Employment Interview Quotes

I want to read the employment section of the Bible. I think it’s simply called Job.

If heaven really exists: then heaven is the job, hell is unemployment, while life is merely an interview.

A job interview is a competition won by those who are qualified the most, and, those who are willing to be payed the least.

interviews showed me that successful people are playing an entirely different game. They don’t flood the job market with résumés, hoping that some employer will grace them with an interview. They network. They email a friend of a friend to make sure their name gets the look it deserves. They have their uncles call old college buddies. They have their school’s career service office set up interviews months in advance on their behalf. They have parents tell them how to dress, what to say, and whom to schmooze. That

The only dream I ever had was the dream of New York itself, and for me, from the minute I touched down in this city, that was enough. It became the best teacher I ever had. If your mother is anything like mine, after all, there are a lot of important things she probably didn't teach you: how to use a vibrator; how to go to a loan shark and pull a loan at 17 percent that's due in thirty days; how to hire your first divorce attorney; what to look for in a doula (a birth coach) should you find yourself alone and pregnant. My mother never taught me how to date three people at the same time or how to interview a nanny or what to wear in an ashram in India or how to meditate. She also failed to mention crotchless underwear, how to make my first down payment on an apartment, the benefits of renting verses owning, and the difference between a slant-6 engine and a V-8 (in case I wanted to get a muscle car), not to mention how to employ a team of people to help me with my life, from trainers to hair colorists to nutritionists to shrinks. (Luckily, New York became one of many other moms I am to have in my lifetime.) So many mothers say they want their daughters to be independent, but what they really hope is that they'll find a well-compensated banker or lawyer and settle down between the ages of twenty-five and twenty-eight in Greenwich, Darien, or That Town, USA, to raise babies, do the grocery shopping, and work out in relative comfort for the rest of their lives. I know this because I employ their daughters. They raise us to think they want us to have careers, and they send us to college, but even they don't really believe women can be autonomous and take care of themselves.

It was the general opinion of ancient nations, that the divinity alone was adequate to the important office of giving laws to men... and modern nations, in the consecrations of kings, and in several superstitious chimeras of divine rights in princes and nobles, are nearly unanimous in preserving remnants of it... Is the jealousy of power, and the envy of superiority, so strong in all men, that no considerations of public or private utility are sufficient to engage their submission to rules for their own happiness? Or is the disposition to imposture so prevalent in men of experience, that their private views of ambition and avarice can be accomplished only by artifice? — … There is nothing in which mankind have been more unanimous; yet nothing can be inferred from it more than this, that the multitude have always been credulous, and the few artful. The United States of America have exhibited, perhaps, the first example of governments erected on the simple principles of nature: and if men are now sufficiently enlightened to disabuse themselves of artifice, imposture, hypocrisy, and superstition, they will consider this event as an era in their history. Although the detail of the formation of the American governments is at present little known or regarded either in Europe or America, it may hereafter become an object of curiosity. It will never be pretended that any persons employed in that service had any interviews with the gods, or were in any degree under the inspiration of heaven, any more than those at work upon ships or houses, or labouring in merchandize or agriculture: it will for ever be acknowledged that these governments were contrived merely by the use of reason and the senses. As Copley painted Chatham, West, Wolf, and Trumbull, Warren and Montgomery; as Dwight, Barlow, Trumbull, and Humphries composed their verse, and Belknap and Ramzay history; as Godfrey invented his quadrant, and Rittenhouse his planetarium; as Boylston practised inoculation, and Franklin electricity; as Paine exposed the mistakes of Raynal, and Jefferson those of Buffon, so unphilosophically borrowed from the Recherches Philosophiques sur les Américains those despicable dreams of de Pauw — neither the people, nor their conventions, committees, or sub-committees, considered legislation in any other light than ordinary arts and sciences, only as of more importance. Called without expectation, and compelled without previous inclination, though undoubtedly at the best period of time both for England and America, to erect suddenly new systems of laws for their future government, they adopted the method of a wise architect, in erecting a new palace for the residence of his sovereign. They determined to consult Vitruvius, Palladio, and all other writers of reputation in the art; to examine the most celebrated buildings, whether they remain entire or in ruins; compare these with the principles of writers; and enquire how far both the theories and models were founded in nature, or created by fancy: and, when this should be done, as far as their circumstances would allow, to adopt the advantages, and reject the inconveniences, of all. Unembarrassed by attachments to noble families, hereditary lines and successions, or any considerations of royal blood, even the pious mystery of holy oil had no more influence than that other of holy water: the people universally were too enlightened to be imposed on by artifice; and their leaders, or more properly followers, were men of too much honour to attempt it. Thirteen governments thus founded on the natural authority of the people alone, without a pretence of miracle or mystery, which are destined to spread over the northern part of that whole quarter of the globe, are a great point gained in favour of the rights of mankind. [Preface to 'A Defence of the Constitutions of the United States of America', 1787]

You could get a real job," he said with a little smile. "Fuck that," I said emphatically. "Anyway, doing what? I've got a high school diploma from years ago and no employment history whatsoever. If I got an interview for McDonald's, what am I supposed to tell them? My idea of interpersonal skills is taking two dicks at the same time.

Employees go to school for 12 – 18 years merely to impress prospect employers in a 12 – 18 minutes interview.

Right now, 80 percent of employers Google you before they bring you in for an interview.

Not every single broke and unemployed person needs a job; some need customers.

If you hear someone at the water cooler say, “black people are always late,” you can definitely say, “Hey, that’s racist” but you can also add, “and it contributes to false beliefs about black workers that keeps them from even being interviewed for jobs, while white workers can be late or on time, but will always be judged individually with no risk of damaging job prospects for other white people seeking employment.

Bad boss? Fire him/her. When you're interviewing for a job, You're job is to interview them. You are an equal.

Bad questions at employment interviews: "Is your drug test graded on a curve?

There is nothing in which mankind have been more unanimous [founding nations upon superstition]; yet nothing can be inferred from it more than this, that the multitude have always been credulous, and the few artful. The United States of America have exhibited, perhaps, the first example of governments erected on the simple principles of nature: and if men are now sufficiently enlightened to disabuse themselves of artifice, imposture, hypocrisy, and superstition, they will consider this event as an era in their history... [T]he detail of the formation of the American governments... may hereafter become an object of curiosity. It will never be pretended that any persons employed in that service had any interviews with the gods, or were in any degree under the inspiration of heaven... it will for ever be acknowledged that these governments were contrived merely by the use of reason and the senses... Thirteen governments thus founded on the natural authority of the people alone, without a pretence of miracle or mystery, which are destined to spread over the northern part of that whole quarter of the globe, are a great point gained in favour of the rights of mankind. [A Defence of the Constitutions of the United States of America, 1787]

Carefree Scamps are unconventional to the extreme but they get better results, and frequently their employers, who were often in two minds about offering them the position in the first place, eventually realise they’ve found a diamond, yet not only are they unsure how to handle them, they can seldom work out how specifically they accomplish their objectives because in one way or another they’re always rocking the bloody boat. The Carefree Scamp takes quite a bit of ‘managing

A lot of us for instance are very good at our jobs but absolutely hopeless at job interviews. Does this sound like you? You rock up for the interview full of confidence, you know full well you can fill the position easily and possibly better than most, you’re friendly, outgoing, and personable, and you scare the shit out of the interviewer.

Some employers out there do want you. Yes, you. But it's not their job to find you. It's your job to find them.

If you are unfamiliar with research on the employment interview, what follows may surprise you. In essence, if your goal is to determine which candidates will succeed in a job and which will fail, standard interviews (also called unstructured interviews to distinguish them from structured interviews, to which we will turn shortly) are not very informative. To put it more starkly, they are often useless.

During Mao’s era, the Chinese people were absolutely controlled by the Communist Party that decided food and accommodation, education and employment, what to think and say, and what to read and write about. ”--Interview with Zoë S. Roy, author of Spinster Kang

In the early 2000s, researchers in Chicago and Boston mailed out fake résumés to hundreds of employers, varying only the names of the applicants, but choosing names that would be seen as identifiably black or white. Strikingly, “Emily” and “Brendan” were 50 percent more likely to get called for an interview than “Lakisha” and “Jamal.

I have noticed that most people don’t use more than a pea size equivalent of their brain. They can’t process more than one idea each time. If I say that my grandparents were from Switzerland and then I was born somewhere else, they will forget the somewhere else and focus on Switzerland; If I say that my name originates in the South of France before saying my nationality, it becomes irrelevant as well. And I’m surprised at how many people get offended when I tell them I can easily brainwash them with new ideas and convince them that I’m right. It’s not my fault but theirs, for not knowing how to think. They shouldn’t blame the overthinker but the underthinker. And yet, I hear so many times this explanation for any kind of life problem: “You think too much”. Everything serves as an excuse to be stupid in this world. And then the majority wonders why getting a job is so difficult for them. It’s not for overthinkers. I used to be called for job interviews because I was a rule breaker; I would hide my age and be called because the interviewer wanted to ask me how old I am; or paint the letters of my CV in green and be called because it was the first to be noticed among thousands in black and white. The only problem about overthinking is that you will eventually overcome the norm. That’s why I don’t need a job anymore; I have outthought the majority.

Why aren’t you as wealthy as you should be? It may be because of the way you operate your household. Would a business, especially a very productive one, ever hire a key employee without doing a serious background check and an in-depth interview? No! Yet most people, even those with high incomes, hire financial advisors after obtaining little or no background information about these “employment candidates.” Some

After several rounds of interviews with Google’s founders, they offered me a job. My bank account was diminishing quickly, so it was time to get back to paid employment, and fast. In typical—and yes, annoying—MBA fashion, I made a spreadsheet and listed my various opportunities in the rows and my selection criteria in the columns. I compared the roles, the level of responsibility, and so on. My heart wanted to join Google in its mission to provide the world with access to information, but in the spreadsheet game, the Google job fared the worst by far. I went back to Eric and explained my dilemma. The other companies were recruiting me for real jobs with teams to run and goals to hit. At Google, I would be the first “business unit general manager,” which sounded great except for the glaring fact that Google had no business units and therefore nothing to actually manage. Not only was the role lower in level than my other options, but it was entirely unclear what the job was in the first place. Eric responded with perhaps the best piece of career advice that I have ever heard. He covered my spreadsheet with his hand and told me not to be an idiot (also a great piece of advice). Then he explained that only one criterion mattered when picking a job—fast growth. When

I would never sabotage you, Mya.” He wiped away one of my stray tears with his fingertips. “Of course, deep down I did want you to stay, but I had nothing but nice things to say about you. I even said they’d be foolish not to hire you, but—” “But?” I glared at him. “But what?” “But if they thought the low-ass salaries they were offering were good enough for you, they needed to increase them exponentially or move along to someone else. I thought you deserved more.” “Is that all?” “No,” he said, looking into my eyes. “I also needed to personally interview each of the CEOs myself. Needed to make sure each one was a good fit for you, and that whoever you worked for next was already married.” I opened my mouth to ask him if he was being serious, but he beat me to it. “Yes,” he said, smirking. “Yes, I ‘seriously’ did need to do that.” “What does the CEO being married have to do with anything, Michael? What if I have no interest in seeing you after I quit?” “You do, so we’re not even going to entertain that line of conversation.” He rolled his eyes. “If the CEO is already married, I won’t have to worry about ‘this’ happening at your next place of employment, and I can be somewhat less jealous.” “How selfish of you.” I couldn’t believe him, but for some reason I couldn’t help the smile that was forming on my face.

Susan’s and Jennifer’s job searches are likely made harder by the color of their skin. In the early 2000s, researchers in Chicago and Boston mailed out fake résumés to hundreds of employers, varying only the names of the applicants, but choosing names that would be seen as identifiably black or white. Strikingly, “Emily” and “Brendan” were 50 percent more likely to get called for an interview than “Lakisha” and “Jamal.” A few years later, a researcher at the University of Wisconsin conducted a similar study in Milwaukee, but with a unique twist. She recruited two black and two white actors (college students, posing as high school graduates) who were as similar as possible in every way. She sent these “job applicants” out in pairs, with virtually identical fake résumés, to apply for entry-level jobs. Her twist was to instruct one of the white and one of the black applicants to tell employers that they had a felony conviction and had just been released from prison the month before. Even the researcher was surprised by what she found: the white applicant with a felony conviction was more likely to get a positive response from a prospective employer than the black applicant with no criminal record. When the study was replicated in New York City a few years later, she and her colleagues saw similar results for Latino applicants relative to whites.

Although the detail of the formation of the American governments is at present little known or regarded either in Europe or America, it may hereafter become an object of curiosity. It will never be pretended that any persons employed in that service had interviews with the gods, or were in any degree under the inspiration of heaven, more than those at work upon ships or houses, or laboring in merchandize or agriculture; it will forever be acknowledged that these governments were contrived merely by the use of reason and the senses.

In a few words, since by nature and professional training he was more inclined to listen attentively than to talk, he told her that for some time he had not found employment as a psychologist and was looking for any respectable job. Photography had seemed a good possibility, but since he had not wanted to be like those amateurs who end up begging to photograph weddings, baptisms, and birthdays, he had come to the magazine. “Tomorrow I’m going to interview some prostitutes. Do you want to come along and give it a try?” Irene asked. Francisco accepted on the spot, brushing aside a shadow of sadness, thinking how much easier it was to earn a living by clicking a shutter than it was by placing his experience and hard-won knowledge at the service of his fellow man. When

Being a full-time feminist means that every day I make a choice to make equality a part of my life, mind, and behavior. I set out purposefully to support women, to create a dialogue with men, and to interject when I see ignorance and misunderstanding. For me this has meant that in my work I often choose to share my financial gains with women (although I do also employ men regularly, to film my music videos or produce my songs with my band Girlboy), and when I see a woman working, or reaching for her ambitions, I like to show my support. In my romantic relationships with men, this has meant when there is misunderstanding, I take the time to think about why that could be, and to discuss whatever problems we face. Thinking about the influence of the gender concept on our behavior and decisions is now ingrained in my subconscious.

Hero was left with Mr. Stoke, and at once shocked and enchanted him by confiding that she had no notion how many servants she ought to employ, but hoped he would not think it necessary for her to have too many. 'For I dare say I shan't know how to go on at all. At least, just at first I shall not, though I expect I shall soon get into the way of it.' Finally, it was decided that a cook, a butler, two abigails, and a page-boy or footman should, in addition to his lordship's man, her ladyship's personal maid, a coachman, two grooms, and the Tiger, be sufficient to ensure the young couple a moderate degree of comfort. Mr. Stoke engaged himself to interview all menials applying for the various posts, and to hire those he considered the most desirable. He then took his leave of his patrons and went away in an extremely thoughtful mood.

This had to be Finn Dalton’s mother. It simply had to be. From the moment Nash had given Carrie what seemed like the impossible assignment of interviewing Finn, she’d looked for out-of-the-box ways to locate him. Her mother’s mention of work on the Alaskan pipeline and that many of those employed came from Washington State had led to a breakthrough. At least she hoped so. The search led Carrie to the birth record for a Finnegan Paul Dalton, not in Alaska but in her own birth state of Washington. That record revealed his mother’s name—Joan Finnegan Dalton—which then led to a divorce decree, along with a license for a second marriage several years later. Tax records indicated that Joan, whose married name was now Reese, continued to reside in Washington State. Her hope was that Joan Dalton Reese would be willing to help Carrie find Finn.

The general point: the story process keeps the vision clear and the action moving. But if we do not notate the vision accurately, if we accept some phrase we should have discarded, if we allow to stand some sentence that is not as sharp as we can make it, then the vision is not changed in the same way it would have been otherwise: the new sections of the vision will not light up quite so clearly, perhaps not at all. As well, the movement of the vision—its action—will not develop in the same way if we put down a different phrase. And though the inaccurate employment of the story process may still get you to the end of the tale, the progress of the story process, which eventually registers in the reader’s mind as “the plot,” is going to be off: an inaccuracy in either of the two story process elements, the envisioning or the notation, automatically detracts from the other. When they go off enough, the progress of the story process will appear unclear, or clumsy, or just illogical.

People, especially those in charge, rarely invite you into their offices and give freely of their time. Instead, you have to do something unique, compelling, even funny or a bit daring, to earn it. Even if you happen to be an exceptionally well-rounded person who possesses all of the scrappy qualities discussed so far, it’s still important to be prepared, dig deep, do the prep work, and think on your feet. Harry Gordon Selfridge, who founded the London-based department store Selfridges, knew the value of doing his homework. Selfridge, an American from Chicago, traveled to London in 1906 with the hope of building his “dream store.” He did just that in 1909, and more than a century later, his stores continue to serve customers in London, Manchester, and Birmingham. Selfridges’ success and staying power is rooted in the scrappy efforts of Harry Selfridge himself, a creative marketer who exhibited “a revolutionary understanding of publicity and the theatre of retail,” as he is described on the Selfridges’ Web site. His department store was known for creating events to attract special clientele, engaging shoppers in a way other retailers had never done before, catering to the holidays, adapting to cultural trends, and changing with the times and political movements such as the suffragists. Selfridge was noted to have said, “People will sit up and take notice of you if you will sit up and take notice of what makes them sit up and take notice.” How do you get people to take notice? How do you stand out in a positive way in order to make things happen? The curiosity and imagination Selfridge employed to successfully build his retail stores can be just as valuable for you to embrace in your circumstances. Perhaps you have landed a meeting, interview, or a quick coffee date with a key decision maker at a company that has sparked your interest. To maximize the impression you’re going to make, you have to know your audience. That means you must respectfully learn what you can about the person, their industry, or the culture of their organization. In fact, it pays to become familiar not only with the person’s current position but also their background, philosophies, triumphs, failures, and major breakthroughs. With that information in hand, you are less likely to waste the precious time you have and more likely to engage in genuine and meaningful conversation.

But interviews with [Margaret Dumont] reveal her to have been a perceptive and talented comic actress. “Many a comedian’s lines have been lost on the screen because the laughter overlapped,” she said in the 1940s. “Script writers build up to a laugh, but they don’t allow any pause for it. That’s where I come in. I ad lib—it doesn’t matter what I say—just to kill a few seconds so you can enjoy the gag. I have to sense when the big laughs will come and fill in, or the audience will drown out the next gag with its own laughter.” A much harder job, it must be stressed, onscreen than onstage. Margaret Dumont objected to the term “stooge,” with her usual dignity. “I’m a straight lady,” she insisted, “the best straight woman in Hollywood. There’s an art to playing straight. You must build up your man, but never top him, never steal the laughs from him.” She showed great insight into the Marx Brothers’ brand of humor: “The comedy method which [they] employ is carefully worked out and concrete. They never laugh during a story conference. Like most other expert comedians, they involve themselves so seriously in the study of how jokes can be converted to their own style that they don’t ever titter while approaching their material.

As a matter of principle, I refuse to own a tie. I find ties uncomfortable, so I don't wear them. If ties were simply a clothing option, I would decline to use them but there would be no reason to make a fuss about it. However, there is an absurd social pressure on men to wear ties. They do this as a form of sucking up to the boss. When I worked at MIT, I was shocked that MIT graduates, people who could have almost dictated employment terms, felt compelled to wear ties to job interviews, even with companies that (they knew) had the sense not to ask them to wear ties on the job. I think the tie means, "I will be so subservient as an employee that I will do even totally senseless things just because you tell me to." Going to a job interview without a tie is a way of saying you don't want to work for someone who wants that. The people who wear ties under these circumstances are victim-coperpetrators: each one who cedes to this pressure and wears a tie increases the pressure on others. This is a central concept for understanding other forms of propagating nastiness, including nonfree software and Facebook. In fact, it was in regard to ties that I first recognized this phenomenon. I don't condemn victim-coperpetrators, since they are primarily victims and only secondarily perpetrators. But I believe I should not be one of them. I hope my refusal to wear a tie will make it easier for you to refuse as well.

Darius bit his tongue to keep from grinning as Nicole hoisted herself into the wagon. He managed to keep the smile contained until he stepped aside to allow Wellborn to assist his wife. The moment he turned his back on the little minx, however, he let it loose. She was making it awfully hard to keep up the disgruntled employer pretense that he’d started last night. He usually had no trouble being disgruntled around people, especially when he was trussed up in a jacket with ridiculously tight sleeves and a collar that made his neck itch. His bad temper was legendary in the Thornton household. ’Twas why his mother finally stopped forcing him to attend parties and why his father put him in charge of King Star’s accounting records. Yet a few teasing comments from Nicole had him mighty close to whistling, for pity’s sake. He actually liked the chit. Outside of his sister and mother, he couldn’t remember ever actually liking a woman before. Oh, he’d been attracted to several and even admired a few, but he’d always felt pressured to put on an act for them, to cover up his flaws so they wouldn’t see his true self. When the act became too tedious, he simply forfeited the chase. Without much regret. Nicole, however, had already seen his flaws. He’d paraded them before her since the moment she arrived for her interview. Yet instead of turning up her nose, she’d come to accept them as part of him, even teased him about them. It left him with no tedious act to maintain, only a growing hunger to learn more about her, to prove that he could accept her flaws, as well. Starting with that bullheaded stubbornness that kept her from asking for help.

Lucid Motors was started under the name Atieva (which stood for “advanced technologies in electric vehicle applications” and was pronounced “ah-tee-va”) in Mountain View in 2008 (or December 31, 2007, to be precise) by Bernard Tse, who was a vice president at Tesla before it launched the Roadster. Hong Kong–born Tse had studied engineering at the University of Illinois, where he met his wife, Grace. In the early 1980s, the couple had started a computer manufacturing company called Wyse, which at its peak in the early 1990s registered sales of more than $480 million a year. Tse joined Tesla’s board of directors in 2003 at the request of his close friend Martin Eberhard, the company’s original CEO, who sought Tse’s expertise in engineering, manufacturing, and supply chain. Tse would eventually step off the board to lead a division called the Tesla Energy Group. The group planned to make electric power trains for other manufacturers, who needed them for their electric car programs. Tse, who didn’t respond to my requests to be interviewed, left Tesla around the time of Eberhard’s departure and decided to start Atieva, his own electric car company. Atieva’s plan was to start by focusing on the power train, with the aim of eventually producing a car. The company pitched itself to investors as a power train supplier and won deals to power some city buses in China, through which it could further develop and improve its technology. Within a few years, the company had raised about $40 million, much of it from the Silicon Valley–based venture capital firm Venrock, and employed thirty people, mostly power train engineers, in the United States, as well as the same number of factory workers in Asia. By 2014, it was ready to start work on a sedan, which it planned to sell in the United States and China. That year, it raised about $200 million from Chinese investors, according to sources close to the company.

Finally, as I’ve emphasized, there is the level of conscious public policy. A Soviet official issuing a planning document, or an American politician calling for job creation, might not be entirely aware of the likely effects of their action. Still, once a situation is created, even as an unintended side effect, politicians can be expected to size up the larger political implications of that situation when they make up their minds what—if anything—to do about it. Does this mean that members of the political class might actually collude in the maintenance of useless employment? If that seems a daring claim, even conspiracy talk, consider the following quote, from an interview with then US president Barack Obama about some of the reasons why he bucked the preferences of the electorate and insisted on maintaining a private, for-profit health insurance system in America: “I don’t think in ideological terms. I never have,” Obama said, continuing on the health care theme. “Everybody who supports single-payer health care says, ‘Look at all this money we would be saving from insurance and paperwork.’ That represents one million, two million, three million jobs [filled by] people who are working at Blue Cross Blue Shield or Kaiser or other places. What are we doing with them? Where are we employing them?”9 I would encourage the reader to reflect on this passage because it might be considered a smoking gun. What is the president saying here? He acknowledges that millions of jobs in medical insurance companies like Kaiser or Blue Cross are unnecessary. He even acknowledges that a socialized health system would be more efficient than the current market-based system, since it would reduce unnecessary paperwork and reduplication of effort by dozens of competing private firms. But he’s also saying it would be undesirable for that very reason. One motive, he insists, for maintaining the existing market-based system is precisely its inefficiency, since it is better to maintain those millions of basically useless office jobs than to cast about trying to find something else for the paper pushers to do.10 So here is the most powerful man in the world at the time publicly reflecting on his signature legislative achievement—and he is insisting that a major factor in the form that legislature took is the preservation of bullshit jobs.

Neoliberal ideology has radically altered our working lives, leaving us isolated and exposed. The ‘freedom and independence’ of the gig economy it celebrates, in which regular jobs are replaced by an illusion of self-employment, often translates into no job security, no unions, no health benefits, no overtime compensation, no safety net and no sense of community. In 1987, Margaret Thatcher said the following in a magazine interview: I think we have gone through a period when too many children and people have been given to understand ‘I have a problem, it is the Government’s job to cope with it!’ or ‘I have a problem, I will go and get a grant to cope with it!’, ‘I am homeless, the Government must house me!’ And so they are casting their problems on society, and who is society? There is no such thing! There are individual men and women and there are families, and no government can do anything except through people and people look to themselves first.8 As always, Thatcher was faithfully repeating the snake-oil remedies of neoliberalism. Precious few of the ideas attributed to her were her own. They were formulated by men like Hayek and Friedman, then spun by the think tanks and academic departments of the Neoliberal International. In this short quote, we see three of the ideology’s core tenets distilled: First, everyone is responsible for their own destiny, and if you fall through the cracks, the fault is yours and yours alone. Second, the state has no responsibility for those in economic distress, even those without a home. Third, there is no legitimate form of social organization beyond the individual and the family. There is genuine belief here. There is a long philosophical tradition, dating back to Thomas Hobbes,9 which sees humankind as engaged in a war of ‘every man against every man’. Hayek believed that this frantic competition delivered social benefits, generating the wealth which would eventually enrich us all. But there is also political calculation. Together we are powerful, alone we are powerless. As individual consumers, we can do almost nothing to change social or environmental outcomes. But as citizens, combining effectively with others to form political movements, there is almost nothing we cannot do. Those who govern on behalf of the rich have an incentive to persuade us we are alone in our struggle for survival, and that any attempts to solve our problems collectively – through trade unions, protest movements or even the mutual obligations of society – are illegitimate or even immoral. The strategy of political leaders such as Thatcher

Adventists urged to study women’s ordination for themselves Adventist Church President Ted N. C. Wilson appealed to members to study the Bible regarding the theology of ordination as the Church continues to examine the matter at Annual Council next month and at General Conference Session next year. Above, Wilson delivers the Sabbath sermon at Annual Council last year. [ANN file photo] President Wilson and TOSC chair Stele also ask for prayers for Holy Spirit to guide proceedings September 24, 2014 | Silver Spring, Maryland, United States | Andrew McChesney/Adventist Review Ted N. C. Wilson, president of the Seventh-day Adventist Church, appealed to church members worldwide to earnestly read what the Bible says about women’s ordination and to pray that he and other church leaders humbly follow the Holy Spirit’s guidance on the matter. Church members wishing to understand what the Bible teaches on women’s ordination have no reason to worry about where to start, said Artur A. Stele, who oversaw an unprecedented, two-year study on women’s ordination as chair of the church-commissioned Theology of Ordination Study Committee. Stele, who echoed Wilson’s call for church members to read the Bible and pray on the issue, recommended reading the study’s three brief “Way Forward Statements,” which cite Bible texts and Adventist Church co-founder Ellen G. White to support each of the three positions on women’s ordination that emerged during the committee’s research. The results of the study will be discussed in October at the Annual Council, a major business meeting of church leaders. The Annual Council will then decide whether to ask the nearly 2,600 delegates of the world church to make a final call on women’s ordination in a vote at the General Conference Session next July. Wilson, speaking in an interview, urged each of the church’s 18 million members to prayerfully read the study materials, available on the website of the church’s Office of Archives, Statistics, and Research. "Look to see how the papers and presentations were based on an understanding of a clear reading of Scripture,” Wilson said in his office at General Conference headquarters in Silver Spring, Maryland. “The Spirit of Prophecy tells us that we are to take the Bible just as it reads,” he said. “And I would encourage each church member, and certainly each representative at the Annual Council and those who will be delegates to the General Conference Session, to prayerfully review those presentations and then ask the Holy Spirit to help them know God’s will.” The Spirit of Prophecy refers to the writings of White, who among her statements on how to read the Bible wrote in The Great Controversy (p. 598), “The language of the Bible should be explained according to its obvious meaning, unless a symbol or figure is employed.” “We don’t have the luxury of having the Urim and the Thummim,” Wilson said, in a nod to the stones that the Israelite high priest used in Old Testament times to learn God’s will. “Nor do we have a living prophet with us. So we must rely upon the Holy Spirit’s leading in our own Bible study as we review the plain teachings of Scripture.” He said world church leadership was committed to “a very open, fair, and careful process” on the issue of women’s ordination. Wilson added that the crucial question facing the church wasn’t whether women should be ordained but whether church members who disagreed with the final decision on ordination, whatever it might be, would be willing to set aside their differences to focus on the church’s 151-year mission: proclaiming Revelation 14 and the three angels’ messages that Jesus is coming soon. 3 Views on Women’s Ordination In an effort to better understand the Bible’s teaching on ordination, the church established the Theology of Ordination Study Committee, a group of 106 members commonly referred to by church leaders as TOSC. It was not organized

The process of receiving teaching depends upon the student giving something in return; some kind of psychological surrender is necessary, a gift of some sort. This is why we must discuss surrendering, opening, giving up expectations, before we can speak of the relationship between teacher and student. It is essential to surrender, to open yourself, to present whatever you are to the guru, rather than trying to present yourself as a worthwhile student. It does not matter how much you are willing to pay, how correctly you behave, how clever you are at saying the right thing to your teacher. It is not like having an interview for a job or buying a new car. Whether or not you will get the job depends upon your credentials, how well you are dressed, how beautifully your shoes are polished, how well you speak, how good your manners are. If you are buying a car, it is a matter of how much money you have and how good your credit is. But when it comes to spirituality, something more is required. It is not a matter of applying for a job, of dressing up to impress our potential employer. Such deception does not apply to an interview with a guru, because he sees right through us. He is amused if we dress up especially for the interview. Making ingratiating gestures is not applicable in this situation; in fact it is futile. We must make a real commitment to being open with our teacher; we must be willing to give up all our preconceptions. Milarepa expected Marpa to be a great scholar and a saintly person, dressed in yogic costume with beads, reciting mantras, meditating. Instead he found Marpa working on his farm, directing the laborers and plowing his land. I am afraid the word guru is overused in the West. It would be better to speak of one’s “spiritual friend,” because the teachings emphasize a mutual meeting of two minds. It is a matter of mutual communication, rather than a master-servant relationship between a highly evolved being and a miserable, confused one. In the master-servant relationship the highly evolved being may appear not even to be sitting on his seat but may seem to be floating, levitating, looking down at us. His voice is penetrating, pervading space. Every word, every cough, every movement that he makes is a gesture of wisdom. But this is a dream. A guru should be a spiritual friend who communicates and presents his qualities to us, as Marpa did with Milarepa and Naropa with Marpa. Marpa presented his quality of being a farmer-yogi. He happened to have seven children and a wife, and he looked after his farm, cultivating the land and supporting himself and his family. But these activities were just an ordinary part of his life. He cared for his students as he cared for his crops and family. He was so thorough, paying attention to every detail of his life, that he was able to be a competent teacher as well as a competent father and farmer. There was no physical or spiritual materialism in Marpa’s lifestyle at all. He did not emphasize spirituality and ignore his family or his physical relationship to the earth. If you are not involved with materialism, either spiritually or physically, then there is no emphasis made on any extreme. Nor is it helpful to choose someone for your guru simply because he is famous, someone who is renowned for having published stacks of books and converted thousands or millions of people. Instead the guideline is whether or not you are able actually to communicate with the person, directly and thoroughly. How much self-deception are you involved in? If you really open yourself to your spiritual friend, then you are bound to work together. Are you able to talk to him thoroughly and properly? Does he know anything about you? Does he know anything about himself, for that matter? Is the guru really able to see through your masks, communicate with you properly, directly? In searching for a teacher, this seems to be the guideline rather than fame or wisdom.

After its initial concentration on 1912-1942, the American Film Institute widened its net to incorporate any title which had been unseen for many years and was not currently held by US archives. The intention was nothing less than to change the way film history was written: “A great deal is going to have to be revised on the basis of what turns up,” said David Shepard, employed in 1968 as Associate Archivist and interviewed for a magazine three years later. He went on, “In every case, good, bad or magnificent as the film itself might be, each restoration adds to our knowledge, and is as significant to film history as the unearthing of one more ancient human skull is to the palaeontologist.

One of the main differences between a slave and an employee is that the employee sold themselves.

If you hear someone at the water cooler say, “black peoples are always late,” you can definitely say, “hey, that’s racist.” But you can also add, “... and it contributes to false beliefs about black workers that keeps them from even being interviewed for jobs while white workers can be late or on time but will always be judged individually with no risk of damaging jobs for other white peoples seeking employment.

Can you describe for me the tastes that you experienced as you said those words?" "Certainly. Mashed peas, dried apples, wine gum, weak tea, butter unsalted, Walkers crisps..."Mr. Roland replied. What I was experiencing at that moment wasn't an out-of-body experience. It was an in-another-body experience. Everything but this man and me had faded into darkness. He and I were at the two ends of a brightly lit tunnel. We were point A and point B. The tunnel was the most direct, straight-line route between the two points. I had never experienced recognition in this pure, undiluted form. It was a mirroring. It was a fact. It was a cord pulled taut between us. Most of all, it was no longer a secret. I don't remember getting up, but I must have. I do remember kneeling in front of the TV. I touched the image of Mr. Roland's face as his words jumped, swerved, coalesced, attacked, and revealed. As the interview continued, he became more comfortable with the interviewer, and his facial tics and rapid blinking lessened. He masked what he couldn't control by taking long sips from a glass of water (or perhaps the clear liquid was gin). He also turned his head slightly and coughed into his left hand, which provided him with a second or two of privacy. It soon became clear to Mr. Roland and to me that the interviewer wanted him to perform for the camera. After each question-and-answer exchange, the interviewer would ask him for the tastes of her words and then his. Mr. Roland was oddly obliging, much more so than I would have been in his position. I soon realized that his pool of experiential flavors, in other words his actual food intake, was very British and that he didn't venture far from home for his gastronomical needs. "Curry fries" was the most unusual taste that this piano tuner from Manchester listed. The word "employment" triggered it, he told the interviewer. I said "employment" aloud and tasted olives from a can, which meant I tasted more can than olives. I felt more than a tinge of envy.

Please remember, these homeless or long-term unemployed people were not born this way, they had an accident that brought them to where they are today. Allow them to one day tell the story of this perfect stranger who changed their life without asking for anything in return.

There was an incident with one of the tennis coaches.’ ‘An incident?’ ‘Some of us were not happy with the lack of time he was spending at the club.’ ‘And?’ ‘And Veronica and I made a formal complaint. Some of these coaches think they can come and go, work when they like. We needed someone committed to the club, someone willing to help out.’ ‘What was the name of the coach?’ ‘Matt Lambert.’ ‘He’s still at the club?’ ‘Unfortunately, yes.’ ‘So he’s employed by the club?’ ‘No, self-employed.’ ‘Let me get this straight,’ said Louise slowly. ‘You tried to get the coach sacked because he wasn’t at the club enough, yet no one would be paying him for the extra time?’ ‘You don’t quite understand.’ ‘I think I do. You think this coach would feel so aggrieved as to brutally murder Veronica and leave her body on the beach?’ ‘How the hell would I know?’ The interview was going nowhere fast. Louise didn’t like to pigeonhole people on first impressions, but she could see Estelle was a spoilt, privileged lady used to getting her own way. It saddened her to think that

You have heard of us and wish to hire us,” says Jarlaxle. “Of course.” “You do not look like one who would wish another killed.” The woman blanched at the drow’s suggestion, Entreri noted. For that was Entreri’s role whenever they met a new prospective employer and Jarlaxle posed that very same question. Jarlaxle always liked to start such interviews in a blunt manner. “I was told that you two were skilled in…procurement.

Thornton Wilder: The problem of telling you about my past life as a writer is like that of imaginative narration itself; it lies in the effort to employ the past tense in such a way that it does not rob those events of their character of having occurred in freedom. A great deal of writing and talking about the past is unacceptable. It freezes the historical in a determinism. Today’s writer smugly passes his last judgment and confers on existing attitudes the lifeless aspect of plaster-cast statues in a museum. He recounts the past as though the characters knew what was going to happen next.

For a while I wondered how that association, which lasted almost forty years until his death in 1993, was forged, until I realized it was simple: we were both left-handed. I think that handedness is the most important thing one can know about a person. The question was never on the employment application forms, and it’s probably verboten to ask these days. But dyslexia lurks in the brain of every left-hander, which means, we see the world differently, sometimes profitably. That’s why, when I interview people, I try to get them to write something. At one point I was accused of running a cabal of left-handers at Trader Joe’s. One of them, Doug Rauch, is President of Trader Joe’s on the East Coast as of this writing

Here are some ideas on how to interview someone: Find out everything you can about the person online. Find out everything you can about his employer. Think of some questions to ask at the beginning to get it going—unthreatening ones like “Where did you grow up?” or “Where did you get that great shirt?” Think of some questions to ask if things suddenly slow down. These should be provocative and elicit more than yes or no answers. Save your most personal or threatening questions for last.

If you hear someone at the water cooler say, “black people are always late,” you can definitely say, “Hey, that’s racist” but you can also add, “and it contributes to false beliefs about black workers that keeps them from even being interviewed for jobs, while white workers can be late or on time, but will always be judged individually with no risk of damaging job prospects for other white people seeking employment.” That also makes it less likely that someone will brush you off saying “Hey, it’s not that big of a deal, don’t be so sensitive.” Tying racism to its systemic causes and effects will help others see the important difference between systemic racism, and anti-white bigotry. In addition, the more practice you have at tying individual racism to the system that gives it power, the more you will be able to see all the ways in which you can make a difference. Yes, you can demand that the teacher shouting racial slurs at Hispanic kids should be fired, but you can also ask what that school’s suspension rate for Hispanic kids is, ask how many teachers of color they have on staff, and ask that their policies be reviewed and reformed. Yes, you can definitely report your racist coworker to HR, but you can also ask your company management what processes they have in place to minimize racial bias in their hiring process, you can ask for more diversity in management and cultural sensitivity training for staff, and you can ask what procedures they have in place to handle allegations of racial discrimination. When we look at racism as a system, it becomes much

Staffing Companies Staffing firms are hired by companies to vet candidates. Many of the top employers in my area use staffing firms to vet candidates for open positions. The last time I was in the job market, I got a call from a local staffing firm fifteen days before I started my new job. When I met with the firm, though, I found there was one big problem. Since I had already applied to the leading companies in my area, the staffing firm could not earn a commission by recommending me to their clients. In fact, twelve months had to pass since my last application for the Staffing firm to earn a commission by recommending me. I’m sharing this strategy early in the book, because pursuing this option could cut months off your job search.

Staffing Firms and Executive Recruiters are responsible for 10% of positions that job hunters find. Employment agencies, “temp” firms, executive recruiters, and other staffing firms fill job openings for a commission, which is usually between 15% to 33% of the annual salary. The employer pays the fee. The remaining 15% of jobs come through online applications and recruiters who are not Executive recruiters. As job seekers, if we complete three online applications a day, it’s easy to fool ourselves into thinking we’re being productive. So here’s my question: Given that “Talking To Other People” yields five times the number of jobs as online applications (75% vs. 15%), and staffing companies yield almost as many opportunities as online applications (10% vs. 15%), don’t we owe it to ourselves to pursue these avenues? If not for ourselves, then maybe for our loved ones who depend on us and our salaries.

After extensive reading, I feel like the MOST IMPORTANT ADVICE is always left out…the most important being… … Understand How the Hiring Manager Thinks Secret #1 3 Questions That Determine If You Are A Candidate Can You Do The Job? Will You Like The Job Enough To Stay There? Can We Stand To Work With You? Secret #2 4 Ways To Differentiate Yourself From All Other Candidates: Have You Made Money For Your Employers? Have You Saved Money For Your Employers? Have You Increased the Productivity of Your Employers? Have You Made A Difference at Your Employers? Everything I did before, during and after the interview was geared toward answering those questions in as much detail as possible.

My Job Seeking Self-Talk While job seeking, I reviewed my accomplishments in detail. This reminded me of the great things God has enabled me to do. It also reminded me of the value I can bring to any employer. I also told myself: It could be a lot worse. I could be fighting in Iraq or Afghanistan. I could be deathly ill. I could have a horrible wife and horrible kids. By thinking these thoughts, I was able to put this chapter of my life in perspective and do what I needed to do to move on to the next chapter

Your Beliefs When it comes to job seeking, I like what Saint Augustine said: Pray as though everything depended on God. Work as though everything depended on you. Because I follow this strategy, I believe I will be hired. I also believe I'll be hired, since my last employer gave me more chances to learn how to get hired than most people have in their lifetime. Because of those experiences: I realize I must stand out from all of the other candidates. I stand out by clearly communicating my track record of solving complex problems. The best way to communicate how you can solve problems is to include your stories of overcoming obstacles and resolving work issues in: • Your Cover Letter • Your Resume • Your Achievement Stories • Your LinkedIn Recommendations • Your Portfolio.

Important Warning Before you raise a red flag and say, “I can’t do this,” remember: being shy about sharing your strengths can result in not getting offers. If you get offers, they will be at lower salaries. For example, I have a friend, who I’ll call Jonathan. I coached him on the value of achievement stories. I also recommended him to a staffing firm. He told me later that they never called him back. They never called him back, because he never spoke of his achievements. Staffing firms are paid to provide great candidates to prospective employers. If someone can’t promote themselves — if someone cannot explain why they are a great candidate — they’ll never get a call back, whether it’s from a staffing firm, a hiring manager, or anyone else. While I understand that my friend probably views Achievement Stories as bragging, I overcame this hurdle. When I talk about accomplishments, I say: “I’m blessed with the ability to…” “I’ve been fortunate enough to…” “Leadership appreciates how…” “Co-workers appreciate how…” This is an ideal way to communicate your achievements, because hiring managers prefer humble candidates. But they do want to hear about your achievements.

What is an Achievement Story? As noted in the Hiring Manager’s Secrets chapter, hiring managers want to know: How you made money for your employer, How you saved money for your employer, How you made yourself, your department, your division, or your company more productive. They want to know how you made a positive difference. This is your time to answer the above questions with real-life examples from your experience. According to “Ask A Manager” blogger, Alison Green, resumes that stand out tell the reader what you accomplished that someone else wouldn’t have in the same position. For example, if you’re like me you may have: — trained managers to sell products through a new ordering system by documenting the process and conducting training sessions, — took on the work of two laid off employees, or — developed a budgeting system enabling managers to customize their budgets based on their unique needs. Alison also says that the hiring manager wants to know, “Were you solely interested in producing acceptable work, or did you do an impressive job?

How To Collect Your Achievement Stories Before we can write our Achievement Stories, we need to identify each and every one. This will take some work, but the payoff is employment and higher wages and salaries. Because I want you to look as impressive as possible, I’m going to remind you of all of the places where your achievements can be found: Performance Reviews I worked at a place where, at the end of every year, my boss had to convince his peers why I should get a raise and or a bonus. As a result, my performance reviews were a great place to find achievements I might have forgotten about. Awards Every time you receive an award, you have evidence that you are special. Depending on the number of achievements, you might want to list your awards as achievements. Usually, the reason you received the award is an achievement. Promotions Getting promoted is an achievement. Your promotion says to the hiring manager, “This woman is so good that we gave her more responsibility and a higher salary.

How To Collect Your Achievement Stories

 Before we can write our Achievement Stories, we need to identify each and every one. This will take some work, but the payoff is employment and higher wages and salaries.

 Because I want you to look as impressive as possible, I’m going to remind you of all of the places where your achievements can be found:

 Performance Reviews 

I worked at a place where, at the end of every year, my boss had to convince his peers why I should get a raise and or a bonus. As a result, my performance reviews were a great place to find achievements I might have forgotten about.

 Awards 

Every time you receive an award, you have evidence that you are special. Depending on the number of achievements, you might want to list your awards as achievements. Usually, the reason you received the award is an achievement. 

Promotions 

Getting promoted is an achievement. Your promotion says to the hiring manager, “This woman is so good that we gave her more responsibility and a higher salary. Bosses and Coworkers If you’re wracking your brain trying to think of achievements, consider giving a list of the achievements you’ve identified to bosses and co-workers. Then ask them, “What’s missing? What have I left out?” Emails If you have access to your old emails, go through each one to see what you can find. I did this every year when my boss asked for my achievements, this gave him the ammunition he needed to negotiate for my raises. This is the ammunition you need to win over the hiring manager. LinkedIn Recommendations Just the other day, I was reading my LinkedIn recommendations and was reminded of an accomplishment I had not included in my LI profile or resume. As you read each recommendation, think about the work you did with that person. It may jog your memory and help you remember things you’ve left out.

Identify Your Strengths With Strengths Finder 2.0 One tool that can help you remember your achievements is the ‘Strengths Finder’ "assessment. The father of Strengths Psychology, Donald O. Clifton, Ph.D, along with Tom Rath and a team of scientists at The Gallup Organization, created StrengthsFinder. You can take this assessment by purchasing the Strengths Finder 2.0 book. The value of SF 2.0 is that it helps you understand your unique strengths. Once you have this knowledge, you can review past activities and understand what these strengths enabled you to do. Here’s what I mean, in the paragraphs below, I’ve listed some of the strengths identified by my Strengths Finder assessment and accomplishments where these strengths were used. “You can see repercussions more clearly than others can.” In a prior role, I witnessed products being implemented in the sales system at breakneck speed. While quick implementation seemed good, I knew speed increased the likelihood of revenue impacting errors. I conducted an audit and uncovered a misconfigured product. While the customer had paid for the product, the revenue had never been recognized. As a result of my work, we were able to add another $7.2 million that went straight to the bottom line. “You automatically pinpoint trends, notice problems, or identify opportunities many people overlook.” At my former employer, leadership did not audit certain product manager decisions. On my own initiative, I instituted an auditing process. This led to the discovery that one product manager’s decisions cost the company more than $5M. “Because of your strengths, you can reconfigure factual information or data in ways that reveal trends, raise issues, identify opportunities, or offer solutions.” In a former position, product managers were responsible for driving revenue, yet there was no revenue reporting at the product level. After researching the issue, I found a report used to process monthly journal entries which when reconfigured, provided product managers with monthly product revenue. “You entertain ideas about the best ways to…increase productivity.” A few years back, I was trained by the former Operations Manager when I took on that role. After examining the tasks, I found I could reduce the time to perform the role by 66%. As a result, I was able to tell my Director I could take on some of the responsibilities of the two managers she had to let go. “You entertain ideas about the best ways to…solve a problem.” About twenty years ago I worked for a division where legacy systems were being replaced by a new company-wide ERP system. When I discovered no one had budgeted for training in my department, I took it upon myself to identify how to extract the data my department needed to perform its role, documented those learnings and that became the basis for a two day training class. “Sorting through lots of information rarely intimidates you. You welcome the abundance of information. Like a detective, you sort through it and identify key pieces of evidence. Following these leads, you bring the big picture into view.” I am listing these strengths to help you see the value of taking the Strengths Finder Assessment.

What If I Don’t Want To Brag? I’ve mentioned this before and I’ll mention it again because it is critical… Before you raise a red flag and say, “I can’t do this,” remember: being shy about sharing your strengths can result in not getting offers. If you do get offers, chances are they will be at lower salaries. I have a friend who I’ll call Jonathan. I coached him on the importance and value of achievement stories. I also recommended him to a staffing firm. He told me later that after his interview, the staffing firm never called him back. They never called him back, because he never spoke of his achievements. Staffing firms are paid for providing great candidates to prospective employers. If someone can’t promote themselves — if someone cannot explain why they are a great candidate — they’ll never get a call back, whether it’s from a staffing firm, a hiring manager or anyone. While I understand that my friend probably views Achievement Stories as bragging, I overcame this hurdle by describing my accomplishments this way: “I’m blessed with the ability to…” “I’ve been fortunate enough to…” “Leadership appreciates how…” “Co-workers appreciate how…” This is an ideal way to communicate your achievements because hiring managers prefer humble candidates.

Over the course of the application process for this job, Nick Dwyer had to submit a CV and covering letter; sit a timed fourteen-question aptitude test online; answer a round of screening questions over the phone; attend two personal interviews and one group interview; provide a portfolio containing relevant samples of his work; sign a non-disclosure agreement; supply direct contact details for two former-employer referees. The final question on the aptitude test was: ‘What excites you the most about search engine optimisation?

best market research companies in Myanmar: With AMT Market Research, you can learn more about Myanmar, a new market with a lot of potential. It is becoming a popular destination for businesses looking to expand in Southeast Asia. However, a thorough comprehension of the local consumer behavior, trends, and regulatory frameworks is necessary for successfully navigating this dynamic and rapidly changing landscape. AMT Market Research, one of the best market research companies in Myanmar, steps in to help businesses thrive by providing actionable insights and data-driven strategies. What Attracts You to AMT Market Research? AMT Market Research is well-known for providing customized, dependable, and comprehensive market research services. With a solid presence in Myanmar, AMT has been at the bleeding edge of assisting both neighborhood and worldwide organizations with figuring out the complexities of this one of a kind market. AMT stands out as one of the best market research companies in Myanmar for the following reasons: Local Knowledge: Myanmar is a nation with distinctive social, cultural, and ec onomic characteristics. AMT Market Research employs seasoned professionals who are well-versed in the dynamics of the local market. They provide in-depth knowledge of consumer behavior, upcoming trends, and potential obstacles unique to Myanmar's market. A Variety of Services: AMT Market Research offers a wide range of services, such as consumer research, competitor analysis, brand positioning, and product testing. Each client receives a service that is tailored to meet their specific requirements, ensuring that insights are accurate and actionable. Insights Driven by Data: To collect data, AMT makes use of cutting-edge research methods like qualitative and quantitative methods. AMT makes sure that the data it collects—from focus groups and surveys to in-depth interviews and field studies—is relevant and aids businesses in making informed decisions. Research on a Specific Sector: AMT Market Research provides industry-specific studies for businesses in the retail, telecom, healthcare, FMCG, and financial sectors. Businesses can more effectively target their audience and optimize their strategies using precise data thanks to this sector-specific approach. Strategic Entry into a Market: AMT provides strategic insights that can assist businesses attempting to navigate the complexities of market entry for the Myanmar market. AMT assists businesses in avoiding costly errors and accelerating growth by comprehending regulatory frameworks and determining the appropriate distribution channels. AMT Market Research's Advantages Accurate Data Collection: Get a clear picture of the market by having access to accurate, real-time data. Recommendations for Taking Action: AMT provides recommendations that assist businesses in taking immediate action in addition to providing data. Cost-effective Options: AMT Market Research is a cost-effective option for businesses of all sizes because they offer competitive pricing for their services. Conclusion: AMT Market Research is your go-to partner if you want your business in Myanmar to succeed long-term and with knowledge. AMT is one of the best market research companies in Myanmar thanks to their data-driven approach, extensive expertise, and wide range of services. Partner with AMT Market Research right away to empower your business with important insights!

ask how much the mafia pays to carry out murders. Fríjol tells me without stopping for a moment. One thousand pesos. That is about $85. The figure seems so ludicrous that I check it out in several other interviews up in the barrios with former and active gang members. They all say the same thing. One thousand pesos to carry out a killing. The price of a human life in Juárez is just $85. To traffic drugs is no huge step to the dark side. All kinds of people over the world move narcotics and don’t feel they’ve crossed a red line. But to take a human life. That is a hard crime. I can at least comprehend assassins killing to jump from poverty to riches. But for someone to take a life for just $85—enough to eat some tacos and buy a few beers over the week—shows a terrifying degradation in society. To try to get a handle on how this has happened, I talk to social worker Sandra Ramirez at a youth center in the westside slums. Sandra grew up in the barrios and worked on assembly lines before trying to steer young people away from crime. She says the teenage sicarios are the result of systematic alienation over the last two decades. The slums were a convenient place for factory workers but got nothing from the government. As the factory jobs slumped with the economy, the slums were left to rot. One 2010 study found that a stunning 120,000 Juárez youngsters aged thirteen to twenty-four—or 45 percent of the total—were not enrolled in any education nor had any formal employment. “The government offers nothing. It can’t even compete with a thousand pesos. It is only the mafia that comes to these kids and offers them anything. They offer them money, cell phones, and guns to protect themselves. You think these kids are going to refuse? They have nothing to lose. They only see the day-to-day. They know they could die and they say so. But they don’t care. Because they have lived this way all their lives.” ask how much the mafia pays to carry out murders. Fríjol tells me without stopping for a moment. One thousand pesos. That is about $85. The figure seems so ludicrous that I check it out in several other interviews up in the barrios with former and active gang members. They all say the same thing. One thousand pesos to carry out a killing. The price of a human life in Juárez is just $85. To traffic drugs is no huge step to the dark side. All kinds of people over the world move narcotics and don’t feel they’ve crossed a red line. But to take a human life. That is a hard crime. I can at least comprehend assassins killing to jump from poverty to riches. But for someone to take a life for just $85—enough to eat some tacos and buy a few beers over the week—shows a terrifying degradation in society. To try to get a handle on how this has happened, I talk to social worker Sandra Ramirez at a youth center in the westside slums. Sandra grew up in the barrios and worked on assembly lines before trying to steer young people away from crime. She says the teenage sicarios are the result of systematic alienation over the last two decades. The slums were a convenient place for factory workers but got nothing from the government. As the factory jobs slumped with the economy, the slums were left to rot. One 2010 study found that a stunning 120,000 Juárez youngsters aged thirteen to twenty-four—or 45 percent of the total—were not enrolled in any education nor had any formal employment. “The government offers nothing. It can’t even compete with a thousand pesos. It is only the mafia that comes to these kids and offers them anything. They offer them money, cell phones, and guns to protect themselves. You think these kids are going to refuse? They have nothing to lose. They only see the day-to-day. They know they could die and they say so. But they don’t care. Because they have lived this way all their lives.

I ask how much the mafia pays to carry out murders. Fríjol tells me without stopping for a moment. One thousand pesos. That is about $85. The figure seems so ludicrous that I check it out in several other interviews up in the barrios with former and active gang members. They all say the same thing. One thousand pesos to carry out a killing. The price of a human life in Juárez is just $85. To traffic drugs is no huge step to the dark side. All kinds of people over the world move narcotics and don’t feel they’ve crossed a red line. But to take a human life. That is a hard crime. I can at least comprehend assassins killing to jump from poverty to riches. But for someone to take a life for just $85—enough to eat some tacos and buy a few beers over the week—shows a terrifying degradation in society. To try to get a handle on how this has happened, I talk to social worker Sandra Ramirez at a youth center in the westside slums. Sandra grew up in the barrios and worked on assembly lines before trying to steer young people away from crime. She says the teenage sicarios are the result of systematic alienation over the last two decades. The slums were a convenient place for factory workers but got nothing from the government. As the factory jobs slumped with the economy, the slums were left to rot. One 2010 study found that a stunning 120,000 Juárez youngsters aged thirteen to twenty-four—or 45 percent of the total—were not enrolled in any education nor had any formal employment. “The government offers nothing. It can’t even compete with a thousand pesos. It is only the mafia that comes to these kids and offers them anything. They offer them money, cell phones, and guns to protect themselves. You think these kids are going to refuse? They have nothing to lose. They only see the day-to-day. They know they could die and they say so. But they don’t care. Because they have lived this way all their lives.

As noted earlier with regard to job interviews, employers have at their disposal a whole range of convenient terms - confidence, presentation, commitment, personality - upon which to hang any ideological conflict. Indeed, such judgements are often more crucial than any real ability. Having got this far, the precarious jobseeker clearly cannot afford to step outside the spirit of the discourse.

Employers are unhappy if their worker takes unscheduled time off or vanishes suddenly, conveniently forgetting that their own demands for short-term flexibility encourage exactly this sort of pattern. The applicant must often be available to attend interviews and start work immediately, regardless of whether he happens to be working elsewhere at the time. Such instances of unauthorised absence or sudden disappearance then become part of an ongoing and convenient grumbling about temps' leisurely unreliability, as if it were they who had somehow exploited the good will of the poor capitalist.

Among whites, a criminal record reduced the likelihood of a callback interview for an entry-level job by 50 percent—Pager’s white auditors who reported no criminal record had a 34 percent callback rate, and her white auditors who reported a criminal record had a 17 percent callback rate. The black auditors she used, with very similar résumés, had a 14 percent callback rate when they did not report a criminal record—suggesting that black Americans who report no criminal record already fare worse in seeking entry-level employment than white Americans who do report a criminal record. Only 5 percent of black applicants reporting a criminal record received callback interviews.

It was pretty clear that there was some mysterious force at work, and I had just tapped into it for the first time. I had always thought that when you need a job, you look online for job postings. And then you submit a dozen résumés. And then you hope that someone calls you back. If you’re lucky, maybe a friend puts your résumé at the top of the pile. If you’re qualified for a very high-demand profession, like accounting, maybe the job search comes a bit easier. But the rules are basically the same. The problem is, virtually everyone who plays by those rules fails. That week of interviews showed me that successful people are playing an entirely different game. They don’t flood the job market with résumés, hoping that some employer will grace them with an interview. They network. They email a friend of a friend to make sure their name gets the look it deserves. They have their uncles call old college buddies. They have their school’s career service office set up interviews months in advance on their behalf. They have parents tell them how to dress, what to say, and whom to schmooze.

1. Understanding Myanmar's Market Research: The Function of AMT Market Research In the rapidly changing economic landscape of Myanmar, businesses are increasingly recognizing the significance of making well-informed decisions based on complete market insights. One of the central members driving this development is AMT Statistical surveying, a main market research survey in Myanmar which has laid out its presence in Myanmar. With a populace of more than 54 million, Myanmar is a country wealthy in assets and potential. Be that as it may, its market is perplexing, impacted by a heap of elements like social variety, monetary vacillations, and administrative changes. Organizations need accurate data and insights to effectively navigate this complexity, and AMT Market Research meets this need. AMT Market Research has established itself as one of the best market research firms by employing cutting-edge techniques tailored to Myanmar's particular landscape. They use a combination of qualitative and quantitative research methods to get a complete picture of the market. From buyer conduct investigation to cutthroat scene appraisals, AMT gives priceless bits of knowledge that assist organizations with pursuing informed vital choices. market research survey in Myanmar is one of AMT's most distinctive methods. AMT enables businesses to comprehend preferences, purchasing habits, and emerging trends by directly engaging with customers and gathering firsthand feedback. Businesses can strategically tailor their offerings thanks to this grassroots approach, which not only reveals what consumers want but also identifies market gaps. AMT' market research survey in Myanmar, on top of that, are designed to be comprehensive yet effective. They use a combination of online surveys, focus groups, and in-person interviews to get responses from a wide range of people from different demographic groups. By collecting data in a variety of ways, businesses can reach a wider audience while also focusing on specific markets. It is essential to have an understanding of socioeconomic factors in a market that is still in its infancy. In their surveys, AMT Market Research emphasizes the significance of demographic insights. They assist businesses in developing targeted marketing strategies that resonate with their intended audience by taking into account variables such as education levels, income levels, and regional differences. This scientific thoroughness guarantees that suggestions are information driven as well as mirror the social and monetary real factors of the customers. Another thing that sets it apart is the company's dedication to conducting research in an ethical manner. AMT Market Research's core values of honesty, integrity, and dependability help to build trust with clients and respondents alike. Organizations can feel sure that the bits of knowledge gave are precise as well as gathered with deference for members' privileges and information security. The demand for high-quality market research will only grow as the economy of Myanmar continues to mature and the market attracts more attention from around the world. AMT Market Research positions itself as a crucial partner for businesses looking to enter or expand into the Myanmar market and is prepared to meet this demand. They are at the forefront of this ever-evolving sector because of their expertise and local knowledge. In conclusion, AMT Market Research provides essential tools and insights that can aid in strategic planning and execution for businesses trying to navigate the complexities of Myanmar's market. They play a crucial role in shaping the future of businesses in Myanmar through their commitment to ethical practices and comprehensive market research surveys. Associations looking for development ought to think about utilizing AMT's ability to open the potential inside this promising business sector.

Finding the Best Immigration Lawyer in Sydney: Services offered Navigating the complex landscape of immigration law can be daunting, especially in a city as diverse and bustling as Sydney. The right immigration lawyer can be an invaluable asset by providing essential advice and support. Here is a closer look at the services offered by the best immigration lawyers in Sydney and how they can help you during your immigration journey. Help with visa application One of the primary services provided by immigration attorneys is assistance with visa applications. There are different visa categories in Australia, including: Skilled Worker Visa: For individuals with specific skills that are in demand in Australia. Family visas: For reunification of family members, including partner, child and parent visas. Student visa: For those who want to study in Australia. Visitor visas: For short-term visits for tourism or business. The best immigration lawyers will help clients determine the most appropriate visa category, prepare the necessary documentation, and ensure correct and timely submission of applications. Legal advice and representation Immigration law can be complex, with ever-changing rules and regulations. An experienced immigration attorney provides legal advice customized to your situation. They can clarify complex legal jargon, outline your rights and responsibilities, and discuss the potential risks and benefits of different immigration options. If your application is refused or if you face visa cancellation, an experienced lawyer will represent you in appeals or judicial reviews. Their experience in handling such cases can greatly increase your chances of a favorable outcome. Preparation for interviews Many visa applications require interviews with immigration authorities. The best immigration attorneys will prepare you for these interviews by conducting mock interviews and advising you on how to effectively present your case. They will help you understand the types of questions that may come up and how to confidently answer them, ensuring that you are well prepared for the day. Compliance and Legal Obligations Once you have obtained a visa, it is essential to meet its conditions. Immigration attorneys provide advice on your responsibilities as a visa holder and help you understand what it takes to avoid violations that could jeopardize your immigration status. This includes understanding employment rights, study requirements and reporting obligations. Applications for permanent residence and citizenship For many immigrants, the ultimate goal is to achieve permanent residency and eventually citizenship. Immigration attorneys can help you with permanent residency applications, guide you through the points test and ensure that you meet all the necessary requirements. In addition, if you want to apply for Australian citizenship, an immigration lawyer can help you understand the eligibility criteria, prepare your application and deal with any issues. They can also help you prepare for your citizenship test and ensure you are ready to demonstrate your knowledge of Australian history, culture and values. Help with special cases Some immigration situations are more complicated than others. The best immigration lawyers are equipped to handle special cases, including: Refugee and Humanitarian Visas: For those seeking asylum in Australia due to persecution or significant risk in their home country. Employer-sponsored visas: We help businesses sponsor foreign workers and ensure compliance with labor laws. Health and Character Issues: Addressing issues that may arise from health screenings or character evaluations, helps clients prepare necessary documentation and appeals. Consulting services for businesses If you are a business looking to hire talent from overseas, an immigration attorney can provide essential services. They can h

You may be thinking that your company has a human resources person who will keep you out of trouble. This is a dangerous misconception. Whether your company has a massive Human Resources Department with hundreds of representatives or a small office with just a single representative, these HR reps are not your advocates. They work for the company, not for you.

I sign in on the form and hand the clipboard back to the volunteer manning the desk. The young man’s brows rise in recognition of my name. “Mr. Pierce!” He stands from his seat and sticks out his hand to shake mine. “I didn’t expect it would be you representing Pierce Industries. I thought you’d send someone.” I shake his hand, out of politeness, then force a stiff smile. “Surprise.” God, I hate small talk. Especially from this twenty-two year old ass-kisser who likely hopes this interaction will earn him employment at my company. I’m afraid it’s not that easy to even get an interview. He lowers his focus to the nametags on the table, searching for the one with the Pierce Industries logo. He hands it to me, and I pocket it. I refuse to wear it. I’m easily enough recognized without advertising it. The man—nothing more than a boy, really—seems disappointed. Whether it’s because I’m not as charismatic or charming as he’d imagined or because I dismissed the damn nametag, I can’t be certain. Frankly, I don’t give a shit. Once upon a time, his emotions would have elicited more interest from me. Now, they’re barely a blip on my radar. I’ll never understand them. No point in wasting my time trying. His smile

The cornerstone of control is the state’s system of surveillance, exposed by Snowden. I saw the effect of blanket surveillance as a reporter in the Stasi sate of Communist East Germany. I was followed by men, invariably with crew cuts and leather jackets, whom I presumed to be agents of the Stasi— the Ministry for State Security, which the ruling Communist Party described as the “shield and sword” of the nation. Stasi agents visited those I interviewed soon after I left their homes. My phone was bugged. Some of those I worked with were pressured to become informants. Fear hung like icicles over every conversation. People would whisper to me to convey the most banal pieces of information. The Stasi did not set up massive death camps and gulags. It did not have to. Its network of as many as 2 million informants in a country of 17 million was everywhere. There were 102,000 secret police officers employed full-time to monitor the population— one for every 166 East Germans. The Nazis broke bones. The Stasi broke souls. The East German security apparatus pioneered the psychological disintegration skills that torturers and interrogators in America’s black sites, and within our prison system, have honed to a chilling perfection. The goal of wholesale surveillance, as Hannah Arendt wrote in The Origins of Totalitarianism, is not, in the end, to discover crimes, “but to be on hand when the government decides to arrest a certain category of the population”. This is what happened to [Lynne] Stewart. And because Americans’ emails, phone conversations, Web searches, and geographical movements are recorded and stored in perpetuity in government databases, there will be more than enough “evidence” to seize us should the state deem it necessary. This information waits like a dormant virus inside government vaults to be released against us. It does not matter how trivial or innocent that information is. In totalitarian states, justice, like truth, is irrelevant.

I tend to have really interested conversations with employers. They enjoy my interviews and they always last a little longer than norm for i have so much to say and as one said, i am but a breath of fresh air. I was asked what motivates me? I told them my children. When i was a child, i wanted to be like Oprah. I want to be the kind of person my children will be aspire to be. I want my daughter to say she wants to be like me.

The solution I recommend, and for which I have been widely criticized, is that no one should have children unless they have taken a six-month course on responsible parenting and earned a certificate attesting to the fact that they are responsible enough to have children. Today, anyone can have a child, including pedophiles, alcoholics, drug addicts, men who abuse their wives, etc. It is even possible to create one's own victim. That's quite a bizarre situation, if you think about it. A driver's license is required in ordre to drive a car, a diploma is required in order to access certain types of employment and it is necessary to prove one's ability to do all sorts of things before being authorized to do them. Bringing forth a life is the ultimate responsibility, and people should be able to prove that they are in a position to accept that responsibility. Even if such a measure was not enforced, it would provide people with a different way to learn about what is involved in parenting. (p. 119-120)

THE JOB SEARCH To be successful in the working world, you must steel yourself against rejection, whether you are a salesman, a grant writer, or even a job candidate. Employers often interview many, many candidates for a given job opening, and you will probably get more no’s than yeses. But don’t take it personally. That’s just part of the process. (Remember the salesman’s strategy of thinking that each rejection brings him closer to a sale!) With the right attitude, any rejection you do experience can give you valuable information about the job search process. Practice makes perfect, so look at your interviews as a chance to perfect your interactive skills in the working world. In fact, it is sometimes appropriate to inquire about the possibility of an “informational interview”—in which you are not applying for a job but simply meeting briefly (half an hour or so) with a person whose career field interests you to ask questions and tour the place of business. (This is most appropriate when you are considering a career change.) Either way, if a suitable position is not available but you have made a good contact, you may get a call when an appropriate job does open up. Keep in mind that it is up to you to create opportunities for yourself. Do not wait for them to happen to you!

Listed below are three basic rules that will help you become a successful candidate. Remember, however, that you need not be offered a job in every case to consider yourself successful. Rather, you are successful if you keep the job search process going in a professional manner. In working with countless people in the process of looking for a job, I have concluded that, for those who are currently unemployed, the full-time job should be just that: looking for a job. For those who currently have a job, but are openly seeking a better position with new challenges or a higher salary, take comfort in knowing you are working from a position of strength; use that knowledge to add to your self-esteem. In all cases, see yourself from the employer’s point of view. In their eyes, you are a more likely candidate if you behave professionally before and after the interview (with appropriate inquiry and follow-up—more on that later) and if you interact appropriately during the interview itself. As you continue to look for a job, remember the following tips for success: 1. When you call about a job prospect, get as much information as you can about the position and the company—including the name of the person doing the interviewing. Don’t be put off by feelings of anxiety—you have a right to “interview” them too. If possible, go to the library and research the company. By the time of your interview, you will feel more confident—and less anxious—because you will have resources from which to draw during your conversation. 2. If you have time to mail your resume before your scheduled interview, do so. But be sure to include a cover letter as well. While the resume gives background information about you, the cover letter explains why you are writing and briefly describes what makes you a good candidate for the job. Don’t allow low self-esteem to make you afraid to “sell yourself!” Only you can say why you would be an asset to the company. And one more thing—write the letter to a particular person, not “To Whom It May Concern” or “Dear Sir or Madam.” Most of the time, a prospective employer’s receptionist is willing to tell you exactly whom to contact. Use courtesy titles (“Dear Mrs. Smith”), unless the person is someone you already know on a first-name basis. 3. Do follow up. An appropriate measure of assertiveness goes a long way. Most employers appreciate someone who is diligent and communicates a genuine interest in the position. But don’t be aggressive. Limit your contact to a follow-up note, a phone call two weeks later, and perhaps a third one a few weeks after that. Be sure to let them know that if another, more appropriate, position comes along, you would be interested to learn about it. Again, by communicating properly and creating your own opportunities, you can achieve some control over your own destiny.

The Resume Your resume is like an advertisement for you as a job candidate. It should present you in the best possible light. Consult reference books for appropriate formats. Styles vary, but a resume should be typewritten or typeset, with your name and address clearly displayed at the top, and your employment history and educational background listed below in an organized fashion. If you wish, you may include a heading for personal interests—this can often be a good ice-breaker during the interview itself. People with social anxiety often find it very useful to pay for professional assistance in preparing a resume. Having an objective person categorize your skills and experience can be extremely helpful, especially if you are reentering the work force or are experiencing difficulty putting your background into the appropriate format. Remember, your resume is often your first contact with a prospective employer, and it may determine whether you will get an interview in the first place. It is your calling card and should be impeccably professional in appearance and content.

their fifteen minutes of fame. Alan Townsend? Maybe. During their interview, Orr had told Tracy she felt guilty about what had happened to Andrea while under her roof. Could helping Andrea to start a new life have been Orr’s way to cleanse herself of her own perceived sins? What did Tracy really know about Penny Orr? Nothing. She went back to her cubicle, hit the space bar on the keyboard, and brought her monitor to life. She logged on to the Internet, pulled up the website they used to conduct LexisNexis searches, and input information to run Penny Orr through the system. The search provided a history of the person’s past employers, former addresses, relatives, and prior criminal history. The history for Penny Orr was short. She’d moved twice, from the San Bernardino home address to a townhome, to the apartment complex. She’d had one sister, deceased. She had no prior criminal history. She’d had one employer. Tracy’s stomach fluttered. Penny Orr had spent thirty years working for the San Bernardino County Assessor. Sensing something, Tracy opened another Internet page and searched for the Assessor’s website. Pulling it up, she clicked her way through the pages until she came to a page announcing that, effective January 3, 2011, the offices of the County Assessor, County Recorder, and County Clerk had been consolidated. To the left of that announcement was a light-blue drop-down menu for the departments’ various services, including a link to obtain certified copies of a birth certificate. CHAPTER 31 T

The Interview The largest determining factor in whether you get a job is usually the interview itself. You’ve made impressions all along—with your telephone call and your cover letter and resume. Now it is imperative that you create a favorable impression when at last you get a chance to talk in person. This can be the ultimate test for a socially anxious person: After all, you are being evaluated on your performance in the interview situation. Activate your PMA, then build up your energy level. If you have followed this program, you now possess the self-help techniques you need to help you through the situation. You can prepare yourself for success. As with any interaction, good chemistry is important. The prospective employer will think hard about whether you will fit in—both from a production perspective and an interactive one. The employer may think: Will this employee help to increase the bottom line? Will he interact well as part of the team within the social system that already exists here? In fact, your chemistry with the interviewer may be more important than your background and experience. One twenty-three-year-old woman who held a fairly junior position in an advertising firm nonetheless found a good media position with one of the networks, not only because of her skills and potential, but because of her ability to gauge a situation and react quickly on her feet. What happened? The interviewer began listing the qualifications necessary for the position that was available: “Self-starter, motivated, creative . . .” “Oh,” she said, after the executive paused, “you’re just read my resume!” That kind of confidence and an ability to take risks not only amused the interviewer; it displayed some of the very skills the position required! The fact that interactive chemistry plays such a large role in getting a job has both positive and negative aspects. The positive side is that a lack of experience doesn’t necessarily mean you can’t get a particular job. Often, with the right basic education and life skills, you can make a strong enough impression based on who you are and how capable you seem that the employer may feel you are trainable for the job at hand. In my office, for example, we interviewed a number of experienced applicants for a secretarial position, only to choose a woman whose office skills were not as good as several others’, but who had the right chemistry, and who we felt would fit best into the existing system in the office. It’s often easier to teach or perfect the required skills than it is to try to force an interactive chemistry that just isn’t there. The downside of interactive chemistry is that even if you do have the required skills, you may be turned down if you don’t “click” with the interviewer.

of the large numbers of people who applied for jobs, and she wondered how employers managed to select from such a wide field. Was everyone interviewed? And even if that happened, how did one distinguish one applicant from another when they all probably had roughly the same qualifications?

Something important follows.” Employment experts have

After each interview a job seeker should achieve some clearer understanding of their target opportunity, but it is much more efficient to try and have at least part of your wish list nailed down before burning up vacation days and raising suspicion with your current employer.

a. the products and services being offered b. culture of the organization c. the successes and the challenges that the company recently faced d. the training and development opportunities they offer e. their mission and philosophy

Google has made teaching more challenging because learners believe that Google is their answer. But the learners are only forced to classrooms because questions are with teachers. Will Bing become learners’ teacher by providing questions?

The participants were twenty-six men engaged in a variety of professional occupations: sixteen engineers, one engineer-physicist, two mathematicians, two architects, one psychologist, one furniture designer, one commercial artist, one sales manager, and one personnel manager. At the time of the study, there were few women in senior scientific positions, and none was found who wished to participate. Nineteen of the subjects had no previous experience with psychedelics. They were selected on the basis of the following criteria: The participant’s occupation required problemsolving ability. The participant was psychologically stable, as determined by a psychiatric interview examination. The participant was motivated to discover, verify, and apply solutions within his current employment. Six groups of four and one group of three met in the evening several days before the session.a The sequence of events to be followed was explained in detail. In this initial meeting, we sought to allay any apprehension and establish rapport and trust among the participants and the staff.

Guideline #5: Select your vocabulary with meticulous care. Did you increase sales or orchestrate explosive growth in revenues? Did you provide good levels of customer service or unparalleled levels of quality customer service? As a receptionist, did you merely greet people, or were you the manager of first impressions? Are you a good problem solver, or can you resolve complex technical issues professionally and expeditiously? Words are power, and keywords and phrases are powerful agents for eliciting the right emotions to enthusiastically engage prospective employers to want to read your document. Well-chosen words can be the difference between an interview and a missed opportunity, so select your words and messages with painstaking precision.

Guideline #9: Address potential problems on the résumé. Indeed, this breaks with traditional “rules.” During troubled times and in high unemployment economies, many companies go out of business or reduce their labor force. As a result, possibly you’ve worked at many jobs in a short time frame where you might be perceived by a prospective employer as a job-hopper. Or maybe you had to take time off to care for a family member and have an employment gap. Do not ignore these challenges; rather, address them on your résumé. If you’re not sure how to do this, seek advice. If potential red flags appear on your résumé and you don’t address them, chances are you won’t get asked in for an interview.

Guideline #11: Embellish at your own risk. In troubled economic times and during periods of high unemployment, many job seekers will embellish or outright lie on their résumés to secure employment. Employers are well aware of this. Many companies will terminate the interview or your employment if they discover you lied on your résumé. Yes, you have to be resourceful and aggressive to get your foot in the door. But keep in mind that today employers are conducting extensive background and reference checks more than ever before. If you lie on your résumé to get your foot in the door, chances are when they find out, you’ll get the boot.

Interviews suck. We all seem to understand that fact, but not its implications. Our field is choc-a-bloc with advice from employers to candidates on how best to navigate scary interviews. That's all well and good, but it's the hiring teams that pay the steepest price for poor, biased, and unreliable selection. It can't be the candidate's job to handle irrational processes. Unless you're playing to lose.

Connective talents are useless, of course, if people can’t perform the work. And the most talented people in every occupation have huge advantages over their ordinary peers. Dean Keith Simonton, who studies greatness and genius, finds that whether it comes to songwriters, composers, scientists, programmers, or filmmakers, the top 10 percent generate as much or more output than the other 90 percent. The superiority of great bosses is seen in a summary of eighty-five years of research on employee selection methods. Frank Schmidt and John Hunter found that the top 15 percent of professionals and managers produced nearly 50 percent more output than their average peers. The strongest predictors of performance included general mental ability (IQ and similar measures), job sample tests (having people prove they can do the work), and evaluations by peers; other useful predictors included structured employment interviews (where each candidate is asked the same questions in the same order) and conscientiousness (self-discipline and follow-through, similar to grit). These findings provide ammunition for bosses who stock up on the best talent and believe that little else is required. Yet without constructive connections among people, collective performance and humanity is tough to achieve – no matter how many superstars are in the fold.

Opportunities to Build Valuable Skills Case discussions present students with the opportunity to improve their ability to speak publicly, think on their feet, and improve their problem-solving and pattern-matching skills. While being forced to use these skills will provoke anxiety for many students, they will also have an opportunity to get past that anxiety and build skills that will help them succeed in both their academic and work careers. It is easy to draw direct parallels for students between the skills employed in a case discussion and those needed in a job interview or in their careers. After all, isn’t it better to fail and learn in the simulated environment of a classroom, than make your first fumbling mistakes with real money and your job on the line?

By some quirk of fate, I had been chosen—along with five others—as a candidate to be the next equerry to the Princess of Wales. I knew little about what an equerry actually did, but I did not greatly care. I already knew I wanted to do the job. Two years on loan to the royal household would surely be good for promotion, and even if it was not, it had to be better than slaving in the Ministry of Defense, which was the most likely alternative. I wondered what it would be like to work in a palace. Through friends and relatives I had an idea it was not all red carpets and footmen. Running the royal family must involve a lot of hard work for somebody, I realized, but not, surely, for the type of tiny cog that was all I expected to be. In the wardroom of the frigate, alongside in Loch Ewe, news of the signal summoning me to London for an interview had been greeted with predictable ribaldry and a swift expectation that I therefore owed everybody several free drinks. Doug, our quiet American on loan from the U.S. Navy, spoke for many. He observed me in skeptical silence for several minutes. Then he took a long pull at his beer, blew out his mustache, and said, “Let me get this straight. You are going to work for Princess Di?” I had to admit it sounded improbable. Anyway, I had not even been selected yet. I did not honestly think I would be. “Might work for her, Doug. Only might. There’re probably several smooth Army buggers ahead of me in the line. I’m just there to make it look democratic.” The First Lieutenant, thinking of duty rosters, was more practical. “Whatever about that, you’ve wangled a week ashore. Lucky bastard!” Everyone agreed with him, so I bought more drinks. While these were being poured, my eye fell on the portraits hanging on the bulkhead. There were the regulation official photographs of the Queen and Prince Philip, and there, surprisingly, was a distinctly nonregulation picture of the Princess of Wales, cut from an old magazine and lovingly framed by an officer long since appointed elsewhere. The picture had been hung so that it lay between the formality of the official portraits and the misty eroticism of some art prints we had never quite got around to throwing away. The symbolic link did not require the services of one of the notoriously sex-obsessed naval psychologists for interpretation. As she looked down at us in our off-duty moments the Princess represented youth, femininity, and a glamour beyond our gray steel world. She embodied the innocent vulnerability we were in extremis employed to defend. Also, being royal, she commanded the tribal loyalty our profession had valued above all else for more than a thousand years, since the days of King Alfred. In addition, as a matter of simple fact, this tasty-looking bird was our future Queen. Later, when that day in Loch Ewe felt like a relic from another lifetime, I often marveled at the Princess’s effect on military people. That unabashed loyalty symbolized by Arethusa’s portrait was typical of reactions in messhalls and barracks worldwide. Sometimes the men gave the impression that they would have died for her not because it was their duty, but because they wanted to. She really seemed worth it.

DON’T CONDUCT THE INTERVIEW IN THE RÉSUMÉ Here’s a good analogy. Your résumé is like a book report. You don’t tell the whole story in a book report; you simply provide a synopsis of the key highlights that STAND OUT as the most important information taken from the book. The same is true when writing a résumé. Your résumé must dangle the carrot, but not tell the whole story. Your résumé must communicate your value and enthusiastically engage the reader, not provide a long-winded, never-ending biography of your professional life. Your résumé must provide highlights of your professional experience that STAND OUT as the most important information that prospective employers would find valuable. Do not tell the whole story; don’t conduct the interview in the résumé.

Differential factor. When you strategically develop your value-based résumé, you will define the differential factor. The differential factor represents highly valuable skills, qualifications, and other employment assets that set you apart from other qualified candidates, that make you STAND OUT. Oftentimes, the differential factor is what tips the hiring scale in your favor! For instance, if you have an industry-wide reputation, your reputation might be the differential factor. If you are a black belt in Six Sigma, that may constitute the differential factor. A number of years ago, I coached a chief financial officer who worked for a legendary golf professional. Having worked for a famous golf professional was the differential factor because many hiring managers found it unique and intriguing to interview (and hire) someone who worked for a celebrity. Perhaps you are bilingual; this may represent the differential factor. When you identify the differential factor, you’ll provide your job campaign with a distinct advantage in landing a job quickly in the toughest of job markets.

The Law of Messaging states that for most jobs, there are about six to eight messages that you have to communicate that will make 90 percent of the difference between getting an interview and not getting an interview and between getting a job offer and being a runner-up. Said differently, there are only about six to eight things that determine 90 percent of your value to a prospective employer.

In a subsequent study, this time in New York City, Pager and her colleagues fielded teams of White, Black, and Latinx testers to apply for real entry-level jobs. The testers were articulate, clean-cut, college-educated young men between the ages of twenty-two and twenty-six, similar in height, physical attractiveness, verbal skill, and interactional style and demeanor. The Latinx testers were US citizens of Puerto Rican descent and spoke without a Spanish accent. The testers were trained to present themselves in similar ways to potential employers as high school graduates with steady work experience in entry-level jobs. They applied for jobs in restaurants and retail sales, as warehouse workers, couriers, telemarketers, stockers, movers, customer service representatives, and other similar jobs available to someone with a high school degree and little previous experience. In applications to 171 employers, the White testers received a positive response (interview or job offer) 31 percent of the time, the Latinx testers received a positive response 25.2 percent of the time, and the Black testers, 15.2 percent of the time. Stated differently, the Black applicant had to search twice as long as the equally qualified White applicant before receiving a callback or a job offer.22

Other data confirms this pattern, and perhaps there is no better illustration of how the average workers are losing out than the dramatic shift in the relationship between productivity growth and wage growth of nonsupervisory workers—the regular Americans we interviewed. Historically, up through the mid-1970s, there was an extremely tight relationship between productivity growth and wage-compensation growth. If workers were more productive, their pay went up proportionately, an outcome that spread the rewards of growth broadly, because economic growth and productivity growth are tightly coupled. For example, between 1948 and 1972, productivity grew 92 percent and wage compensation 88 percent—and they tracked each other closely each year. That meant that if workers produced more economic output for their employers, they were compensated with increased wages mirroring almost exactly the increase in output—fairness in the extreme. In 1972, however, that relationship broke up, and between 1972 and 2018, while productivity grew by 84 percent, growth in wage compensation barely budged, growing just 13 percent, or 0.25 percent per year for forty-six years (see figure I-2).