimum for staying at a job. It suggests that you survived at least one review cycle — reviews are typically annual, and employees aren't generally reviewed until they've been at the company for six months; that's where the 18-month derivation comes from — and that you achieved something in order to be retained for that long.

You can go down to nine months if you have a really good explanation, like a corporate action (merger, upper management change) that affected the nature of your work, or a family-related reason. If you come in under 18 months for some reason, it helps if you can establish that you did pass at least one performance review. (A bonus, or a round of layoffs that you survived, would suffice.)
If you had one job where you were (possibly unintentionally) bait-and-switched and you left at eight months, that's understandable. If you have five of these jobs, it looks like you're the problem. Similarly, if you leave every time the nature of the work changes, HR cynics will likely be skeptical.
Ideally, you should try to make a job span, at the minimum, 15 months spanning three calendar years (e.g. October 2014 — January 2016) or 18 months spanning two. All else being equal, two years is better than 18 months, and three years is better than two, and four is better than three. The advantage gained each month isn't enough to merit passing up obviously superior opportunities, but it does mean that you're best off to avoid movements that don't have an obvious benefit.
Four years (48 months) will get you "full credit" for working at a company, unless something makes it clear that you were an under-performer or stagnating. If you have an increasing scope of accomplishments, and preferably at least one title change, you're in good shape. If you haven't been promoted and your projects aren't getting better, you're still okay at this point — but you have approximately two years in which you can make your next move.

Six years (72 months) is the point at which it starts to hurt you if you're not getting promoted or receiving better projects. Four years with an on-boarding year and then a flat trend or lateral moves is fine; four years means you did your job, gave the company a thorough chance, didn't piss off too many people and moved on. Six or more years without an obvious record of promotion may suggest that you're unambitious and, while not necessarily expendable, thoroughly mediocre. If you keep getting promoted, however, there's no upper limit on how long you can stay at a job

Find full article at http://mashable.com/2014/12/02/job-length/
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Wednesday, November 26, 2014

Black Friday Gadget Deals!

Looking for BLACK FRIDAY Deals?!


Having trouble waiting for Black Friday to get your hands on some new gadgets? Not to worry. There are already some cool electronics up for (relatively) cheap prices online.
We've put together some of our favorites — from the very cheap to the more high-end — to help you buy something for your gadget-inclined friends this season, or just treat yourself.

1. Dell OptiPlex 3020 Mini Tower (and optional monitor)


unnamed (2)

IMAGE: DELL


Was: $827.14
Now: $499
If you've been meaning to upgrade your desktop, now might be the time. Dell's offering up an early Black Friday deal with this computer tower, marked down $328 from market value. The computer has an Intel Core i3 processor and 500GB hard drive. As a bonus, Dell will throw in a 22-inch monitor for an extra $129.

2. Samsung 55-inch HU6950 Series Smart TV


samsung-TV


IMAGE: SAMSUNG


Was: $2,399
Now: $1,200

Now for something a bit more fancy to use with one of the latest streaming media devices — a Samsung TV that comes with a not-too-shabby $1,199 discount.

3. Dell 22 Dual Monitor Bundle


dell-monitors


IMAGE: DELL


Was: $589.97
Now: $369.99
If you need a little more space for your new computer's display, Dell also has a holiday deal for two 21.5-inch monitors for $220 cheaper than normal.

4. Seagate 2TB backup hard drive


seagate-harddrive


IMAGE: NEWEGG


Was: $199.99
Now: $79.99
Now's a good time to back up your computer with this fairly cheap Seagate external hard drive, which comes with a 60% discount. The deal ends in two days, so act quickly.

5. Sony Extra Bass Bluetooth Headset


sony headphones


IMAGE: SONY


Was: $199.99
Now: $99
This deal's available now from Sony: bass-heavy headphones with Bluetooth capabilities with a $100 discount.


Find full article at http://mashable.com/2014/11/25/dell-black-friday-cheap/

Wednesday, November 19, 2014

4 Changes to Refresh Your Resume!

4 Changes to Refresh Your Resume!

As a job seeker, it's easy to see hiring managers as big, bad obstacles that need to be overcome. They're the gatekeepers, after all. But this kind of thinking actually leads to weaker job applications.
Think about it this way: Hiring managers read a ton of resumes — to the point at which their eyes cross. More importantly, hiring managers are just people. With this in mind, the only thing you really need to do to stand out is to have the one resume that actually lets them breathe a sigh of relief during this painful process. Here are four ways you can do just that.

1. Make the first thing on your resume immediately relevant

There’s nothing worse for a hiring manager than having to dig through a resume to find what, exactly, an applicant’s relevant experience entails. Don’t make this harder than it needs to be for the person who will be reading your resume, and make sure the first thing on your resume is something you know he or she wants.
Are you applying to a sales position? Titling the first section of your resume “Sales Experience” might be a good way to start. Throwing your hat in for a position that requires specific training or certifications? Make that section number one. Go ahead. Make that hiring manager’s day, and actually start your resume with something that makes sense for the position.

2. Don’t slap your reader in the face with text

So, you’ve managed to fit your resume all on one page with some efficient formatting and size eight font. Well, let me stop you right there. No hiring manager is going to see that resume and think, “Well, it’s still technically one page, so I better give it my full attention.” He or she will either read it while developing an impression that you’re already a burdensome job candidate, or he or she won’t even bother with the eye strain and just toss it.
Be kind to your resume reviewer. Leave plenty of white space on that page, and use a reasonable size font — even if it means you have to cut some details. No big blocks of text. Favor bullets that don’t exceed two lines of text over paragraphs when describing your experience. And, of course, think about what you can do to make your resume easier to skim overall. (These 12 little tricks will point you in the right direction.)

3. Cut the resume speak and get to the point

Does your resume have phrases like “utilized innovative social media techniques” to describe how you posted to the company’s Twitter account every once in awhile? If so, you might be guilty of resume speak. (For extreme — and extremely hilarious — examples of this, the Resume Speak Tumblr is worth a browse.) Not only can hiring managers usually see right through this, but worse, resume speak often obscures what your real experience actually is.
There is no way your resume can make a strong case for your skills and experiences if the language you use is imprecise, fluffy or hard to comprehend. Be concise and specific when describing your past experience (in the example above, perhaps, “Posted weekly Twitter updates and grew followers by 200%”). The hiring manager will thank you—and maybe even call you.

4. Just be thoughtful

I can’t stress this point enough. The person who will (eventually) be reading your resume is a human being. If you’re thoughtful, it won’t go unnoticed.
What does that mean? To start, save your resume as your first and last name plus “resume,” make your job titles more descriptive for easier scanning (for example, “Viral Marketing Intern” instead of just “Intern”), and actually send a cover letter that’s tailored to the position.
Beyond that, put yourselves in the shoes of the hiring manager and consider what would make his or her job easier when it comes to evaluating job candidates. No need for gimmicks, inflated descriptions or corporate jargon. Try to get your experiences across as precisely and succinctly as possible, and emphasize the parts that are the most relevant by pulling them out into their own section and placing that section at the top of your resume.
Yes, your resume might go through an applicant tracking system before it ever gets to a human being, but if you’re a good fit, it will eventually get in front of a hiring manager. When that happens, it’ll be these little things that you do that make the difference between being just another job candidate and one who actually makes a hiring manager smile.

Find full article at: http://mashable.com/2014/11/15/resume-updates/

Wednesday, November 12, 2014

Struggling With Giving Feedback?...

GIVING FEEDBACK...
Giving constructive feedback is an essential management tool. Hopefully, your employees know this — and when you critique them, understand that it’s because you care enough to want them to do their best.
Unfortunately though, not everyone has perfected the art of taking constructive criticism in stride. Read on for the employees who take it the worst, and how to best reach them.
1. The employee with the emotional response
An employee who cries or huffs and puffs when told that he did something wrong isn’t just an unfortunate stereotype, it really happens. I know I’ve experienced being so invested in a project — an attribute which is usually laudable — that I couldn’t help but let out a few tears when told my work wasn’t up to par.
Your first step is to assess whether this response is routine or out of the ordinary. If an employee who usually takes feedback in stride looks a bit teary, odds are there is something else going on. The best thing to do here — if at all possible — is to table the discussion for another time. A simple, “It seems like you’re having a tough day, how about we check in tomorrow?” gives your employee the breathing room she needs. It also opens the door for her to share what is going on if she’d like.

If an employee regularly loses control of his emotions, then you need to address his inability to hear criticism as you would any other area for improvement. Find time to address this issue specifically: Begin by underscoring why feedback is important —emphasizing that you value him as an employee and that constructive criticism is a normal part of professional growth — then transition to what you’ve observed.

Try this: “I make suggestions because I want to provide you with everything you need to do a great job. However, I’ve noticed that when I start to bring up areas for improvement, you look visibly upset. Is that a fair assessment? I wanted to draw your attention to this issue, because I don’t want you to miss out on information specifically meant to help you excel in your role.”

2. THE EMPLOYEE WHO GETS DEFENSIVE

Not all emotional responses are the same — the defensive reaction is in a category of its own. Whenever this employee is confronted with the suggestion that she did a less-than-stellar job, she tries to explain why her actions were infallible.
Often, the “But I did nothing wrong” approach comes from low self-awareness, so skip the Socratic method and be as direct as possible. In lieu of, “What is the best way to handle this sort of situation?” say, “I understand why you made the decision you did, but our policy is to handle the situation you encountered this way.”
Dealing with a subordinate who’s still convinced he didn’t do anything wrong? Schedule a time for him to give you critical feedback. Perhaps he thinks you single him out for criticism, or perhaps he really does have a brilliant timesaving method. Regardless, hearing him out will help with your communication standstill.

3. THE EMPLOYEE WHO DOESN'T GET IT

What about an employee who listens, nods, thanks you for your feedback — and then keeps making the same mistake? Some people won’t cry or get defensive, but they don’t know how to act on what you’re saying, because you’re not really getting through to them.
To remedy this, make sure you’re giving crystal clear feedback that includes examples and action steps. Instead of leaving it at, “It might be helpful for you to be friendlier,” try: “When we met with Bill last week you said, ‘Hello’ and then immediately dove right into your pitch. But taking a couple of minutes to visit — on anything from the weather to local sports — is often a better way to help you build rapport and ease the client into the meeting. Can you give that a try in today’s meeting?”
Taking feedback in stride is an important professional skill, and one you want all of your employees to possess. If someone struggles with criticism, help him or her as you would with any other skill, and temper your approach using the strategies above. Your hard work will help your employees work better now (and manage better someday).

Find full article at http://mashable.com/2014/10/28/giving-feedback/

Wednesday, November 5, 2014

Stop interview Stressing!

Job Search Stress - Things Not to Worry About - The Muse4 Things Job Seekers Overly Stress About—But Shouldn't