ASME to Publish Tenth Volume in its Concise Monograph Series

ASME to Publish Tenth Volume in its Concise Monograph Series ASME to Publish Tenth Volume in its Concise Monograph Series ASME to Publish Tenth Volume in its Concise Monograph SeriesEarly next month, ASME Press will release the latest title in its Biomedical Nanomedical Technologies (BNT) Concise Monographs Series. The publication, Ultrasonic Methods for Measurement of Small Motion and deformierung of Biological Tissues for Assessment of Viscoelasticity, by Hideyuki Hasegawa and Hiroshi Kanai, is the tenth volume in the series. The new title can be purchased alone or as part of the 10-volume set at a discount.The BNT Concise Monograph Series consists of 10 short books focusing on the implementation of various engineering principles in the conception, design, development, analysis and operation of biomedical, biotechnological and nanotechnology systems and applications. The new 50-page volume reviews a proposed ultrasonic method for measurement of small motion and deformation of biol ogical tissue that provides better strain estimates in comparison with conventional phase-sensitive correlation methods.The other nine titles in the BNT Concise Monograph Series are Silica Nanoparticles as Drug Delivery System for Immunomodulator GMDP (2012), Nanoparticles and Brain Tumor Treatment, Chitosan and Its Derivatives as Promising Drug Delivery Carriers, Mobile Wearable Nano-Bio Health Monitoring Systems with Smartphones as Base Stations, Photodynamic Therapy Mediated by Fullerenes and their Derivatives, GFP Whole Cell Microbial Biosensors Scale-up and scale-down effects on biopharmaceutical processes, Biocompatible Nanomaterials for Targeted and Controlled Delivery of Biomacromolecules, Impedimetric Biosensors for Medical Applications Current Progress and Challenges, and Nanomaterials in d-glukose Sensing.Ultrasonic Methods for Measurement of Small Motion and Deformation of Biological Tissues for Assessment of Viscoelasticity, which will be available in print and digital versions in early April, will cost $72 for ASME members and $89.95 for nonmembers. The entire 10-volume BNT series can be purchased for $540 - a 40 percent discount off the retail price.Pre-order a copy of Ultrasonic Methods for Measurement of Small Motion and Deformation of Biological Tissues for Assessment of Viscoelasticity or order the entire Biomedical Nanomedical Technologies Concise Monographs Series.

How to Finish Your Internship with Grace

How to Finish Your Internship with GraceHow to Finish Your Internship with GraceAfter weeks of analyzing, researching and working, your summer internship is finally coming to a close. If all goes well, youve thoroughly enjoyed your experiences and have an offer for a full-time position, either in the fall or after graduation. Unfortunately, not all internships end this way and you may find yourself forced to look for another position. Whether its because it wasnt that kind of internship, the company isnt in a position to hire new employees or they just dont want to hire you, learning that you wont be getting a full-time job offer is never easy news to take. Although your first response may be anger and disappointment, try to use the situation as a learning experience. Ask your manager for a review. Seeking a wertmiger zuwachs evaluation will demonstrate maturity and a willingness to accept criticism. Just make sure you dont come off confrontational or dismissiveremember that if you worked hard, its probably not something you did that lost you the offer. Take their comments to heart and use them as a jumping off point for your next job search. Being able to conquer your weaknesses is an asset to any job applicant and will ensure that you wont make the same mistakes twice. Plus, if werent passed over because of your performance, a review will be an opportunity to hear all the good things you did, which will make the blow of the absent offer less hard. Remember to stay positive, especially if you still have a few more days or weeks left in your program. Whatever you do, do not slack off. Internships, by nature, are temporary assignments and you knew that going in. Instead of holding a grudge, thank your managers for their guidance and let them know you appreciate all that youve learned. There may not be an opening in the organization right now, but that doesnt mean there wont be one in the future. And when there is, you want to be at the top of the l ist of people to call. Plus, in any job search, networking is king. You never know when or where youll come across your co-workers and managers again, so dont do anything that could jeopardize your chances of being considered for future opportunities. Just because another door will have to open somewhere else doesnt mean you should close this one behind you. Whatever the reason you arent asked to come back, dont let the lack of a job offer get you down. Worse comes to worst, at least you got some valuable experience under your belt that you can bring to your future career. So instead of deleting company files or pouring coffee on the keyboard, remember to end your internship on a high note. That way, in addition to a few references, youll also be leaving with your dignity.-Posted by Rebecca Zissou

10 Things Your Career Counselor Isnt Telling You

10 Things Your Career Counselor Isn’t Telling You 10 Things Your Career Counselor Isn’t Telling You Find out what 10 tactics job seekers often forget to do, or never know to try.Fact: Until you find a job, looking for a job is your job. No matter what you do or where you live, you must treat this process as if it were your job.So, we’re going to explore a list of strategies to make you more approachable, more desirable and morehire-able.Also, along with each example, I’ve offered a “Sticky Note Suggestion.” Use these to post reminders of your newfound job-search strategies on your desk; computer; car; or, if you’re so inclined, forehead.1. Create a filter that evaluates the asset value of a potential new opportunity. Learn how you make decisions. Physically write out a list of questions to ask yourself. Create a governing document that serve as a guidance system for daily decision-making in your job search. Check out these examples from my Opportunity Filter: “Will this choice add to my life force or rob me of my energy?” “How would the person I’m trying to become do what I’m about to do?” “Is this an opportunity, or an opportunity to be used?” Top 10 coolest exercises you’ll ever do in your life. Guaranteed. How do you make decisions?Sticky Note Suggestion: W.W.I.D. â€" What would I do?2. Do not let this day pass without personal growth. That’s easy. Just ask yourself before you go to bed, “How did I grow today?” And then, here’s the secret: Write it down. I’m serious. Keep a “growth journal” by your bed, and spend five minutes before going to bed filling it out. Then, when your interviewer asks you questions about lessons you’ve learned, you’ll have them ready to go. They’ll be blown away! How did you grow yesterday?Sticky Note Suggestion: Grow a little every day.3. Evaluate your ability to add value. Ask questions like: “What personal skills have I not yet tapped into to make myself more hireable?” “What skills and competences are employers asking for that I don’t currently provide, but could?” The answers to these questions will help you conquer new environments, discover new experiences and take your job search to the next level.So, ask and listen. Listen to how your body responds. Because it will never lie to you. How many new skills have you recently become known for?Sticky Note Suggestion: I am a value-adding machine!4. Leverage your frustration in this situation as motivation to grow into more of the person you’ve always wanted to be. Anger is pointless. All it does is induce stress, poison your relationships and keep reality TV on the air. Especially with the economy the way it is, you have a choice: You can complain about the storm or dance in the rain. Which one will you pick? I suggest learning to let things go quicker and more frequently. Instead, attend your energies elsewhere. Turn frustration into growth. As the Optimist International Creed states: “Give so much time to the improvement of yourself that you have no time to criticize others.” How much long er can you put off being who you really want to be?Sticky Note Suggestion: Dance in the rain.5. Pick the most important things for you to work on that will grow your business the fastest. I will now summarize every time-management book ever written in one sentence. This is the only question you ever need to ask yourself during your job search: “Is what I’m doing right now consistent with my No. 1 goal?” If it’s not, stop. If it is, keep going. Simple as that. (You’re welcome.) How are you optimizing your time?Sticky Note Suggestion: Your time isn’t valuable â€" it’s BILLABLE.6. Pinpoint the excuses that are preventing you from getting started.Examples include, but are not limited to: “I don’t have the money” “I don’t know what I’m doing” “I’m too old” “But I can’t just …” If that’s the case, my question is: What’s your point? Do you think Mark Zuckerberg made those excuses when he created Facebook as a junior in college? Nope. He remembered the credo: Just go. Change the rules so you can win at your own game.Why are you still waiting for permission to be remarkable?Sticky Note Suggestion: Comfort zones are overrated.7. Prepare yourself to endure the failure that growth requires. Contrary to popular conditioning, failure is an option â€" not learning from that failure isn’t. So, remind yourself that it wasn’t you who failed, necessarily. It was something in your strategy that failed. That’s the attitude that allows you to fail your way to success. Are you making new mistakes or repeat mistakes?Sticky Note Suggestion: Failure is fertilizer.8. Release your current knowledge to take in new information. It’s not just about learning; it’s about un-learning. Taking out the (mental) trash. Making room for new ideas and insights that were previou sly uninvited into your fertile mind by that no-good-defensive-yella ego of yours. And then, most importantly, using this new information to boost your hire-ability. For example, how many books did you read last month? How much money are you losing by assuming you already know everything there is to know about your area of expertise?Sticky Note Suggestion: Let newness enter.9. Uncover the mental obstacles that are preventing you from being an effective entrepreneur. Like your incessant need to be applauded. Like your gargantuan ego that won’t allow you to admit to people that you’ve been unemployed for five months. Like your self-delusional belief that you’re too old to go back into the work force. Look, contrary to popular conditioning, vulnerability is strength â€" not surrender. So, identify the behaviors are preventing you from making progress towards becoming the best, most hire-able version of yourself. And pinpoint the obstacles or threats that might prevent your career vision from being fulfilled.In the past year, what choices and thoughts have renewed your entrepreneurial hope and energy?Sticky Note Suggestion: Get over yourself â€" then stay over yourself.10. Use writing to increase growth exponentially in this experience. You’ve already read my mantra in an earlier column: “Writing is the basis of all wealth.” For several reasons. First, writing is the great clarifier â€" perfect for practicing your answers to tough interview questions. Second, writing makes everything you do better and easier â€" especially networking for a new position. Third, writing triples the learning of any experience, because if you don’t write it down, it never happened. This also helps when you tell employers what you learned from previous positions. They love meaty, bite-sized, content driven, ROI based answers. For example, remember those 45 questions from last month? Have you written out all your answers to those yet? What did you write today?Sticky Note S uggestion: Writing brings clarity.Remember: Looking for a job is your job until you find a job. Execute these strategies and you will become more approachable, more desirable and more hire-able.Let me ask ya this …How are you sharpening your recession-fighting skills?Let me suggest this …For the list called, “12 Ways to Get Potential Employers to Open Your E-mail First,” send me an e-mail, and I’ll send you the complimentary list!

The Cost of a Bad Hire

The Cost of a Bad Hire The Cost of a Bad Hire Recruiting and hiring good employees is arguably the most critical aspect of running a business. Finding the right candidates is crucial: After all, if you're not hiring the right people to begin with, your ability to succeed in nearly everything else you do will be greatly compromised. That's why it is important to consider the cost of a bad hire - which can be surprisingly high. Why it's important to recruit the best Your company loses more than time, money and effort by recruiting, hiring and training people who perhaps shouldn't have been brought on in the first place. The disruption of a new hire nightmare can be costly. If constructive coaching and HR intervention fails, you might suffer the loss of customers, office productivity and damage to staff morale. But the cost of a bad hire doesn’t end there. Consider the expense and hassle you face when you have to cut your losses and dismiss this wrong hire. In the long run, it's more difficult for the manager and team to accommodate a poor performer than it is to invest in an effective candidate evaluation process. The wisest hiring managers put in the time and effort on the front end to make sure they have the best available pool of applicants for every job opening. And they determine whether they have good procedures in place for evaluating candidates before they even get started. The cost of a bad hire: higher than ever The biggest mistake you can make when you're in the market for new employees is to rely on the same tried-and-true methods you've been using for years. Consider the following factors that compound the cost of a bad hire: A lot more is at stake today  - Long gone are the days when you could minimize the consequences of a bad hiring decision by finding a place for a new employee who isn't fitting in. The pace and pressure in today's workplace are too great. Everybody has to contribute, which means more than simply doing one's own job. It means having a measurable impact on a company's ability to compete, maintaining high quality standards, and keeping customers happy and costs under control. The qualifications for jobs that were once considered routine are escalating - With fewer layers of management present in most small businesses, today's line employees must do their jobs with less supervision than in the past. Not every employee can flourish in this kind of environment. Technology is having a huge impact on work processes - Because just about every task in business has to be done faster than ever, companies of every size are relying on technological advances to streamline day-to-day operating procedures. Few small businesses can afford to have employees who resist their best efforts at change management and continue to have difficulty adjusting to a more rapid pace and increasing demands. How to avoid making a hiring mistake What’s the easiest way to avoid the cost of a bad hire? If you don't have the time and resources to devote to identifying and evaluating candidates, you can get help. The next time you need candidates, work with a staffing and recruitment expert!

5 Ways Managers Squash Innovation

5 Ways Managers Squash Innovation 5 Ways Managers Squash Innovation Innovation is a popular topic in practically every industry these days. Workers in all fields are generally expected to be creative and “think outside the box.” However, most CFOs in a Robert Half Management Resources survey cited this as an area where their teams need improvement. Ironically, it’s often the managers in many companies who snuff out the very creativity they desire. Are you one of them? Here are five signs you might be stifling your team’s innovation quotient without realizing it. 1. You do things the way they’ve always been done If your primary goal is to preserve the status quo, your employees will quickly learn not to bring new ideas, assuming they’ll get shot down on principle. If you think this might be your issue, it’s time to start opening up a bit. If you feel your employees aren't coming up with as many innovative ideas as you'd like, you may want to offer a creative work environment. 2. You rely on the HiPPO HiPPO, or “Highest Paid Person’s Opinion,” and reliance on it means the people with the biggest salaries makes all the final decisions. After all, they’re paid the most, so they must know the most. But that isn’t necessarily true. Sometimes the most innovative ideas are left to die on the vine because they weren’t the HiPPO’s. This is a particularly difficult thing for many managers to recognize, much less face, because often they may be the issue. To avoid falling into this scenario, regularly ask for, and adopt, ideas from every member of your team. 3. You overload and overstress your team With busy project schedules and semi-regular crises to address, any team can get overwhelmed from time to time. But if you consistently give your staff more work than they can handle, keep them hopping to address every emergency, and don’t allow them the downtime they need to recover, they’ll barely have the energy to keep up with their regular tasks, let alone be innovative. If this sounds familiar, consider exploring, with your team’s input, ways to work more efficiently and effectively. Also, make sure to respect your employees’ work-life balance, and allow them to leave their work at work. Sometimes the best new ideas pop up during downtime. Bring in additional support as needed, too. Four out of every 10 CFOs interviewed in the Robert Half Management Resources survey said they use small business consultants to access fresh perspectives and foster innovation among employees. FIND SENIOR-LEVEL TALENT 4. You don’t see finance as innovative Here’s another fault of tradition. It can be all too easy to view accounting and finance as sufficiently standardized, following rules and regulations rather than being truly innovative. But this view is wrong. Consider, for example, the accountant who finds an innovative way to complete the close more quickly, or an analyst who sees a whole new way to interpret company data that ends up pinpointing unforeseen revenue opportunities. If you’re facing this issue, have a conversation with your finance and accounting teams about how they view their roles in the company. Discuss what company problems they - and you - could solve using innovative thinking. 5. You have too much red tape Sometimes the problem isn’t a lack of good ideas, but rather your company’s bureaucracy and its tendency to stifle those ideas before they can see the light of day. If your firm takes forever to approve and implement new ideas, you not only lose the opportunity to innovate, but you also risk disillusioning the employees who put their time and energy into developing them. If this is the case in your company, consider taking steps toward reducing the procedural red tape between creative ideas and their implementation. Your goal is an innovation-friendly environment. Subscribe to the Robert Half newsletter for articles and resources to help you build and manage a winning accounting and finance team - all sent directly to your inbox.

How to Get Your Cover Letter and Resume into the Right Hands

How to Get Your Cover Letter and Resume into the Right Hands How to Get Your Cover Letter and Resume into the Right Hands I’m a software engineer and had several great jobs at top tech companies, but that wasn’t always the case. At one time, I was just like the tens of thousands of other software engineering job seekers- sending out resumes galore to company sites, recruiters, job sites, and any other place I could think of- without any success. I’d excelled in college, but that didn’t seem to make much difference during my job search. There were tons of young people just like me searching for jobs in software engineering. I needed ways to stand out and get my cover letter and resume into the hands of people who would be able to offer me a job. After talking with one of my college professors, software engineers, and my fellow students, I discovered a few great strategies. A software engineer I’d met via networking at LinkedIn told me that he landed a job at Microsoft as a result of an information interview he had with a software engineering manager. He said that although the goal of an information interview is not to find a job, it can also serve as a great way to make an impression with a potential employer. So that’s what I did. I contacted several engineering managers at top tech companies, and a few agreed to participate in an information interview. I spent hours preparing a list of questions to ask and researching the companies. The interviewees were impressed with my preparation and interest. One even asked for my resume and told me that she would keep me in mind if an entry-level position opened. A few months later, a job opened, and, after going through a demanding round of interviews, I had my first position in the industry. One of my college professors also gave me some great advice. He told me to get involved in the startup community in my town to make contacts with people who make hiring decisions. I began attending industry meetups, tech talks by local startups, and networking events sponsored by local tech companies and professional organizations. I even competed in hackathons. People began recognizing me, and I began to build relationships with software engineers, entrepreneurs, engineering managers, and recruiters. I eventually mentioned that I was in the job market, and some of the software engineers told me about companies that were hiring and gave me the names of good contacts at the company. One entrepreneur asked to see my resume, and then asked me to interview for a job at his startup. These efforts paid off, landing me my current job. Despite loving my job, I continue to stay active in the startup community. It’s a fun scene and a great way to make friends and learn about industry trends and potential job leads. Finally, social media is a great way to get your resume to the right person. I used LinkedIn to reach out to current and former employees at my target company to ask how they got their resumes past screening software. I also connected with engineering managers to learn more about job opportunities at their companies. I even became friends with a few people. They lived in my town, and we’d attended the same college. Eventually, when I thought about looking for a new job, they provided me with the names of recruiters at their companies. One of these leads led to a job. The best advice I can give to job seekers is to focus on making personal connections in the industry, rather than just sending out your resume blindly to employment and company sites. By becoming active in the tech community and meeting people one-on-one, you’ll establish real relationships that often lead to a job. The above post was excerpted from the new Vault Guide to Social Media, Second Edition.

Why We Let Employers Hire You Without a Fee

Why We Let Employers Hire You Without a Fee Why We Let Employers Hire You Without a Fee Why do the top hiring professionals in the country choose to work with Ladders? That’s easy:1. It’s free. It’s always free to post your jobs and search the resume database here at Ladders.2. We’re a membership-based community. And that means we’re much better behaved than the average internet hangout. No spam invitations or weird requests to get in the way of their hiring you.3. It’s divided by pay-grade. Applicants can’t apply to jobs inappropriately, so there’s no big pile of spam applications for hiring managers or recruiters to go through. In fact, the typical job at Ladders gets just 14 well-focused applicants.And that’s why the best corporate recruitment professionals and executive recruiters in the country use Ladders for their hiring needs.Have a great week in the search!I’m rooting for you.