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- 02/27/17--13:16: _We are hiring a vid...
- 03/06/17--11:00: _Here's how much you...
- 03/07/17--16:36: _A $2.5 trillion ass...
- 03/07/17--23:00: _Here's how a JPMorg...
- 03/08/17--06:14: _A former HR exec wh...
- 03/09/17--05:08: _A school principal ...
- 03/18/17--06:00: _10 weird jobs you p...
- 03/22/17--02:19: _4 ways to deal with...
- 03/22/17--03:01: _These are the 3 thi...
- 03/22/17--08:09: _8 things successful...
- 03/23/17--06:53: _How your messy offi...
- 03/23/17--08:19: _3 companies that gi...
- 03/23/17--17:53: _3 secrets to gettin...
- 03/24/17--05:19: _The most attractive...
- 03/27/17--06:09: _A former Google and...
- 03/28/17--02:10: _You won't get the m...
- 03/28/17--03:09: _The Queen is hiring...
- 03/28/17--08:34: _What 10 highly succ...
- 03/28/17--08:53: _The 25 trickiest qu...
- 03/29/17--03:17: _A CEO and Google al...
- 02/27/17--13:16: We are hiring a video intern for the INSIDER shows team
- 03/06/17--11:00: Here's how much you need to make to be in the top 1% of every state
- 03/07/17--23:00: Here's how a JPMorgan recruiter describes his perfect candidate
- 03/18/17--06:00: 10 weird jobs you probably didn't know exist
- 03/22/17--02:19: 4 ways to deal with a coworker who's spreading gossip about you
- 03/22/17--08:09: 8 things successful people do when they don't like someone
- Having a tidy office might not be as beneficial as some companies think.
- A bit of disorder and messiness can actually make some people more productive.
- It's all about being given the choice to work in a space you're comfortable in.
- 03/23/17--08:19: 3 companies that give staff paid time off when they get a puppy
- 03/23/17--17:53: 3 secrets to getting a raise
- 03/24/17--05:19: The most attractive jobs in the UK, according to online daters
- Finance Manager
- Software Engineer
- Real Estate Developer
- Beauty Therapist
- 03/28/17--08:34: What 10 highly successful people do to deal with stress
We are hiring a video-editing intern for the shows team at INSIDER, a lifestyle publication that delivers stories to readers across digital platforms.
This internship is at our Flatiron headquarters in New York City. The internship starts immediately (March 2017), and will run for six months. Interns are encouraged to work full-time (40 hours a week) if their schedule allows.
The shows team creates videos and series for INSIDER’s YouTube channel, and interns on the team produce, shoot, and edit video. We tell stories across a wide variety of subjects, including food, travel, beauty, design, pop culture, and style. We’re looking for a self-starter who can hit the ground running and adapt to new ideas and directions. You’ll have the opportunity to help shape a new department and tell exciting original stories.
Candidates should know how to edit on Adobe Premiere and Photoshop. After Effects experience is preferred but not mandatory. Candidates should have some experience shooting video on Canon, Sony, or Panasonic DSLRs. Experience with the Sony FS7, Canon C100 and C300 is desirable, but not mandatory.
Our interns are an integral part of our team. We seek out people who are enthusiastic about collaborating with reporters, fellow producers, social media editors, and other team members.
At INSIDER, our motto is "Life is an adventure." We tell stories for, about, and by people who seize life. That means they love to travel, try new foods, listen to new music, and fight for what’s right — and they admire people who do the same. INSIDER is distributed across social media, including Facebook, Twitter, Instagram, Snapchat, and YouTube, as well as on the web.
If this sounds like you're dream job, apply here with a resume and cover letter telling us why you should be a video intern for INSIDER shows.
The Economic Policy Institute calculated income inequality in the US by state, metropolitan area, and county. This map shows how much annual income a family needs to earn to be considered in the top 1% of their state.
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State Street Global, a $2.5 trillion asset manager has strategically placed a statue of a defiant girl in front of the Wall Street Charging Bull statue. Ahead of National Women's day, the company wanted to send a message about gender diversity in the workplace. They are hoping the boards they target will take action to have at least one female member of their boards.
LONDON — There's more than one first rung on the JPMorgan career ladder.
While most will take the graduate route, from summer analyst and beyond, a handful will start as apprentices.
The US investment bank started its financial services apprenticeship scheme in Bournemouth in 2013 and is expanding it to London this year, with the deadline for applications closing at the end of the month.
The 18-month scheme is for post-sixth form or college students and offers a paid posting and training. The pay is £15,000 in Bournemouth and £21,000 in London.
Almost every apprentice took a full time role at the bank in the last intake, once the programme finished. And so competition is fierce, and getting fiercer – the number of applications has grown 20-fold in the time the program has been running with some travelling 250 miles to secure a place.
So, with that level of competition in mind, we asked Phill Paige, head of early careers, what he looks for in standout candidates.
"If I could design my ideal candidate, they would show me that they really want to work at JPMorgan," said Paige.
"Motivation is really important and that's why we have some of the other feeder programs, like work experience or the Summer School, because that will flag up that they're in the system and that demonstrates interest over a period of time. That's a good start."
"Of course, there's only a finite number of places so if they haven't been able to do that then we look at people who can show they've done really great research," he said.
We're always going to be looking for great problem solving skills, being good in the team and strong communicators,"
"So one of the assessments we do is to a Q&A with current apprentices and get the candidates to ask them questions, anything they like about their experiences or the programme. And we're looking to see who is asking some really insightful questions, maybe they're bringing in information from current affairs, maybe they've done some homework on the history of the firm and how it's developed," Paige said.
Candidates have to jump the academic hurdle of three Cs at A-level, in any subjects, but once they do so, it comes down to how well they can demonstrate their qualities at the assessment centre.
"We've got quite a rigorous selection process in place and there are several stages. Interviews, group exercises, a big networking session and we use video interviews now too. When we meet the candidates at the assessment stage, we tell them that these are just opportunities to show us what they've got," said Paige.
"Anything that shows motivation is a big tick in the box. They must show they're keen to learn and flexible and be able to take the learning we're giving them and apply it to the workplace," Paige said.
"Other than that, we're looking at qualities that are more similar to the graduate programme. We're always going to be looking for great problem solving skills, being good in the team and strong communicators," he added.
We all face conflict in our day to day lives, be it during our working day or at home. Sometimes a heated discussion is planned, but other times it can occur unexpectedly.
In these situations, it can be hard to keep your cool, meaning many of your sensible points might get lost in the process.
In 2010, Nadia Lopez opened Mott Hall Bridges Academy in Brownsville, Brooklyn. The area had a reputation as one of the most violent neighbourhoods in New York City, with the most shootings according to NYPD records. She knew it would be no easy task, but she used her coporate background and experience in education to face the challenges head on. One challenge in particular was knowing how to dial down conflict.
Lopez shared six ways to deal with heated situations in a blog on TED, which can be applied to many different situations, not just in the classroom.
Tip 1: Be transparent.
Being open and honest requires a certain vulnerability, but Lopez says it's a way to restore morale and inspire others.
When faced with a challenging situation like a conflict, being transparent about what your vision is can build trust between people, which then turns into mutual respect.
Lopez says people appreciate it when you speak frankly, and that includes admitting when you're struggling. This develops into connections where you understand and support each other, which, she says, is a lot more important than pretending to be a flawless leader.
Tip 2: Be aware of what's going on around you.
Lopez says it's important to stop and ask yourself why something is or isn't working. The best way to do this is to check in with people face-to-face. Sometimes she gathers teachers into focus groups to ask them what's going on, and what can be done to help boost morale. This way, people feel respected and feel that their opinion matters.
She also asks the kids the same; what they enjoy doing and how certain activities make them feel. This way, Lopez herself is accountable for what happens next, and ensuring everyone is comfortable with it.
Tip 3: Centre yourself as the mediator.
If you're dealing with challenges from all sides, like principals do, things can quickly escalate. To combat this, Lopez makes sure she keeps a level head by centring herself as the calm and rational mediator.
In fact, being calm is so important to her that she tries to spend at least 15 minutes in complete silence.
People can have knee-jerk reactions to situations, and this can make conversations get heated quickly, so Lopez says she often runs situations past friends or family members before responding. This gives a new perspective on things, and often those close to you will be honest about how you could be doing something better.
Writing things down is also a good idea, Lopez says, because it can help clear you head and weigh up whether something really is worth a fight or not.
See the rest of the story at Business Insider
It seems as though we can pay people to do anything for us these days: walk our dogs, build our furniture, organize our homes ... cuddle with us when we're feeling lonely. That's right: You can hire a professional cuddler to snuggle with you for about $60 an hour. You can also pay an "undercover bridesmaid" to stand next to you on your big day, or a professional mourner to cry with you at a loved one's funeral.
Those are just a few of the weirdest jobs we found while compiling our list of the most unusual professionals.
There's conflicting beliefs around gossip in the workplace. Some studies suggest it creates a stressful environment for employees, whereas other research hints that it might actually have some benefits.
For example, anthropologists suggest humans evolved to gossip with each other because throughout history it has created stronger bonds between us. By this logic, though, those who didn't fit in with the conversation or were being gossiped about ended up being isolated.
According to Dr. Jack Levin, author of Gossip: The Inside Scoop, modern day gossiping can be good for our emotional health. He writes that although talking behind other's backs can be malicious, in general it ties together social groups and business networks.
However, it's still pretty annoying if you find out your co-workers have been spreading rumours about you, or have told the whole office something you let them know in confidence.
According to Dr Berit Brogaard, a professor of neuroscience at the University of Miami, workplace gossip can be a method of power play, or a way of bullying others into submission. In a blog post in Psychology Today, she gives some advice about what you can do if you find out your colleague has been spreading rumours, whether it be out of envy or because they're trying to get ahead.
Think carefully before approaching the person.
Brogaard says confronting the bully may not work, and could lead to vindictive behaviour. Chances are they consciously — or unconsciously — singled you out as a person who could be taken advantage of, and they gossiped about you to bully you into submission.
If you already think you're the victim of their gossip, there's not much chance they'll stop once you confront them. It may even add fuel to the fire, egging them on to make up more malicious rumours.
The same goes for your boss.
This one depends on the relationship you have with your boss or manager. Talking to them about the situation could be helpful, but they may be the sort of person who is already inclined to side with office gossip.
If you think the rumour-mill is seriously affecting your reputation, or your ability to work properly, Brogaard suggests a better idea is to approach Human Resources, but this could have messy consequences of its own — a defamation lawsuit, for example.
If you have faith your company will deal with the complaint professionally, it's likely they'll be able to move the teams around so you won't have to deal with the same colleagues again. Either way, it's a good idea to start collecting evidence, like emails, or allies who could testify for you.
Be smarter than your opponent.
According to Brogaard, your most valuable tool against gossip could be reverse psychology. If you don't find it too hurtful, you can try talking about the rumours as if it doesn't bother you at all. If there is truth to the gossip, then you can admit to it, and make clear the problems have been rectified. For example, if you were struggling with a task, you can be honest about it, and tell everyone how you learned from the experience and improved.
However, you certainly shouldn't admit to things that were never true. With these more harmful lies, it can be difficult to deny them without looking defensive. Instead, Brogaard recommends you simply focus on doing your job as best you can. For example, if someone is spreading around a rumour that you have a substance abuse problem, it's unlikely anyone would believe them if you're performing so well.
Act strong and confident, even if you don't feel it.
As gossipers will often have picked you out of the crowd, their behaviour can get worse over time in response to how you react to the little things. If a minor conflict happens, don't just brush it off. You should confront the person, just don't be aggressive about it.
For example, if they criticise you publicly, don't shy away and apologise. Instead, Brogaard says you should stop what you're doing, turn to them and quietly tell them a better approach would be to talk to you privately.
If they respond with anything other than an apology, reiterate that you'd much rather talk in private. This way, you have immediately responded to the conflict and it will make you appear like someone who shouldn't be messed with. If you go quiet and allow yourself to be embarrassed in public, you'll likely become the victim of further gossip and lies.
In her book, "Radical Candor: Be A Kick-Ass Boss Without Losing Your Humanity," former Apple and Google executive, Kim Scott, details the best ways a manager can get the most out of his or her team. We all know some managers can be a nightmare to work with. When this happens, Scott has three key pieces of advice to keep you from losing your cool.
The most important things you can do if you have a bad boss, are first of all to remmber that this person is a human being. It's really tempting to view your boss as some sort of tyrant to be toppled and remember this is just another human being, right, who's probably has the usual set of foibles. I once had a bad boss who I so couldn't stand, who I felt was so oppressive that I literally shrunk half an inch, right, and then ten years later, I bumped into him and had a drink with him and realized he wasn't really as bad as I thought. So, try to sort of empty the cup. Often when you have a bad boss, you've been repressing your feedback. You haven't been telling this person what bugs you and what doesn't bug you and all that unspoken feedback is sort of accumulating and eventually it will explode like a dirty bomb and really potentially screw you up. So, the most important thing is to view this person as another human being. Try to start by soliciting feedback from your boss to try to understand your boss's perspective on how things are going, if you can do that without sort of repressed rage, and then start by looking for things that you like that the boss does. I had a good friend who once worked for a person who was notoriously difficult to work for and she adopted this mantra, "There is only love." She refused to talk badly about this guy to anyone and she really tried to focus on the good stuff. So, focus on the good stuff, the stuff to praise, and having done those two things, now it's safe to ask your boss if it's okay to offer some critical feedback. If your boss says no, polish your resume and try to find another boss. If your boss says yes, then you might be on the way to repairing that relationship.
Unless you're a genetic anomaly, it's likely you will meet people you don't like throughout your lifetime. Whether it's your mother-in-law or one of your colleagues, you're bound to come across someone you simply don't click with.
According to Deep Patel, author of the book A Paperboy's Fable: The 11 Principles of Success, it helps to remember nobody's perfect. That includes you.
In a blog post for Entrepreneur.com, Patel highlights some tips successful people use to deal with people they don't get along with. After all, it's unlikely you'll simply be able to avoid people you don't like — in fact, Patel argues if you restrict who you can work with, you are only limiting yourself.
Instead of burying your head in the sand, try and shift your perspective in the ways successful people do. Here are some tips from Patel and other sources such as Psychology Today.
1. Accept that you can't get on with everyone.
As much as we hope to like everyone we meet, it often simply isn't the case. Patel says the first step to dealing with the people you don't click with is accepting nobody gets on with everyone, and that's okay. It doesn't mean you're a bad person, and it doesn't mean they are either (not necessarily, anyway.)
According to psychologist Dr Susan Krauss in a blog post on Psychology Today, it's likely that you and the person just aren't a good fit. Consultant and author Beverly D. Flaxington explains in another blog post on Psychology Today that our behavioural styles can get come between people. Some are dominant, whereas others are timid. Some people are optimists and others consider themselves "realists."
A research paper by Hamstra et al looked at something called "regulatory fit," which translates as: we are much more likely to put effort into the things we like doing. Chances are you don't enjoy interacting with the people you don't like, and so you don't put much effort in. Over time, this lack of effort can turn into contempt.
2. Try and put a positive spin on what they are saying.
Krauss says you could try and look at how people are acting differently. Your in-laws might not have meant to imply that you aren't smart, and your co-worker may not actually be trying to sabotage you.
Even if the person you're having difficulty with is aggravating you on purpose, getting angry about it will probably just make you look bad. So try and give them the benefit of the doubt.
3. Be aware of your own emotions.
Patel says it's important to remember your own emotions matter, but ultimately you alone have control over how you react to situations. People will only drive you crazy if you allow them to. So don't let your anger spin out of control.
If someone is rubbing you the wrong way, recognise those feelings and then let them go without engaging with the person. Sometimes just smiling and nodding will do the trick.
The key, Patel says, is in treating everyone you meet with the same level of respect. That doesn't mean you have to agree with a person you don't like or go along with what they say, but you should act civilised and be polite. In doing this, you can remain firm on your issues but not come across like you're attacking someone personally, which should give you the upper hand.
See the rest of the story at Business Insider
If you live in a state of organised chaos like me, you might find it comforting to know a bit of messiness at work could actually mean you're more productive.
According to Tim Harford, economist and author of "The Undercover Economist," disorder is actually linked with creativity and innovation. In his latest book "Messy: The Power of Disorder to Transform Our Lives," Harford digs into humanity's obsession with tidiness and order. One conclusion he comes to is how a tidy workspace isn't necessarily an effective one.
Harford's inspiration for writing about the power of disorder came partly from wanting to make peace with why his desk was always chaotic, despite being a generally tidy person. The economic markets also had something to do with it, Harford says, as they are often messy too.
"Economists have an appreciation of these slightly chaotic and disorderly processes at work in the economy all the time," Harford told Business Insider. "People have ideas, and other ideas get superseded. Some stuff works and some stuff doesn't work. You get successes, you get failures, and some stuff can't quite be planned."
Looking at research and real world examples, Harford makes the point that it's not necessarily the minimalism or the cluttered nature of a space that affects productivity. Instead, people respond well to being given the choice about what to do with the spaces they work in.
For example, Harford referenced the great architect Le Corbusier, and his attempt to design an idealistic, modern village in Pessac, France. He built a series of beautiful monochrome concrete blocks, but found that the villagers had no interest in his modernist vision. Shortly after moving in, the people built traditional peasant shacks on the back of the cubes, stuck on louvred window covers, erected little picket fences in the gardens, and put garden gnomes in the garden.
While they completely destroyed the modernism and beauty of the properties, the point was they were perfectly entitled to do what they wanted with their own homes.
"They destroyed Le Corbusier's architectural vision, but they made a space that worked for them, and that's really important," Harford said.
Another example is Building 20, a former plywood structure that was put up as a temporary building during World War II to house a big radar research effort called RadLab. It was absolute chaos inside: with three storeys and several wings, it was a complete firetrap, was cold in winter, hot in summer, dusty, dirty, and generally not a nice place to work. However, for some reason, amazing things happened inside it. Despite being a temporary workplace, it stayed up due to a large influx of students when the war ended.
"It's a complete shambles of a place. People just get lost, and it appears to be utterly dysfunctional. And yet so many amazing things happened in this building," Harford said. These amazing things included Jerrold Reinach Zacharias' invention of the atomic clock, and Morris Harler's huge breakthroughs in neuroscience. John Cage was also inspired to write the silent composition "4'33" in a silent chamber there.
Harford gives two reasons how so much genius came out of the chaos. Firstly, it was an incredibly low status space, so different groups of people from all over the university were thrown in there together, leading to interesting collaborations. Secondly, since people had total ownership of this space, they could knock down walls, leave a mess everywhere, nail things to doors, and it didn't matter. Zacharias even removed three floors at one point.
What's the psychology behind it all?
The benefits of having the freedom to do what you want with your workspace is backed up with research by psychology professors Alex Haslam and Craig Knight, who run randomised trials of office spaces.
In one experiment, people were put into four groups to get on with office tasks like filing and organising. The first group was given an incredibly minimalistic space to work in, with barely anything other than a chair and a table. The second group was given an office which was decorated with posters and plants.
Then it got interesting. The third group was given decorations and encouraged to do whatever they wanted with them in the space. The fourth group were told to do the same thing, but then had that privilege ripped away, and their arrangements were totally changed by the experimenters. This was called the disempowerment condition.
When people were empowered to do what they wanted, like in group three, they got a lot more done throughout the experiment. The people in group four, however, were miserable. Not only did they not get as much work done, they also mostly hated the experiment and the experimenters who were responsible.
"It wasn't the physical environment, because it was the same physical environment other workers [in groups one and two] were perfectly productive and content in," Harford said. "It was the fact control had been taken away in this arbitrary way."
Just like when you're moved around the office against your will, or IT decides to change your desktop background, it's not nice when you feel you aren't trusted to do what you want with the space you work in. Otherwise, Harford says, you can feel like a teenager in your bedroom with your parents telling you to tidy up.
"It's just this sense that this is not your space. You only get to work there under sufferance," Harford said. "We can change it at any time and it's none of your business. People just feel like they are pawns on other people's chess boards."
Of course, not all companies are like this. Many give employees a lot of freedom with how they get on with their work.
However, if you have a manager that thinks it's appropriate to tell you to clean your desk, you might want to point out that they are unnecessarily harming your productivity. Surely that's not what they want in the long run.
Anyone who has experienced getting a puppy knows it can be hard work. Owners often refer to their pets as "fur babies," which makes a lot of sense considering how much attention puppies require when you first get them.
Puppies need time to settle into their new home and bond with their owners. They've probably just been taken from their mothers and introduced to a brand new environment, so there's likely to be a lot of crying. And that's before you can even think about house-training.
As it turns out, some companies sympathise with this transition and offer what's known as "pawternity leave."In fact, research from Petplan found that 5% of owners have been offered paid leave from their job to adjust to their pet owning duties.
These are some of the companies which give you a few days off to bond with your new best friend.
Mars Petcare was one of the first companies to offer pawternity leave. The company offers its employees ten hours of paid leave when they get a new pet, and they can bring them into the office after that.
A tech company based in Manchester called BitSol Solutions offers its employees a full week of paid leave if they get a new pet. According to the Metro, company owner Greg Buchanan said: "Pets are like babies nowadays, so why shouldn't staff have some time off when they arrive?"
Scottish brewery company BrewDog has just started offering a week of paid leave. The reason given on the BrewDog website is that they just really love dogs. Also, it aims to be "the best company to work for, ever."
See the rest of the story at Business Insider
What’s worse than asking for a raise? Asking for one and not getting it.
The good news is you can minimize the chance of rejection by requesting a bump in pay at the right time, for an appropriate amount and for valid reasons.
That’s the conclusion of Paysa, a career advice website that surveyed over 2,000 U.S. adults about their experiences in asking for a raise.
Get ready for a bigger paycheck with these three rules:
1. Ask for the right reasons.
The best reason to ask for a raise is because you’ve consistently been doing high-quality work, according to more than a third of managers in the survey. To demonstrate your excellent performance, offer up some proof. Keep any emails or notes from clients thanking you or complimenting your efforts. Note any goals you’ve achieved in the past few months along with pointing out successful projects you headed. These will help build your case when you approach your boss.
A quarter of managers said a good time to ask for a raise is when you’ve been asked to take on more responsibilities. Almost one in five managers said a raise request is appropriate when you’re seeking a salary that’s the norm within your field of work.
Don’t expect a raise if you’re asking because you don’t like your job, you think your employer can afford it or you’re dealing with a financial hardship. These were the worst reasons cited by managers in the Paysa survey.
2. Ask for the right amount.
Almost two in five managers who were in the position to grant raises said an increase of more than 5 percent of your current salary is too much to ask for. At the same time, just over a quarter of managers say you should ask for what you think you deserve. Consider this as you mull over how much more you want. The average salary increase budget for U.S. companies is 2.9 percent this year, according to Mercer, the world’s largest human resources consulting firm.
3. Don’t ask too often.
If you asked for a raise and were turned down within the past six months, consider waiting another half-year before asking again, according to the findings from Paysa. Three in five managers said asking for a raise more than once a year was too often, while a quarter said asking more than once every two years was too frequent.
Between requests, hone your skills and double down on your productivity, so you can show a good track record before you ask again. If your boss noted an area where you could improve, focus on that to maximize your chances of success the next time around.
LONDON — It's easy to assume that online daters mainly take looks and common interests into consideration when speaking to a potential partner, but your career could also play a role in whether or not you're landing dates.
A study by dating "auction" website WhatsYourPrice.com has revealed which job titles are most attractive among its members in the UK (it has 800,000 users worldwide) — and the results might surprise you.
The site allows members to bid and pay for first dates with other users, enabling the company to see which members are most successful in attracting others and landing dates.
The study looked at data among the site's 5,000 top single members in the UK to find out which careers attracted the most date offers for both men and women. Here are the top five for both:
The most attractive jobs for men:
The most attractive jobs for women:
The results for women are surprising — the most appealing job for a woman is none at all, according to the study, with "student" coming in first place.
Meanwhile, the most attractive careers for men are high-powered, traditionally male-dominated industries like finance and law. However, it did show the appeal of the "software engineer," a career that hasn't always been considered as sexy.
"Silicon Valley has done for software engineers what the financial boom in Wall Street did for bankers," said Brandon Wade, CEO and founder of WhatsYourPrice.com.
"Once considered smart and nerdy, these guys have amassed a lot of success in recent years and our data shows they are reaping the benefits not only financial status but also in the dating world."
For many people, the interview is the make or break moment of a new job or career. In her book "Radical Candor: Be A Kick-Ass Boss Without Losing Your Humanity,"Kim Scott explores finding the sweet spot in management, somewhere between obnoxiously aggressive and ruinously empathetic. Here she recalls an interview she had with Apple CEO, Tim Cook. Following is a transcript of the video.
So Tim Cook is what I call a quiet listener, and when I interviewed at Apple, somebody warned me, "Tim is extremely quiet. Don't let it unnerve you." So Tim had asked me about what was the biggest mistake I made at Google and despite the warning, I didn't pay enough attention, and I started maybe confessing because he was so quiet. I started confessing a little bit more about this mistake than I really needed to be telling a perfect stranger in an interview. And I realized all of a sudden that I was about to tell him something that probably was going to cost me the job and happily there was an earthquake right at that moment and Apple's headquarters is built on these rollers and so the whole building was sort of swaying, and I realized I had been saved by the bell, and I took the opportunity to say, "Tim, tell me what's going on in this building," and the engineer and him couldn't resist explaining to me about the rollers and the way the building was built so I was very grateful to be saved by an earthquake.
Learning to network well is a useful skill for any job.
Put simply, it opens doors, allowing you to share information and make connections with people that could help you get ahead in your career.
It also provides an opportunity to get to know people you wouldn't necessarily meet in your day-to-day life.
As useful as networking is, it can also be pretty intimidating. It takes courage to walk up to complete strangers and start talking to them, so it's no surprise that many people don't get the most out of their networking opportunities.
Psychologist Dr Ronald Riggio, a professor of leadership and organisational psychology at Claremont McKenna College, California, says effective networking is critical for career success.
He spoke to Business Insider about how to make the most of networking events, highlighting the things people do which make networking a less valuable experience. Here are four common mistakes people make, and how you can rectify them.
1. Not actually listening.
A big mistake people make, Riggio says, is not taking the time to listen to the people they meet. Often you may find colleagues are waiting for their chance to speak, rather than really listening, so try not to be one of those people.
Instead of focusing on what you want to say, ask questions and show you're interested in getting to know the people you meet. You'll probably find it's a much more rewarding experience, and they might remember you better if you take a real interest.
2. Seeing it as a 'chore.'
Riggio says people sometimes see networking events as an unavoidable "chore" rather than a good opportunity. Seeing it as a necessary evil means you're probably setting yourself up to fail.
To get over this idea, Riggio says you should try and use networking to find out interesting things about others. Don't think about the event as full of colleagues who you'll have nothing in common with. Instead, see it as an opportunity to learn interesting things about new people.
In a blog post on Psychology Today, psychologist Dr Ben Dattner said only networking when you "have to" means you're more likely to feel anxious and stress yourself out. Rather than focusing what you need to get out of the event, try to think of what you can offer others from the experience.
3. Too much self-promotion.
Don't dominate the conversation, and don't make it all about your own achievements, Riggio warns. Rather than setting off on a rant about everything you've achieved, simply introduce yourself and tell your new contact something interesting about yourself that can be a conversation starter.
For example, you could say: "I’m a real estate agent and you might be surprised about some of the things that buyers are looking for in a house."
Dattner says a common mistake is keeping the people you meet updated about your accomplishments, when a better thing to do is to actually keep track of theirs. People are generally more interested in starting up a conversation with someone who takes a genuine interest in them.
See the rest of the story at Business Insider
The dream of many interior designers is the chance to decorate some of the most famous rooms in the world — and as far as residents go, you can't get much more famous than Queen Elizabeth II.
The Royal Household has just published a job advertisement for a "Curtain Maker and Soft Furnishing Upholsterer" to work at Buckingham Palace, Windsor Castle, and Saint James's Palace.
As well as repairing and sewing up original furnishings, the candidate will be responsible for designing and making new cushions and curtains for the palaces.
An ideal candidate will have extensive experience with soft furnishings, the job advert said, and be able to produce cushions and curtains by using sewing machines and hand stitching "of the highest standard in terms of structure and finish."
They will also have to seek out the highest quality materials, and work to "multiple and challenging deadlines." It's a permanent, full-time position that offers £22,000 ($28,000) per year.
Stress affects all of us sometimes. Work, relationships, and money problems are some of the most common triggers.
When you have a lot going on at work, it can get even harder to focus. This can result in a build up of more work you haven't been able to concentrate on, thus causing a vicious cycle of a more stress.
CEOs and founders of big companies have all gone through stressful moments like everyone else, and they all have different ways of dealing with the tough times.
Here are how some of the most successful people in the world have learned to unwind after years of managing the stress that comes with running a global business.
1. Bill Gates
Gates has also taken a lot of advice from Warren Buffett over the years. In an interview with Fortune magazine, Gates said something he learned from Buffett was to keep things simple.
"His ability to boil things down, to just work on the things that really count, to think through the basics — it's so amazing that he can do that. It's a special form of genius."
In other words, strip away all the fuss and it's easier to focus on the task at hand.
2. Tim Cook
After receiving an honorary degree from The University of Glasgow, Apple CEO Tim Cook advised students to stay positive and tune out a lot of the noise you'll come up against in life. Listening to everyone all the time is incredibly stressful.
"In today's environment, the world is full of cynics and you have to tune them out," he said. "Because if not, they become a cancer in your mind, in your thinking, and you begin thinking that you can't or that life is negative."
3. Meg Whitman
Meg Whitman has had an amazing career at several massive companies, including P&G, eBay, and now Hewlett-Packard. In an interview with Fast Company, Whitman mentioned her love of fly-fishing. She and her son go about six times every year.
According to research from the University of California's Merced campus, engaging in leisure activities can provide immediate stress relief, and can also have other health benefits. Research from the National Library of Medicine also showed regular leisure activity can manage negative feelings such as stress.
See the rest of the story at Business Insider
To get a job at Goldman Sachs, you've got to know your stuff.
But financial knowledge alone isn't enough to land you a highly coveted gig at the financial giant.
To make the cut, you'll need to prove you have the skills, experience, and motivation to thrive — and you'll also need to prove that you're a good cultural fit. In other words: You'll need to ace the interview.
We sifted through reports from Glassdoor to find some of the trickiest and diciest interview questions Goldman has to offer.
Whether you're applying to be a summer associate or a VP, here are a few questions to master before you walk in the door.
'How long do you think we work each day?' — Summer intern candidate
'If you were an object, what would you be?' — Financial-analyst candidate
'How many square feet of pizza are eaten in the US each year?' — Programmer-analyst candidate
See the rest of the story at Business Insider
WayUp CEO and Google alum Liz Wessel has a lot of experience finding talent. Here are the 2 interview questions she asks to help get to know a candidate. Following is a transcript of the video.
Sometimes you get really nasty answers and that’s when you know the person might have an ego.
It depends on the interview. I definitely change it up sometimes based on what the person’s interviewing for. My company, WayUp, we have these 7 company values and one of them is “Be a master of your craft, but know you are not the master.” Which means be really good at what you do, but know there are other people out there who are way better at each of the skills, and so go out and find as much information as you can.
One of the questions I like to ask is, “Tell me about a time when you had to learn something on your own in the workplace or for a class or for a club that was not required but you did it on your own and you used that for leverage.”
I sometimes hear some really fascinating stories and it’s a great way to learn more about a candidate. I definitely have some more trick ones, like, “If I found someone who didn’t like you why would they say they don’t like you?” Sometimes you get really nasty answers and that’s when you know the person might have an ego. Like I’ve heard, “Because they’re jealous.” And that’s when I’m like, “You’re probably not going to make it here.” But, yeah, I’ve heard good answers and it’s a nice way to kind of pull out the whole weakness question without asking it.