Amazon Chime Video Conferencing What You Need to Know

Amazon Chime Video Conferencing What You Need to KnowAWS Amazon Chime / leistungspunkt Amazon Amazon Chime is ready to take on Skype for Business, Join.me and ClickMeeting in the video conferencing world. Amazon Web Services (AWS) promises its new service will provide secure, real-time, unified communications via high-quality audio and video that stays in sync across devices. And since it runs on the AWS cloud, your companys IT department wont need to worry about deploying and managing it. Heres what you need to knowHow do I get started?First visit https//chime.aws to sign up. Youll need an Amazon account, and if your company already uses AWS you probably already have one. In that case, youll just need to grand access for your Amazon account to be used with Amazon Chime.Amazon Chime on a smartphone Credit AmazonThen you add your contacts. Once youve done that, Amazon Chime lets you start video or audio meetings w ith one click. You can host or join, chat and share files and screens across desktops, iPhones, iPads, MacBooks and Android devices.How much will it cost me?The first 30 days are free, and no credit card is required to use that. After than you can purchase a subscription. Amazon says Amazon Chime is one-third the cost of traditional solutions.Chime is available in three versions. Chime Basic Edition is free and lets bentzers attend meetings, make video and audio calls, and use Amazon Chimes messaging and chat capabilities. But that only covers calls between two people, and it only keeps a message history for 30 days.Amazon Chime Plus Edition is $2.50 per user per month. It adds user management, letting you manage an email domain, disable accounts and configure Active Directory. It also holds 1GB of messages per user in storage. This is still just for calls between two people.Amazon Chime Pro Edition is $15 per user per month. It adds the ability to host meetings with screen sharing and video for up to 100 users. It includes betreuung for smartphones, laptops, and in-room video systems with unlimited VoIP support.Editors Note Looking for a video conferencing solution? Fill out the below questionnaire to be connected with vendors that can help.What chat features does it offer?Through Amazon Chime Chat you can get read and delivery receipts. You can add files and search old chats. It includes emojis and lets you adjust font sizes. You can also keep persistent chat threads across devices. And with mentions you can ping a specific person.Amazon Chime on a computer Credit AmazonWhat video features does it offer?You can participate in video calls on Chime. You can see who is sharing their screen and who is on the call. As a meeting host you can schedule meetings or host them spontaneously. It lets you control the audio of each of the participants. You can also send a meeting idea to those that are not using the Chime app. You can record the call, or lock the meeting to prevent others from joining. In Event mode you can automatically mute all others or add a presenter.What about technical support?Amazon Chime can be integrated with existing corporate directors. It lets IT administrators manage identities and control access across and organization. It requires no upfront investments, complicated deployment or ongoing maintenance, according to Amazon.Messages, voice, video and files are encrypted using AES 256-bit encryption. You can use your existing Active Directory to authenticate users, meaning people can log into the service with their existing corporate username and password. Amazon also offers a training portal to help you troubleshoot problems as they arise.Will it work with other applications and services?As of the second quarter of 2017, Amazon says Chime will be available through APN partners Level 3 and Vonage. Level 3 will add it to its suite of unified communications and collaboration solutions. Vonage will provide Amazon Chime Pro E ditions to its business customers for free. The Plus and Pro editions also feature an Outlook plugin. Anna Attkisson As official task master Anna loves nothing more than crossing an item off her to-do list, except possibly whipping someone on the pool table. 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Have We Swiped Left on Gender Stereotypes Science Says No

Have We Swiped Left on Gender Stereotypes Science Says No We all know the advent of ansprechbar dating has revolutionized romantic courtships but how much so? Ideally, not having to rely on friends or family to discover eligible partners should push people out of their comfort zones, but studies indicate that traditional gender roles have persisted with regard to dating despite its digitization.Researchers from the Oxford Internet Institute examined extensive data from studies on online courtship and analyzed data from 150,000 eHarmony users to investigate mate preferences and communication patterns of heterosexual male and female users. Researchers then studied how users have changed their attitudes and behaviors over 10 years.According to the numbers, men still like to feel like theyre in charge.The study shows that men are still 30 percent mora likely to initiate contact than women. And when women do make the first move, mens response rates drop 15 percent. Even when communicatio n can only occur after mutually signaled interest, such as liking one another on Tinder, messages were still 5 times mora likely to be initiated by a man than by a woman. Additionally, when women did reach out first, they expected the men to overcompensate by reaching out more frequently. Learned gender rolesthe man does the calling and the woman waits by the phoneseem to have transcended the technology transition.The study also revealed that women are evaluated more on their looks.Factors that determine whether or not women received messages and responses were physical traits such as youth and athleticism. Men, on the other hand, were more judged by their perceived degree of agreeableness and altruism. Cleverness also was a predictor of greater success for men, but not for women.Another stereotypical gender role that continues to exist in online dating is the idea that men should earn more money.The study revealed that women are 30 percent more likely to consider income when lookin g for a partner, though both men and women have decreased the importance they place on income.However, women are more selective of their dating pool than men, which researchers posit could suggest is a remnant of the negative stigma against women who date many men and positive credit for men who date many women.One reassuring prediction made based on their data analysis is that over time, users will continue to place less value on inherent traits such as race and and height and greater value on traits that are not attained at birth such as education.--Kayla Heisler is an essayist and Pushcart Prize-nominated poet. She is a contributing writer for Color My Bubble. Her work appears in New Yorks Best Emerging Poets anthology.

Using Objective of Writing a Resume

Using Objective of Writing a Resume Gossip, Lies and Objective of Writing a Resume An objective needs to be personally-tailored to the employer. Just like the cover letter, it should be specifically tailored for a specific job application. Stating an objective on your resume is a means to convince employers that you understand what you want in work, though a profile explains what you need to give the employer and can help sell your candidacy. Ensure you compose a career objective that youre have applied. The purpose of the resume highlights the strengths of the applicant in plus-rechnen to their career objectives. At times, an objective on resume can decrease the chances of succeeding. A best career objective isnt just about what you want to accomplish. Objective of Writing a Resume - the Conspiracy An objective can be a rather effective means to present yourselfyou just will need to make sure youre writing a very good one that deserves to take that space. The notion of getting somebody else to compose your resume can appear somewhat annoying initially. however, it is no doubt valuable. Your objective statement is the very first thing theyll see and read, as its the very first thing on the webpage. Whether you call it an objective statement or private summary, you wish to use the peak of your resume to grab the interest of the reader. In most instances, a resume objective is merely a couple of sentences long. You might not know where to start in regards to writing a resume objective. You shouldnt be casual whilst writing the objective as the remainder of the resume, whether good or bad is completely chose the opening statement of your resume and this is your objective. The objective needs to be short and concise, but nevertheless, it must also be user-centered. A resume objective can explain why youre qualified for the job, even should you not own a lot of related experience. All abilities and key areas ought to be mentioned in the experi ence so the qualities can be highlighted. Entry-level objectives can be particularly hard to write since you likely dont have loads of work experience, but you do want to solidify that you know the kind of career youre searching for. The primary goal of a resume is to demonstrate a prospective employer that you possess the kind of skills and experience they are searching for. Objective of Writing a Resume Ideas Drafting an effective and highly effective marketing and advertising letter has to be given substantial attention. Writing objectives isnt the simplest job on the planet, but with our tips you will produce a convincing objective statement for resume in virtually no time. Writing a great resume isnt a Herculean endeavor, but there are specific guidelines that will need to be followed, so you create your best first impression. The following resume writing advice will enhance the effectiveness of your resume. My aim is to find the job. Your objective needs to be job sp ecific. As a result, while your resume objective should incorporate information on the career you want, you also wish to spell out why you are the perfect candidate for the job. The ideal career objective is to make sure you know what job you can do. In various ways, an objective replaces a lot of the detail you would place in your professional experience section. You may not and the best that you could do is to make an objective from the limited details about the position usually from the job posting and other information its possible to dig up. Make sure that your resume is small but considering all the info provided. The info within the aim statement may want to get customized based on your industry too.

Things You Should Know About Resume Work Experience

Things You Should Know About Resume Work Experience Resume Work Experience Secrets By acquiring a firm comprehension of the possible employers culture, you will have the ability to structure a resume that may read like an ideal fit for the firm. If youre applying to a little company that you should present yourself as a 1 man army, able to manage various tasks. If you wish to land the job, tell the shop owner what you could do by going into detail what youve done with your prior employers. In truth, its the job of a cover letter to find an employer interested enough in you as a candidate to take some time to check out your resume. Some of them might have been in the exact circumstance and thus are more sympathetic. There are lots of reasons why folks take temporary work or employment through an agency and its getting more and more common. Youre in the proper place. You should do everything right to be able to stand a chancestarting with your resume. Show them how you may a pply your work experience in order to add value to their organization. Lets work together to secure you the job which you would like. Whenever your work history is vast, you need to be strategic in selecting which experience ought to go on your resume. It shows potential employers what kind of employee youll be. Job candidates might stretch the truth by employing vague terms to spell out their abilities and experience. You may also leave work off of your resume entirely. Even in the darbietung youve never held an official job, its still true that you have life experience thats applicable to the work search. For example, if you had a summer clerical job and you want to turn in an application for a professional position, you do not have to list that job. As you dont need to change your basic info, you can create some minor changes concerning rearranging, writing additional info, or altering the bullet points to emphasize the abilities and experiences which are most relevant to t he position. You must find out approaches to alter your experience to the demands of the new job and place it in such a manner your strengths are displayed on top. Your prior experiences are regarded as a very good indicator of how youre manage the new job. Using work experiences may differ based on the work history an employee or an applicant has. If youre changing careers, your prior work experience may be irrelevant to the job that you desire. Work experience will come first if youre working full-time already. Work experiences will supply the info needed by the clients regarding the jobs that youve already done and the business that youve been involved with. Life, Death and Resume Work Experience Different job postings will have different keyword phrases, different job duties listed, etc. Significant accomplishments and results which you have achieved at every one of your prior jobs. Resumes are far more than merely a very simple collection of your prior responsibilities . For instance, youre searching for executive secretary job openings. You find an advertisement for a job opening that appears to be a perfect fit, which means you rush to your computer to complete the internet application. Avoid paragraphs, and be certain to write in present tense for any jobs which you are currently working. So if youre really interested in finding job, then you ought to find the assistance of such on-line firms.

How to Evaluate the Compensation Package and Job Offer

How to Evaluate the Compensation Package and Job OfferHow to Evaluate the Compensation Package and Job OfferYouve made it to the final stages of the hiring process and received a job offer. Congratulations Still, there are several important questions to ask before signing on.? Salary?is just one component of a compensation package, and now is the time to ask questions about the benefits and perks?that provide extra incentive to accept a?job offer. They also deserve thorough examination.What does a?compensation package include?It?varies greatly depending on the employer and position, but here are the fruchtwein common components?of compensationSalary, plus any bonuses or commissionsPaid holiday, vacation and sick daysMedical, dental and vision insurance401(k) or another retirement savings planIn addition, as employers strive to?remain competitive and?attract top talent, nontraditional perks?such as these are becoming more commonTelecommuting or flexible work hoursSubsidized training o r educationOnsite child careConcierge servicesWhy benefits?matterBenefits, loosely defined as items outside of cousine salary and bonuses, are important to consider for several reasons. First, they can help offset the costs of necessary services, such as medical insurance, that you might otherwise have to pay for out of pocket or even be unable to afford. Employees frequently get a better rate by joining the company health insurance plan than they would if they purchased policies independently.Second, employment benefits help you maintain a healthy work-life balance. Companies are concerned that employees often feel stressed from juggling their jobs and everyday life, so many offer benefits that offset demanding work responsibilities.?Telecommuting, for instance, allows employees to avoid a hectic, lengthy drive to the office. Another example is paid time off for volunteer activities. These and similar benefits help to improve employee morale and mental health.Third, benefits can he lp you prepare for the future. Whether its subsidized?training?that could lead to a promotion and higher salary or a 401(k) plan that helps you get ready for eventual retirement, benefits are set up to reward you for your time with the company by making your future better and more secure.How to evaluate?a compensation packageWhen you have an offer in hand, its time to consider the entire package. If the?proposed?salary?is not what you expected, evaluate the paycheck with the perks. A top-notch package may make a lower salary more palatable. Or, if the perks arent?what you were expecting, you may be able to negotiate certain items.? Here are some questions to consider when evaluating a potential?employers proposal1. Whats most important to you?Values, goals and lifestyle vary from person to person, so theres no one-size-fits-all perfect compensation package. For some, health insurance and a 401(k) plan might be the only must-haves. For others,?the ability to telecommute might be very important, or perks such as an onsite gym or tuition reimbursement could seal the deal.The point is that you must know during the job hunt which aspects of the compensation and benefits package are most important to you. If all of these elements are present when you get an offer, youre in good shape. If not, nows the time to talk to the potential employer about whats missing and why a particular perk is a deal breaker for you.Which city is right for you? Learn more by downloading the Career City Index. 2. What details do you need to know?Once youve identified your?must-haves and have a job offer in hand, get all the compensation details?from your potential employer. Take health insurance We all know that offerings can vary greatly from one company to the next just because the firm provides health coverage doesnt mean?youre good to go.Ask for a summary of key programs so you understand the finer details and costs of each, or even request policy documents so you can read them in full . You dont want to be caught off guard after youve started your new job.3. What are the eligibility requirements?Bear in mind that you may not be eligible for all job benefits and perks the employer offers immediately. Some programs are open only to employees who have reached a certain tenure with the company. Others, such as tuition reimbursement, may be dependent on your managers approval.The good news is that you may be able to negotiate in this area. If youre currently working toward a?certification?or advanced degree, for instance, one condition of employment may be that the company pays for the rest of your education. Ask how much flexibility there is with?the eligibility criteria.4. Whats your benchmark?Its difficult to evaluate a compensation package without some kind of standard of comparison. To get a reliable benchmark for your starting salary, check out?Robert Halfs annual Salary Guides, which you can download free of charge. Our Salary Guides provide up-to-date compensa tion data for hundreds of positions in a wide range of fields.To compare benefits, look up relevant benefits data in government and association reports - many of which are available zugnglich for free - and in reports based on surveys of your industry.Questions to askDepending on your circumstances, you may also want to consider questions like theseWhat are the out-of-pocket costs for benefits such as?health insurance?If youre in a same-sex or domestic partnership, is?your partner eligible?At what intervals will your performance and salary be reviewed?What?career development?programs will you have access to?You cant be overinformed when it comes to the compensation package from a prospective employer. Keep in mind, though, that,?job satisfaction?depends on more than the perks youll receive. If a companys business ethics and corporate culture align well with your values, youre off to a good?working relationship.LET US HELP YOU FIND A JOB 2. Wh at details do you need to know?Once youve identified your?must-haves and have a job offer in hand, get all the compensation details?from your potential employer. Take health insurance We all know that offerings can vary greatly from one company to the next just because the firm provides health coverage doesnt mean?youre good to go.?Ask for a summary of key programs so you understand the finer details and costs of each, or even request policy documents so you can read them in full. You dont want to be caught off guard after youve started your new job.3. What are the eligibility requirements?Bear in mind that you may not be eligible for all job benefits and perks the employer offers immediately. Some programs are open only to employees who have reached a certain tenure with the company. Others, such as tuition reimbursement, may be dependent on your managers approval.?The good news is that you may be able to negotiate in this area. If youre currently working toward a?certification?or advanced degree, for instance, one condition of employment may be that the company pays for the rest of your education. Ask how much flexibility there is with?the eligibility criteria.4. Whats your benchmark?Its difficult to evaluate a compensation package without some kind of standard of comparison. To get a reliable benchmark for your starting salary, check out?Robert Halfs annual Salary Guides, which you can download free of charge. Our Salary Guides provide up-to-date compensation data for hundreds of positions in a wide range of fields.To compare benefits, look up relevant benefits data in government and association reports - many of which are available online for free - and in reports based on surveys of your industry.Questions to askDepending on your circumstances, you may also want to consider questions like theseWhat are the out-of-pocket costs for benefits such as?health insurance?If youre in a same-sex or domestic partnership, is?your partner eligible?At what intervals will your performance and salary be reviewed?What?career development?programs will you have access to?You cant be overinformed when it comes to the compensation package from a prospective employer. Keep in mind, though, that,?job satisfaction?depends on more than the perks youll receive. If a companys business ethics and corporate culture align well with your values, youre off to a good?working relationship.

Program Manager Job Description

Program Manager Job DescriptionProgram Manager Job DescriptionProgram Manager Job DescriptionThis program manager sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Program Manager Job ResponsibilitiesAccomplishes strategic objectives by overseeing multiple project activities.Program Manager Job DutiesAccomplishes human resource objectives by recruiting, selecting, orienting, training, assigning, scheduling, coaching, counseling, and disciplining employees communicating job expectations planning, monitoring, appraising, and reviewing job contributions planning and reviewing compensation actions enforcing policies and procedures.Achieves operational objectives by contributing information and recommendations to strategic plans and reviews preparing and completing action plans implementing production, productivit y, quality, and customer-service standards resolving problems completing audits identifying trends determining system improvements implementing change.Meets financial objectives by forecasting requirements preparing an annual budget scheduling expenditures analyzing variances initiating corrective actions.Updates job knowledge by participating in educational opportunities reading professional publications maintaining personal networks participating in professional organizations.Enhances department and organization reputation by accepting ownership for accomplishing new and different requests exploring opportunities to add value to job accomplishments.Program Manager Skills and QualificationsStaffing, Planning, People Management, Managing Profitability, Promoting Process Improvement, Financial Planning and Strategy, Strategic Planning, Dealing with Complexity, Analyzing Information , Vision, Performance ManagementEmployers Post a job in minutes to reach candidates everywhere. Job See kers Search Program Manager Jobs and apply on now.

For a New Start, a New Hiring Process

For a New Start, a New Hiring ProcessFor a New Start, a New Hiring ProcessFor a New Start, a New Hiring Process C. TaylorAs individuals, we often ask ourselves big questions about our jobs and careers Am I in the right role? Am I at the right company? Equally important for companies and their leaders isto question their hiring best practices how they recruit, evaluate, and select the right people.Be honest How many companies do you know that are as creative, as disciplined, as geschftliches miteinanderlike about the people factor in their business as they are about finance, engineering, and marketing? Over the years, as Ive traveled the world to evaluate the changing state of business leadership, Ive searched for those companies and havent found many.Indeed, I havent met all that many CEOs who could provide a compelling response to a simple question I like to ask whenever I visit an organization for the first time Why would great people want to work here? (The answer, I add, cant be about salaries, bonuses, or stock options.) What is it about the ideas your company stands for, its point of view in the marketplace, the ways in which employees interact with customers or collaborate with each other, that becomes irresistible to the best people in your industry? How does your companys standing in the talent market enhance its position in the product market?These are not brain-teasers. They are the building blocks of long-term prosperity. For one thing, you cannot have happy, satisfied customers if your organization is filled with unhappy, dissatisfied people. Moreover, if you believe that companies compete on the power of their ideas, then you also have to believe that they compete on the brainpower of their people. Because (to spin that old slogan from the NRA), companies dont have ideas, people do. The most direct way to fill a company with great ideas is to fill it with great people.So as you get ready to start work in the New Year, ask yourself these simple qu estions to evaluate how well your hiring process is working1. Why should great people join your organization? The best leaders understand that the best rank-and-file performers arent motivated primarily by money. Great people want to work on exciting projects. Great people want to feel like impact players inside their organizations. Great people want to be surrounded with and challenged by other great people. Put simply, great people want to feel like theyre part of something greater than themselves.We all spend lots of time wrestling with that age-old question, What keeps you up at night? But the mora powerful question, especially for the most talented people, is, What gets you up in the morning? What makes you more energetic than ever, more determined than ever, more creative than ever, in a world that seems more uncertain than ever?2. Do you know a great person when you see one? Ive seen it time and again in the hiring practices of great companies (from Southwest Airlines to Zapp os.com) that are serious about filling their ranks with great people Character counts for as much as credentials. In other words, who you are as a person is as important as what you know at a moment in time these companies hire for attitude and train for skill.Theres a hard-headed business logic to this soft-hearted mindset. Companies with a distinctive set of ideas about how to create value in the marketplace need people whose values are in sync with the strategy. Thats why Southwest tests for the warrior spirit among prospective employees and Zappos pays new recruits $3,000 to leave in the middle of their training program. (If youre willing to take the money and run, then what makes you tick is obviously not in sync with what makes the company tick.)3. Can you find great people who arent looking for you? Its a common-sense insight thats commonly forgotten The most talented performers tend to be in jobs they like, working with people they enjoy, on projects that keep them challeng ed. So leaders who are content to fill their organizations with people actively looking for new jobs risk attracting malcontents and mediocre performers.The trick (and the challenge) is to win over so-called passive job seekers people who wont work for you unless you work hard to persuade them to join. Thats means creating a recruiting culturein which people in all parts of the organization, and not just HR, are on the lookout for talent and are willing to help make the sale.4. Does your organization work as distinctively as it competes? Its a simple question with huge implications for productivity and performance. Leaders who are determined to elevate the people factor in business understand that the real work begins once talented people walk through the door. John Sullivan, a prof at San Francisco State University and a truly innovator HR thinker, says it best Stars dont work for idiots. As you fill your organization with stars, its up to you to keep them aligned to master the i nteraction between stars and systems and managing teams that defines everyday life at the most effective organizations Ive encountered.So heres hoping youfind a whole new take on recruiting, evaluating, and selecting the best people. Your business results this year and for many years after may depend on it.Author BioWilliam C. Taylor is a co-founder of Fast Company and author of the book, Practically Radical Not-So-Crazy Ways to Transform Your Company, Shake Up Your Industry, and Challenge Yourself he is co-author of Mavericks at Work Why the Most Original Minds in Business Win (with Polly LaBarre). He has published numerous essays and CEO interviews in the Harvard Business Review and hosts a blog for HBR on being Practically Radical Taylor has been a columnist for the Sunday Business section of The New York Times and The Guardian. He is a graduate of Princeton University and the MIT Sloan School of Management. For more information on the author, please visit www.williamctaylor.co m.Go to the MonsterThinking blog to read an excerpt from Practically Radical Hidden Genius How IBM Spurs Innovation Through Collaboration.