Free MySpace Layouts - Where Can I Find Them?

Free MySpace Layouts - Where Can I Find Them?Are you looking for free MySpace layouts? Well, let me tell you right now that if you go to MySpace or a similar social networking site and look for free layouts that are being offered, you are going to be disappointed. Yes, there are sites that offer free layouts but what they are offering you is something that look like standard elements, minus the add-ons. It would be a real downer to see all the effort you have put into your online business and then find out that it is so minimalist that it seems like something that was put together for free on a computer.So, if you want to know where you can find free MySpace layouts, there are a few ways to go about it. The first is to look for them at sites that allow you to create your own websites. Most of these sites allow you to design a website that includes various sections.The second way to find free MySpace layouts is to use a search engine and type in 'free myspace layouts.' You will be abl e to view several different sites that are offering their free layouts to visitors who want to have a personal website. Just make sure that you read the terms of service for each site you visit so that you know that you are getting what you paid for.You also want to make sure that you do not buy more than one different layouts for your personal website. Many of the sites that offer free layouts only offer the default style of myspace and do not offer any other type of layout. So, if you have your personal website already up and running and want to change the layout of the site, you are going to have to pay a fee to have another free MySpace layout created for you.If you are interested in creating your own free MySpace layouts, you can use the themes of your choice instead of the default MySpace template. All you have to do is log onto the web and download the theme that you want. You will then need to find a good designer that you can work with to create the layout for you. This is actually pretty easy if you know where to look.I would recommend that you use the various forums that are available on the internet to find someone who is into designing layouts for MySpace. Many of these people have made a name for themselves by helping others create their own websites and providing free MySpace layouts to those who want them. If you are someone who is truly passionate about MySpace and can provide your own layout, by all means do so. You will be surprised at how many people will go back to you because of your effort.Remember, the best part about MySpace is that you can customise it as much as you want. By using the different themes that are available, you can really turn your page into something unique. Your friends and family will think that you took some time and really went all out to design the layout for your page.So, if you want to get creative and use your imagination, look no further than the MySpace community. You can easily create a website that looks no thing like anything else out there and you can have all the free MySpace layouts that you want. You can do it all for free!

Insights Wanted for Our HR Certification Survey - Workology

Insights Wanted for Our HR Certification Survey - Workology Understanding HR Certification with HRCI, SHRM, ATD or APA From the moment HR chose me, Ive taken it as a personal challenge to learn, grow, and understand what its like to be in human resources. In 2001, when I began working in HR with little to no experience in human resource foundations and employment law, I set out to learn and educate myself on human resources. For myself, that started with joining SHRM and working towards my HR certification. As soon as I was eligible  in 2003, I set out to take my first HR certification exam which at the time was the PHR. In 2003, the test was still done on paper, and I took my exam at the University of Missouri campus. Back then,  the  exam results were not available right away. I waited at least 8 weeks until I received an email telling me I had passed the PHR exam. Several weeks later I received my full exam results in the mail telling me my scores throughout the different knowledge bases. Studying and preparing for my HR certification was a long process. I studied at length for both the PHR and SPHR taking classes, studying with a friend and using the SHRM Learning System. I later took the Pathway and received my SHRM-SCP, however, the process to take the SHRM-SCP or SHRM-CP exam is much different today. Understanding HR Certification with HRCI, SHRM, ATD or APA Your path and journey to HR certification might be the same, or it could be very different.  Whatever  HR certification body you prefer, HRCI, SHRM, ATD, or APA, certification in human resources is an important part of demonstrating HR knowledge. It is an important component for many in their career evolution and growth within HR. At present, I have a dual certification with both SHRM and HRCI certifications which are SPHR and SHRM-SCP. Since the launch of SHRMs own certification and what I call the conscious uncoupling between SHRM and HRCI, there has been little information available on HR certification in terms of which is the preferred certification, how individuals go about obtain the certification, and more importantly for those that are dual certified if you are keeping certifications from multiple certification  bodies. Introducing the HR Certification Survey Thats exactly the reason that Ive decided to launch the Workology HR Certification Survey. This survey is about HR practitioner professionals to let your voice and opinion on HR certification be heard. Do you find value in HR certification? Which HR certifying  body do you prefer? What study methods did you use to obtain your certification? Or if you are in HR and choose not to be certified, then why? I want to know it all which is why I encourage you to take our HR Certification Survey. I will be reporting back information in early Q1 of 2019. The more HR professionals we have that complete the survey, the better the data. This is why I ask that all HR professionals take the survey to share the why, how and what of HR certification for any and all HR certification bodies. Obviously, at Workology were committed to HR certification and recertification. Its a subject weve gone to great detail to cover on Workology. Its also the reason my online learning system, LEARN by Workology offers both HRCI and SHRM recertification credits when you complete the courses. Thank you for taking the time to consider taking our survey. Ill be sharing results with survey respondents in early 2019.

Sample Reference Check Form for Employers

Test Reference Check Form for Employers Test Reference Check Form for Employers Bosses regularly utilize a reference check structure to check a vocation candidates references. By utilizing a structure and standard inquiries, they can gather a similar data for each applicant whose references they check. References might be checked recorded as a hard copy. All things considered, the structure is sent to the competitors past boss. Different occasions, references might be looked at via telephone. Do remember that not all organizations decide to give references. Some may just affirm that you worked there and your dates of business. Audit an example reference check structure to get a thought of what your past businesses might be asked when they are called with respect to a reference check. This example reference check would be for a telephone reference check, rounded out by somebody from the organization you are applying to. Test Reference Check Form Candidate Name:Date:Position Applied for:Reference Checked by:Employer:Contact Person:Contact Phone:Was the candidate a representative of your company?Yes [ ]No [ ]What were the candidates dates of employment?Start Date:End Date:What was the candidates salary?Starting Salary:Ending Salary:Why did the candidate leave?What were the candidates position and responsibilities?What were the candidates work responsibilities?How would you rate the candidates performance?Did the candidate have any exhibition issues?Did the candidate have any participation issues?What are the candidates strengths?What are the candidates weaknesses?Did the candidate coexist well with the executives and coworkers?was the candidate advanced while with your company?Can you depict this people experience functioning as an individual from a team?How would you portray the candidates relational skills?Did the candidate have any participation issues?If I depict the position we are recruiting for to you, might you be able to depict how great a fit you figure the candidate would be for the position?Is there anything I havent asked that you might want to impart to me?Would you rehire this person?Yes [ ]No [ ] Grow Why Employers Check All through the employment form process, the up-and-comer outlines the story. They pick which encounters and abilities to list on their resume. When responding to inquiries questions, competitors share stories that paint them in a positive light. By checking references, managers can truth check an up-and-comers claims. Has the competitor worked at the occupations they said they worked at, for the dates recorded on their resume? Are their abilities as depicted? Checking references additionally permit bosses to get a feeling of the competitors work style, how they associate with others, and how they would fit with the organization culture. Checking references is frequently the last stage a business takes before expanding a bid for employment. References Matter Bosses can utilize references to help choose two promising up-and-comers. A poor reference can cause a business to select against an up-and-comer. In the most dire outcome imaginable, it can uncover deceptive nature. Then again, a reference can uncover that a past business doesn't respect a candidate. Even if a reference isnt negative about an applicant, the discussion can uncover parts of the competitors work style that make them a poor fit for the activity viable. References are a huge piece of the employment form process. A few managers will call a few of the latest situations on a competitors continue. Here is more data on what managers can share about previous workers. On the off chance that you are worried about what a business will say, you can use a reference checking service to check what the organization will unveil. At the point when you go after a position, you might be solicited to furnish a rundown from references with your application. Solicitation references just from partners and supervisors who will praise you. Continuously inquire as to whether they are happy with filling in as a kind of perspective. After an individual consents to be a reference, you can share supportive data, for example, the expected set of responsibilities. In the event that its been some time since you cooperated, you can likewise remind the individual wholl fill in as a kind of perspective to a portion of your achievements.

Chapter 6 System Design Interviews (Part II) - The Complete Guide to Google Interview Preparation

Chapter 6 System Design Interviews (Part II) - The Complete Guide to Google Interview Preparation This is the sixth chapter of our The Complete Guide to Google Interview Preparation series. Well continue our discussion about system design interviews from last chapter. In this post, well mainly focus on some practical on-site strategies. Assuming youve already had a somewhat reasonable design (if not, check our previous chapter), the idea here is how to maximize the results in a system design interview. How to clearly communicate your approach is both a science and an art. Also, many candidates are too eager to show off their knowledge and tend to use some buzzwords that make no sense in the current scenario. Well address all these problems and red flags in this chapter. Simple, High-level solution Systems that are simple, straightforward and efficient really win. One good example is Unix that is built from small components, each of which does only one thing but makes it perfect. Im always a big fan of systems like this and from the system design interviews perspective, it also makes your life easier. Some people really want to show off that he can design something complicated and would just start with an overly complicated system. This is the completely wrong mindset. What interviewer cares is not what cool technology youre using, but whether you can design a system that works. Ive seen so many candidates that kept saying all kinds of buzzwords without thinking about the question for seconds. You know what, I think those buzzwords are just bullshit and please forget about it in interviews. The recommended approach is to start with something as simple as possible and try to design a high-level solution. If you are asked to design Google autocompletion system, you can just start from suggesting the most common queries with the given prefix so that all you need is a log processor and a suggest server. Of course, the solution wont work in many cases like sometimes we need personalization and the data may exceed memory limit. Then we can prioritize the problems and address one by one. Never shoot yourself in the foot by over-complicating the problem. Dont Rush A common pitfall in coding interviews is to start coding without much consideration and discussion. The same problem happens in system design interview as well. Remember that no one would expect you to come up with a design within seconds. See the whole interview process as a discussion rather than an exam. If its a discussion, you are encouraged to think loudly. You dont need to point out a solution quickly, but you can talk about how you think about the problem, what you are trying to solve at the moment and what you are stuck with. As an interviewer, candidates that I would give strong hire usually make the whole interview process very comfortable. Its completely a discussion process and its like we are working on the problem together. They wont pretend to know everything. Instead, they will always tell me what they are stuck with and how they are approaching the problem. Trade-offs Theres no one solution that works perfectly in all scenarios, which means you should be very clear about pros and cons of your design. Remember that your solution highly relies on the restriction, which can be both explicit and implicit. Explicit restrictions are ones set by the interviewer like you have only one machine. However, most people dont pay attention to implicit restrictions. A lot of times we are just making assumptions without knowing. Uncovering those hidden assumptions can help you better understand your solution. For example, time and space trade-off is a common theme in design problem. At some point, its okay to be a little bit slow but you can save a lot of memory. If you have a clear reason that speed is not important in particular circumstances, your design is reasonable. A good practice is to think about what alternative approaches are and why the approach you picked is better. Usually, the reason its better is due to some constraints and assumptions. So its important to validate those assumptions. Changing your mind during the interview is completely okay. In fact, its a good sign that you are considering all scenarios. Numbers Many people are confused about whether to consider scalability and whether to distribute the data to multiple machines. Sometimes you wont know if a single machine is enough unless you do some math. For example, in the previous question (Google autocompletion), if you have the rough number of all the search queries, you should be able to tell how much memory you need and if its feasible to put all indexes in memory. In other words, sometimes whether to scale or not is not told by the interviewer. You can get the answer by making reasonable assumptions and do the calculation. This is a very important point because in real projects, good engineers are making a lot of decisions in this way. And this certainly needs some practices. “There are some libraries out there” One common pitfall is that many candidates like to tell me “there are some libraries to do this out there” as an excuse to not design this function in detail. Do interviewers know there are existing libraries? Of course. But there are many reasons why it makes sense to ask candidates to design particular functions as well: Existing libraries might not do a good job. For example, a lot of libraries are able to extract date information from web pages, but none of them does it perfectly. In fact, just this feature itself can be a big team in many companies. There might be better solutions given the particular problem with constraints. In the end, there are existing systems for every design questions but it still makes sense to discuss the problem. However, Im not suggesting that you should never use any existing tools in system design interviews. What the design question is focused on matters. If its a common tool or something trivial comparing to the overall question, its completely fine to use existing tools. Summary Again, in system design interviews, the experience just beats everything. Its not easy to come up with reasonable designs if you have zero experience with the problem. As I said earlier, if you have enough time, I would encourage you to build something in spare time. Also, discussing with experienced engineers is also recommended. If youve never done this kind of discussion, how can you expect yourself to perform well in an interview? Even for tips in this chapter, you certainly need a lot of practice and dont expect to grasp all of them in your first system design interview. Also, if you want to have more guidance from experienced interviewers, you can check Gainlo that allows you to have mock interviews (both system design and general coding interviews) with engineers from Google, Facebook etc..

subconscious interview score, interview mistakes we miss

subconscious interview score, interview mistakes we miss @PMDude said it best about the subconscious interview score: Freud had it right. The Subconscious Interview Score is happening whether we want to admit it or not @PMDude said it best about the subconscious interview score: “Anything that redirects the attention from the skills of the candidate I am interviewing lowers the subconscious score that I am assembling. It may not DQ (disqualify) a candidate, but it is always going to be a factor”. Itsonly human nature. Whether we want to admit it or not, judging people is a survival tactic that dates back to the cave man days. If you wanted to survive, you needed to be able to figure out the other cave man quickly. As a candidate, whether it is a conscious or subconscious interview score, the goal is to not raise any eyebrows of doubt. Let me clarify. I am confident that there are a number of things we notice about anyone we meet and we keep a score of debits and credits as time goes by. What is unfair is that the rules of the game are different for everyone. What is important to one person may or may not be important to the next person. I don’t say this because I am shallow, superficial and care how folks present themselves. I am, I am, and I do. My job is to compare a number of candidates and work with the hiring manager to narrow it down to a single hire. There is no second place. When you compare two products side by side, you are not only looking for what is best, you are also looking for flaws. During an interview, I may or may not ask a candidate about how they act or what they say. Just because I dont bring it up doesnt mean I didnt notice. I did notice and it is affecting my subconscious interview score. This is a high-level example, but if you come in late with the wrong dress code, I am not going to ask you why you appear as though you don’t care about the impression you are trying to make. Did I make a mental note to myself? Absolutely.If you introduce yourself, and say, “sorry I am late”, I will reply with something polite like “I know traffic can be tough this time a day and it is hard to find parking, no problem”. If your cell phone goes off and you apologize for not turning it off beforehand, I may not be raising my eyebrows, but a thorough grin fucking on my part comes to mind. During the interview, if you sound pessimistic, keep tapping the table with your fingers or nervously bounce your knees up and down, just because I don’t ask you to stop, doesn’t mean that my subconscious interview score isnt going through the roof in a bad way. These actions affect the decision-making process but don’t think I will always bring them up or look for clarification. I just take note and keep things moving along. Sometimes you can overcome these irritations by being brilliant in every other category, but the clock is ticking and in this economy, there are a lot of choices, aka candidates. Think I am being too demanding? If you were on a first date with someone you were really interested in and they kept saying “uh huh, uh huh, uh huh” or kept looking at their reflection every chance they got, would you say anything? Probably not. Would there be a second date? Probably not. The small things affect this subconscious interview score. HR may say that they can overlook things like nervous habits and only judge a person by their qualifications, but contrary to belief, we are not superhuman, we are like everyone else. I KNOW what the hiring manager will and will not put up with. The hiring manager is my customer and I cater to them. You stealing quick glances at every woman who walks by may not affect your job performance but I don’t want to be asked about it by the hiring manager, AKA the customer. Subconscious interview score The subconscious interview score can come into play in a lot of different ways. The obvious ones are: Too much cologne (or ANY cologne for that matter), torn or ill-fitting clothes (regardless of fashion or how expensive they are), jeans and sneakers (wear khakis and black rubber soled dress shoes), extreme haircut, or sunglasses worn on the head (we are applying for a job, not auditioning for a role on Jersey Shore). There have been a number of times where I didn’t take notice of something but when another person interviewed the same candidate and brought up the annoyance, the light came on. (Or for this candidate “the light went off”) Below are a few examples that affect the subconscious interview score of the judges and I can almost guarantee you that the candidate will not be asked about the transgression. Hopefully, the list will reveal how nit-picky a job search can get. Avoid jewelry that shows an association with a group. The association could be anything from a church group to earned certification/designation pin on your lapel. (Wear the certification on your resume, not on your lapel, hold your religious belief in your heart during the interview, not around your neck) The safest thing to do is go as conservative as you can. Conservative will rarely upset the hiring cart or go out of style. I once interviewed a guy who had a College Bowl ring on. He was a big guy, had big hands, and most of his fingers had obviously been broken. This ring was BIG, it was flossy and it would be considered Bling with a capital B. I knew from prior experience the hiring manager would take one look at this guy and think “he’s a jock-meathead”. I ended up asking him to not wear the ring the next time he came in and not wear a fitted shirt. Yes, he got the job. Tap your feet or have an unconscious habit with a pen or pencil? Annoying! Bad Breath. Just crush a couple of mints before each interview. It sounds unreasonable, but this is a job where someone is going to PAY you cash money. Companies want the best in the show, they dont want flaws. Dont distract the process with what you can control. Help the recruiter focus on your skill sets and your qualifications and you will better your chances of making the final cut. See you at the after party, HRNasty nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired, a phrase used to describe someone who is good at something. “He has a nasty forkball. 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