State Employment Rates Could Influence Fed Rate Hike

first_img Share Save Data Provider Black Knight to Acquire Top of Mind 2 days ago State Employment Rates Could Influence Fed Rate Hike Related Articles The Best Markets For Residential Property Investors 2 days ago Tagged with: Employment Fed Rate Unemployment Employment Fed Rate Unemployment 2017-03-14 Staff Writer Governmental Measures Target Expanded Access to Affordable Housing 2 days ago Demand Propels Home Prices Upward 2 days ago Sign up for DS News Daily Governmental Measures Target Expanded Access to Affordable Housing 2 days ago  Print This Post The Week Ahead: Nearing the Forbearance Exit 2 days ago The State Employment and Unemployment Summary for January 2017 was released on Monday by the Bureau of Labor Statistics, and data from the release shows that five states experienced lower unemployment rates, while the other 45 states and D.C. remained stable. Twenty-eight states had significant year-over-year increases in non-farm payroll employment in February. The top three states were California, Florida, and Texas, which grew by 330,400; 227,900; and 225,300 respectively.The rising employment could make the possible fed rate hike to be announced on Wednesday an even stronger possibility. Though the potential rate hike seems imminent, experts from NerdWallet state that mortgage rates have already risen solely in anticipation.“For consumers currently shopping for a mortgage to purchase a property or refinance an existing loan, the possibility of the Fed’s decision to raise rates this week shouldn’t feel like a real shock to the system since the rate move has already been ‘baked’ into the market,” said NerdWallet mortgage expert Tim Manni. “Mortgage rates have been on the rise recently in anticipation of the Fed’s move. While 30-year mortgage rates set new 2017 highs within the past week, shorter-term home loans, like 5/1 ARMs which are more directly impacted by an increase to the Fed Funds Rates, have also risen within the past week and will likely move even higher following this latest meeting.”A previous Bloomberg survey had predicted that 200,000 jobs would be added in February, but last week’s U.S. Census Bureau National Employment Summary showed better-than-expected numbers, as 235,000 jobs were added that month. In response, Mark Fleming, Chief Economist for the National Association of Federally-Insured Credit Unions, had said, “[T]he odds of a Fed rate increase at the meeting next week was already over 90 percent. This employment situation report only gives more reason for the Fed to move sooner than later.” Previous: Homeowners Expect Higher Appraisals Next: Winning Bidders in Fannie Mae Non-Performing Loan Sale The Best Markets For Residential Property Investors 2 days ago Servicers Navigate the Post-Pandemic World 2 days ago Demand Propels Home Prices Upward 2 days ago March 14, 2017 1,469 Views in Daily Dose, Featured, Government, News Data Provider Black Knight to Acquire Top of Mind 2 days ago Servicers Navigate the Post-Pandemic World 2 days ago About Author: Staff Writer Subscribe Home / Daily Dose / State Employment Rates Could Influence Fed Rate Hikelast_img read more

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Walk Georgia Hawks Game

first_imgUniversity of Georgia Cooperative Extension’s Walk Georgia program will host its fifth annual Walk Georgia Night with the Hawks on Saturday, Feb. 20. Walk Georgia, which empowers and encourages Georgians to incorporate physical activity into their daily lives, will partner with the Atlanta Hawks to offer discounted tickets to the Atlanta Hawks game against the Milwaukee Bucks. In addition to admission, Walk Georgia Night tickets include early entrance, VIP pregame activities and a T-shirt. The first 45 people to check in at the event will also have the chance to high-five Hawks players as they exit the court at halftime. The event will be hosted at Philips Arena in Atlanta, Georgia, and begins at 5 p.m., two-and-a-half hours before tipoff. This year, as a part of Walk Georgia Night pregame activities, Walk Georgia will recognize the winner of the inaugural Power Up for 30 – Walk Georgia Classroom Activity Contest. The monthlong contest, cosponsored by Walk Georgia and Power Up for 30, encourages Georgia classrooms to compete against one another for the most time spent exercising as a classroom. “Highlighting the innovative ways that Power Up for 30 schools are increasing physical activity during the school day allows us to reward teachers for their commitment to school wellness,” said Kelly Cornett, physical activity and school health specialist at the Georgia Department of Public Health. Power Up for 30 is Georgia Governor Nathan Deal’s statewide initiative to provide elementary schools with the training, resources and support necessary to integrate at least 30 minutes of physical activity into the school day. Through this partnership, which includes the Atlanta Hawks, UGA and the Office of Governor Nathan Deal, Walk Georgia hopes to motivate more educators to incorporate physical activity into their daily routine. “The Walk Georgia platform provides an excellent, easy-to-use tracking system for the activity being done in the classroom,” Cornett said. “This contest will reward classroom teachers for implementing a more active learning environment, and we also have the opportunity to share their story at the Hawks game to hopefully inspire other teachers across the state.” According to 2013 statistics by the U.S. Department of Health and Human Services, the obesity rate is over 30 percent for Georgia adults and is almost 13 percent for Georgia adolescents. The Walk Georgia program was created in 2008 to address the concern of Georgia’s high rates of obesity. Their partnership with the Atlanta Hawks began in 2011 as a way to highlight the benefits of being active to both kids and adults. “We love partnering with the Atlanta Hawks to offer a family-friendly, VIP event for people who are interested in getting active while supporting the Hawks,” said Walk Georgia Director Maria Bowie. For more information or to purchase tickets to the event, log on to walkgeorgia.org/events.last_img read more

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Mason: Monday Night game begins new era for Pack, Vikes

first_imgTonight’s the night. When the Vikings and Packers clash thisevening at Lambeau Field on Monday Night Football, it will be the firstregular-season game in the post-Favre era for Green Bay.And that’s something both sides can rejoice about.Over the summer, Favre tugged at the heartstrings ofCheeseheads from Eau Claire to Oconomowoc when he mulled a comeback. Opinionswere split on No. 4 as to whether he should come back or stay retired.Many Packer fans couldn’t bear to see their idol in anotheruniform, while others recognized his passion for the game and understood hestill wanted to play — whether that was in Green Bay or elsewhere. So when hewas finally traded to the Jets after an ugly falling-out with the Packer organization,some fans turned on him, refusing to watch any New York games. Others rushedout and bought new Favre Jets jerseys.Across the border, Minnesota fans jumped for joy when Brettjetted for New York. While there were early talks that Favre wanted to be aViking, the Packer organization smartly nixed any potential trade to theirin-division foe. So even though he didn’t end up in purple and gold, he wasn’tin green and gold either.Now here we are, with a matchup that may look less thanideal on paper. The Aaron Rodgers-led Packers against the Tarvaris Jackson-ledVikings? Not exactly a pair of future Hall of Famers going at it.Nevertheless, tonight will usher in a new era for bothfranchises.With Favre under center, it was never out of the question forthe Packers to make a run at the division title. Over the past several years,the three other teams — the Chicago Bears, Detroit Lions, and Vikings — haveall been faced with inconsistencies at the one position that remained constantin Green Bay for 16 years: quarterback.The other three disposed of quarterbacks as if they weregoing out of style. Rex Grossman, Joey Harrington and Brad Johnson, to name afew, all failed to last more than a few seasons in the division.But now the Packers have a big question mark at the positionthat used to hold the team together. Although Rodgers didn’t look bad in thepreseason, tonight will be his first career start in the NFL.At any rate, this is his chance to prove he belongs. It maytake a while for him to capture the hearts of Green Bay fans — and let’s faceit, he’ll never make them forget about Favre — but the show is his to steal.The Vikings, on the other hand, are convinced that the badtimes are behind them. They’ve made the playoffs just once in the past sevenseasons. But with the emergence of Adrian Peterson and the addition of a fewveterans on defense, things seem to be finally falling into place for them.And is it any coincidence that this season is the 10-yearanniversary of Gary Anderson’s fateful missed field goal in the NFCChampionship that cost the Vikes a shot at the Super Bowl?The Packers organization originally intended to retireFavre’s No. 4 jersey at tonight’s game, a tribute to one of the biggest legendsthe franchise has even seen or likely ever will. Now that he’s still in theleague, though, they’ll put off the ceremony until he’s retired. For good.Fans can only picture the irony that could have been: Favre,running out of the tunnel and out onto the field as he has done so many times before.As they retire his number — just the sixth in Packer history — Favre,understandably emotional, stands on the sidelines.The visitor’s sidelines.Oh, how sweet it would have been.Tyler is a senior majoring in journalism.He attended the 1998 NFC Championship game and will never forgive GaryAnderson. If you want to share your worst sports memory with him, he can bereached at [email protected]last_img read more

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Mourinho still has a lot of bottle, hits back at critics

first_imgLondon, United Kingdom | AFP | Jose Mourinho once again stole the show from his players, smashing drinks crates to the ground after Marouane Fellaini’s late winner took Manchester United into the Champions League knockout stages and eliciting headlines on Wednesday such as “Bottle of Red”.The volatile 55-year-old Portuguese — whose mood swings and barbed remarks about virtually all his players and the transfer policy of the board have cast a pall over the club this season — said the violence of his reaction was the product of several factors.Fellaini’s winner against Young Boys and Valencia’s defeat by Juventus ensured the ‘Red Devils’ progress, though it is likely as runners-up which will pit them against a group winner in the last 16.“Relief,” Mourinho said of his celebrations.“Frustration before that and relief with the goal.“We didn’t play to be in trouble until the last minute, so frustration.”Along with his team, Mourinho has been consistently criticised this season, largely for United’s turgid style of play. The late victory might have toned down the headlines on the British sports pages on Wednesday, but they were still far from positive.‘Water Boy’, ‘Smash & Grab’ and the Sun’s typically humorous play on words ‘Water Load of Rubbish’ would have greeted Mourinho this morning if he had cared to read the papers at his breakfast table in his hotel suite in Manchester which has been his home — largely spent alone as his family have not moved from London — since he took over in 2016.The Daily Mail said “Jose Mourinho reacted in crazy fashion”, and The Sun wrote that “Manchester United’s boss blew his top again….Mourinho stunned Old Trafford and pundits with his reaction.” The Daily Mirror was kinder under the headline ‘Bottle of red,’ it said “Marouane Fellaini proved Manchester United have bottle… manager Jose Mourinho proved he has strength AND bottle…”Mourinho can barely twitch an eyelid these days without being criticised by former United players or pundits.His exasperated reaction to Marcus Rashford’s early miss in the clash with Young Boys prompted former England great turned TV host Gary Lineker to lay into him.“If I saw my manager react like that, I would be absolutely livid!” opined Lineker.However, Mourinho hit back in typically feisty fashion.“Can myself, or another manager, have a reaction of frustration? I would invite that people to sit on the bench as managers.“But I think maybe it’s better to have lots of holidays in Barbados and go to the television screen and touch the electronic dummies.“I think it’s much, much, much more comfortable than being on the touchline like we managers we are.“I am pretty sure that a proper football manager would never criticise another one for emotional reactions on the touchline because it’s deja vu for them. For the ones that have a nice life, it’s different.”Share on: WhatsApplast_img read more

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Leaf management likes what it sees in Chris Shaw, resigns skipper

first_imgBy Bruce FuhrThe Nelson Daily SportsIt’s obvious the Nelson Leafs do not want to spend another off-season hunting for a coach and GM.Which is why team president Russell Stocks announced the Kootenay International Junior Hockey League franchise has resigned current skipper Chris Shaw to another season with the Green and White.“Chris, in his rookie season as a Head Coach and GM with the Leafs, has lived up to, and in some cases, surpassed our expectations in many aspects of his position,” said Nelson Leafs President, Russell Stocks.“(So) it was quite an easy decision to have him back next year.”Shaw did not have the easiest of starts behind the bench.Arriving in Nelson after most teams had already held spring camps, Shaw was behind the eight ball from the start.That transferred onto the ice where Nelson started the KIJHL season winless in four games. What was tough about those losses, everyone setback came at the hands of Murdoch Division opponents.There was the suspension to Shaw seven games into the season for using “non-approved – by Hockey Canada – players.”But Shaw quickly turned the ship around, leading the Leafs to third spot in the Murdoch Division with mostly a team filled with rookies.“Chris has demonstrated that he has the ability to grow, adapt and move forward and ultimately brought this team made up of over 75% rookies to a better than .500 record after starting the season with 4 straight losses,” Stocks explained. “ That is no small accomplishment, and Chris should be proud.”Nelson, 24-21-0-3, concludes the regular season with a home-and-home series Friday and Saturday at the NDCC Arena against Creston Valley Thunder Cats.The Leafs open the Murdoch Division semi final series Tuesday, Feb. 15 in Fruitvale against the Nitehawks. Game two goes Wednesday with the series shifting to the NDCC Arena Friday, Feb. 18 and Saturday, Feb. [email protected]last_img read more

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Cats’ Strand earns honourable mention in monthly player award

first_imgBy The Nelson Daily SportsKiana Strand of the Kootenay Wildcats earned honourable mention status for the month of February as the B.C. Hockey Female AAA League announced its player of the month award.Strand, of Invermere, lost out to Megan Spooner of the Prince George Cougars in balloting.The Cougar netminder, Spooner, scored a shutout of league leading Okanagan Rockets to earn the award.Tara Bouvette of the Rockets joined Strand in the honourable mention category.The Wildcats staged a brief rally at the end of the season to secure third place in league standings and a date against the Fraser Valley Phantom in semi final playoff action.Kootenay travels to the Fraser Valley for a best-of-three series March 18-20.The teams played to a pair of ties in games last weekend in Nelson.Meanwhile, Prince George travels to Vancouver Friday to meet the Fusion in quarterfinal action. The winner advances to the semi final against Okanagan.Semi final winners advance to the league final March 25-27 at the team with the highest regular season [email protected]last_img read more

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Over 80 Donegal schools involved in new initiative to increase school attendance

first_imgMore than 80 schools in Donegal have signed up to Tusla’s launch of its first national School attendance drive ‘Every School Day Counts’ to promote regular school attendance.Each school day approximately 60,000 students miss school in Ireland, according to the Tusla Education Support Service (Tess) and to combat that trend they are running an attendance drive throughout the month of November.In addition, Tess believes that attendance is everyone’s business and encourages the wider community to come on board and endeavour to make ‘Every School Day Count’ this November and throughout the school year. Over 1700 schools right across the country have already signed up to the drive and will be running attendance initiatives in their schools throughout the month.During the launch, the service will also be unveiling its new name and logo as part of its brand refresh project, to highlight the integrated supports available through its three service strands – Educational Welfare Service; Home School Community Liaison Scheme; and School Completion Programme.The three services work with children, young people, parents, schools and community family support services to improve attendance, participation and retention.Addressing over 350 attendees, including government representatives, education professionals, children and young people, Bernard Gloster, Chief Executive of Tusla, said: “Research has shown again and again that regular school attendance is vital in helping children get the best possible start in life. “It lays the foundation for developing good social skills, building relationships and achieving success later in life. Children who attend school regularly are more likely to stay in school and achieve better educational outcomes.”Noel Kelly, Director of Tusla Education Support Service, added, “Access to education is a child’s right. We know that investing in education is the most effective way of offsetting the impact of poverty and helps create a level playing field, which gives children from disadvantaged backgrounds a better chance to reach their potential.Equal access to educational opportunities has the power to pull families and communities out of the cycle of poverty which in turn can help generations to come.The focus of our work in Tess is to give additional support to the most marginalised 8% of children and young people in our education system who are most likely to leave school early without any qualifications.”Speaking about the rebrand, Noel said: “I’m also delighted to be here today to reveal our new name and logo. The overall aim of the process is to educate the public on the services we provide to ensure that anyone in need of support, can access the right service, at the right time. “Over 150 children, young people, parents, schools and staff were engaged in this brand refresh process, to ensure the new name and look resonated with its users and reflected the supportive services it provides.”Over 80 Donegal schools involved in new initiative to increase school attendance was last modified: November 6th, 2019 by Shaun KeenanShare this:Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to share on Pocket (Opens in new window)Click to share on Telegram (Opens in new window)Click to share on WhatsApp (Opens in new window)Click to share on Skype (Opens in new window)Click to print (Opens in new window)last_img read more

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New BPX9010 bale processor offers versatility

first_imgShare Facebook Twitter Google + LinkedIn Pinterest Today’s cattle producers need more from a bale processor — simplicity, durability and versatility. Vermeer took this list of needs and created the next step in their processor evolution with the new BPX9010 bale processor. This all-around bale processor is designed for a variety of applications including distributing a consistent, uniform windrow in the pasture or bunk line and spreading bedding with consistency at ranges up to 50 feet (15.2 meters).“Livestock producers are embracing the use of bale processors — they want to find efficiencies in their operation and increase feed palatability,” said Shawn Wang, Vermeer product manager. “In order to enhance our current lineup of bale processors, we enhanced our existing BPX9000 design to now introduce the BPX9010 bale processor.”The durable BPX9010 bale processor is designed with a direct drive system for less maintenance. An optional straight forks and powered sidewall kit gives producers the versatility to process bales both round and square. Additionally, the proven slat and chain bale rotation design allows bales to feed consistently into the rotor without the need for reverse rotation. The enhanced tub profile paired with toolless cut control bars allow for more consistent feeding of bales with various shapes and moisture. And the redesigned discharge chute helps improves crop flow.“We listened to our customers and took their feedback into consideration to design the new BPX9010 with enhance features,” Wang said. “After all, who knows better than the cattlemen feeding cattle every day?”last_img read more

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The Valley Lacks Flexibility, Not Talent

first_imgWhy Tech Companies Need Simpler Terms of Servic… Tags:#Analysis#start Top Reasons to Go With Managed WordPress Hosting Related Posts Right now there are a lot of reports about large companies in the Valley not being able to find the talent they need. There are also a lot of reports about companies bending over backwards financially to retain the people they have.But what I found working for a large Valley corporate in the last few years is that it is not hard to find talent. The real problem is that companies are not ready for new talent. There is not enough flexibility in them to really embrace change and use creative, innovative and hungry developers to the best of their abilities. Companies want the new and cool, and then they try to force it to function just like the old and rusty. It’s like trying to turn a 1980s Honda into a Hybrid with some batteries and duct tape.Let’s face realities here: it’s no doubt tempting and cool for many developers to work for Google, Yahoo, Microsoft, Facebook or Twitter to name but a few. Where it stops being cool is when gifted and courted developers face outdated infrastructures and the attitude of large Valley corporates.Outdated and Impersonal HR PracticesGuest author Chris Heilmann has been a professional Web developer since 1997 and has worked in various agencies and corporations on large, international products. He was a lead for distributed teams in India, Europe and the U.S., and moved from delivery to architecture and developer evangelism to make sure that new hires don’t have to have the same bad experiences we all had to go through until companies started appreciating the internet as a platform. His current role is principal developer evangelist at Mozilla with a focus on HTML5 and the open Web.The first obstacle I found that weeds out many prospective hires (and by weeding out I mean they look at it, go “pffft” and move on) are HR practices and the companies’ job sites. Check out the HR sites “Jobs @ corporate” of some of the companies and you will see what I mean. The sites look awful, are hard to navigate, ask you to enter a lot of information and responses take weeks rather than hours. A lot of them need you to sign up for them and keep a CV on file. None of them allow you to link to an online resumé – they ask flat out for a Word Document on first contact. Seeing that Web developers take a lot of pride in their online portfolios and keep their LinkedIn profile up to date this just appears incredibly dated.Then there’s the standardization – every time I wrote a technical job description for a very-much-needed role it went down the rabbit hole of the corporate machine and came out as something incomprehensible full of boilerplate requirements.Why would a HTML5 developer need to have four years of UNIX experience? What do I care if the applicant has a masters degree or not? Try and read some job descriptions right now and you will see what I mean. A lot of cruft and nothing about the real job at hand.Even worse, job descriptions have incredible inaccuracies. The other day I got an offer to become the “HTML6” expert for a “very important company” from a random headhunter. Good luck finding that one.The best HR people I worked with trusted experts in the company to write job descriptions and were very responsive to the needs and questions of the applicants. HR should be always on the lookout for people in the company who spend their time and effort communicating with others on the web and then reward them by trusting their judgment.Instead of using infrastructure of the 1990s with wording from the 1970s, companies should let their employees be their spokespeople and hire through word of mouth. HR should be there to help with the paperwork and be quick in responding and organizing the interview process.International Companies Acting Like Local ShopsRight now I see a lot of people from Europe moving to the U.S. to keep their jobs as companies cut down outside the Valley whilst complaining about the lack of talent in it. Go figure.The only reasons I can fathom is that companies still don’t know how to deal with remote workers or fear the work legislation and worker’s rights in Europe and other parts of the world. It might even be that they fear the paperwork that comes with it. It strikes me odd that these companies build systems that allow families to stay connected although they are in different countries and localize their products to different markets but fail to do the same for their own systems and practices.Rockstars should be made, not found. Instead of hiring someone from the outside and making everyone else depressed that they aren’t as good, foster, support and most of all listen to your people and find the next shining star.Remote teams are a great thing if you do it right: a team in India, a team in the U.K. and a team in the U.S. communicating and working together in a sensible way means you can build your products 24/7. The time difference can mean tasks handed over can get finished by your colleagues while you sleep. QA can look at stuff built just hours before and give feedback by the time the engineers return to work.If there is no talent to be found in the valley, why not hire in Europe, Asia or India? Foster a culture of embracing this idea and don’t treat non-Valley employees as second class citizens and you will not have any trouble hiring at all.This also leads to another issue I see with Valley companies – they tend to hire boutique employees and rockstar teams.Rockstars Need RoadiesOne other big mistake is that companies are always on the lookout for the next rockstar developer.There is a myth that there are developers of awesome who do everything right and are amazingly quick in turning around a new product whilst having lots of very creative and visionary ideas. Don’t believe the hype.Of course some developers are very gifted, but they also tend to leave quite a mess behind. Much like real rockstars you need roadies who do the dirty work – turn the awesome ground-breaking ideas into working products that scale and fit nicely into a framework for example. By exclusively supporting the rockstars and by focusing on hiring more and more superstars you will end up with roadies and a stage crew that do a bad job connecting the cables and making the PA work. Then the songs of your rockstar can’t be heard.Rockstars should be made, not found. Instead of hiring someone from the outside and making everyone else depressed that they aren’t as good, foster, support and most of all listen to your people and find the next shining star. Then you have someone who already knows the environment he or she has to shine in instead of someone who comes, shines, fizzes out and leaves scorched ground behind.What Are You Buying Startups For?Companies keep buying startups with cool products, good ideas and talent. Most of the time the reason seems to be to buy them before the competition does. Buying and integrating a startup into a larger corporation is quite a task – after all these people started their own thing instead of joining a company in the first place. Most of the time buying a startup has bad consequences for the parent company.First of all the cases where the integration of the new small agile and innovative company into a large corporate worked are few and far between. Most of the time the company gets bought, the original employees get annoyed that they have to change their ways, the CEO cashes in and once the required period of staying is over moves on to new and better things or to start the next company. The amount of blog posts by disgruntled engineers of startups ranting about the period of merging is legion. You bought a working thing, maybe it is a good idea to leave it as it is and get its data and access to its users instead of trying to change it.Secondly, buying a startup for a lot of money gives a message to the engineers in-house that they are missing out. It feels wrong that the company buys technical companies and pays them a lot of money when what they do is not that hard (and engineers always consider things not hard). It gives engineers the feeling that they just didn’t get the chance to do something similar as they were busy ploughing through endless bug reports instead. It also makes them feel inadequate and that means that the startup engineers working with in-house ones on integration are already in for trouble.Instead of buying startups and trying to alter them to fit the rest of the company (which was exactly what the startup didn’t do, which is why it was a success in the first place) why not just partner with them? By all means buy them but don’t try to swallow them as it will cause you stomach ache and make people leave.Interviews are ApplicationsThey say that you never get a second chance to make a first impression – especially when it comes to job interviews. In a saturated market however where several companies try to hire you as an expert this works very much both ways. You apply for the job but the company also applies to you.How about giving an applicant a real-world problem to solve? How about showing them some live code and asking them why some of the things are done the way they are done? How about showing them erroneous code and ask them to debug it…?Judging by some of the interviews I went through before landing my current role, I am not surprised that companies are struggling to hire people. You have of course the odd press release where the CEO of a large corporation hired some kid on the spot after doing a cool demo, but let’s face reality: on the whole, job interview processes are tiring, annoying and to a large degree about going through the motions rather than really trying to find a good employee.You are aware that developers right now get a lot of offers. Why would you put a several day process in place with dozens of interviews starting by forcing the applicant to sign an NDA?I’ve declined a few job offers after the interview and the reasons were much the same that makes job listings ineffective: guest author 1center_img A Web Developer’s New Best Friend is the AI Wai… Impersonal. Interviewers had no clue who I was or what the role was. Instead they were just sent in as they were “technical” and available. This meant that I got the same questions in several interviews (which also meant that interviewers had not conferred with the ones that questioned me beforehand) and I was asked the only set of questions the technical person knew – regardless of how irrelevant they were to the role at hand.Bad planning. Interviewers didn’t show up, couldn’t be found and once we were kicked out of a meeting room during my interview as someone else had booked it. If that happens during the interview, what impression does that give me of day-to-day life?Classic, out-of-the-book interview questions. You can guess that in five year’s time I will not have started my own cult or bred a new race of atomic supermen. My biggest weakness is most likely that “sometimes I work too hard” and not that I love cross-dressing and dancing to Polka in public fountains. The answer to “how many golf balls can fit into a school bus” is “as many as possible until it is full,” and the answer to “how much would you charge for cleaning all the windows in Toronto?” is “a million billion gazillion dollars” while using your pinky doing a Dr. Evil impression. Let’s move on, shall we?Generic CS questions. I was asked several times to write a solution for an algorithmic problem on paper or on a whiteboard. You know, math problems. The things you do to get a degree. I thought I was hired as an expert – why not ask me the things that make me an expert instead of asking me to repeat what I learnt in the past?Let’s think out of the box: How about giving an applicant a real-world problem to solve?How about showing them some live code and asking them why some of the things are done the way they are done?How about showing them erroneous code and ask them to debug it or tell you which parts are not optimal and how they would improve them?How about asking them to document some of their own code and explain to you why they did things the way they are?How about this as a rule: no interviewee coming through the door should be a stranger. Interviewers should have researched them and prepared a few questions and ask for explanations. That way you save time and money and you don’t make people feel belittled or give a wrong first impression of your company.And Finally, Why Not Give Geeks What They Want: Respect and a VoiceLarge corporations are seen as black holes. You see very outspoken and active developers who blog, participate on forums and mailing lists join a large company and vanish of the face of the earth a week later. I was once congratulated on my blog and my online work and then told in the same sentence that I would have to stop doing that when I joined the company. Wait, what?If you want to find and hire talent, show off the people they’ll be working alongside. Instead of silencing your employees give them an infrastructure to use to show off to the world what they are doing. Coach them not to disclose copyrighted technology or company secrets, but give them a voice (a simple blog system will do) and a playground (a virtual server with a domain like people.corporate.com/name) to show the world that in your company there are people who do awesome stuff and you won’t be employee #14321 but instead the same person you are now – only with a company that is OK with you telling the world about the cool stuff you do.Show off your staff and more will come.Photo by sundstrom 8 Best WordPress Hosting Solutions on the Marketlast_img read more

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8 days agoMatthaus urges Bayern Munich to blank ‘slow’ Eriksen

first_imgMatthaus urges Bayern Munich to blank ‘slow’ Eriksenby Paul Vegas8 days agoSend to a friendShare the loveGerman great Lothar Matthaus has urged former side Bayern Munich to forget about Tottenham midfielder Christian Eriksen.Matthaus says he “is too slow” to succeed at Bayern. Eriksen has failed to agree to a new contract in north London and will be available to walk away from Tottenham for free next summer.”If he is not good enough for Tottenham, he is not good enough for Bayern,” Matthaus told Sport1. “Uli Hoeness has also said that Bayern do not need substitutes.”Eriksen is a fine technician, a typical No 10. But he’s too slow, and Niko Kovac likes fast players.”For me, Eriksen is not the kind of player who makes all the difference at the highest level, so concentrate on the transfer of Kai Havertz next summer, and you still have Philippe Coutinho, who plays well as a 10.” TagsTransfersAbout the authorPaul VegasShare the loveHave your saylast_img read more

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