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Tag: interview
The Interview – Part 1: Remember When?
Welcome to another edition of
The Funny Side of HR from the Desk of a Woman of a Certain Age
It is nothing short of amazing how the business of human resources has changed overall during the last 25 years. And…certainly, if we look back at the job search and interview process 30+ years ago, there is less and less recognition of the art as we know it today. (Remember, I am a woman of a certain age, so I can discuss this aspect quite thoroughly). Both the job search and interview process has changed for the HR professional as well as for the candidate.
As I mentioned in my introductory piece last month, HR has its hand in a myriad of responsibilities and understanding the job search process from the candidate's perspective is a key element in the attainment of the ideal candidate. Given the amount of time it takes to conduct a candidate search, however, many organizations utilize agencies to expedite the process.
Today, I am going to do a backstory and take a look at the job search and interview process through the eyes and actions of a candidate seeking a job in years gone by. This is almost cathartic for me since I have had many experiences job searching. I will use the pronoun "you" to refer to all of us because we all have been in the job search marketplace at one time or another.
So…..walk down memory lane with me…
[Picture a blurred dreamy screen…Yes, I am also budding film producer!]
It is the 1980's, back in a time when you could work your way up the corporate ladder and in essence, were expected to do so. Many of us started somewhere near the bottom and made it to the top or very near the top. (If only our boss would have left, we could have made it to the top!) Anyway, some of us made our way via education, certification, preparation, dedication, determination, innovation, recommendation, motivation and perspiration. Some others made it by perpetration, falsification, association, relation, expiration, degradation and quite possibly, incantation. However you made it, the force was with you, so congratulations are in order!
In any case, at the beginning, you found yourself in a situation to seek employment. What kind of job? Let's see. You have some experience and some education in your field of choice. Most importantly, though you can type and know how to use a word processor, IBM computer. You can type 60 words a minute. (Actually you can type 70 words a minute…but unfortunately, only 60 words are correct). You know how to use the arduous "cut and paste" and "find and replace" options. You do not get a headache by looking at the word processor screen that has a dark green background with day-glow green print. You know how to operate a fax machine and use a calculator. You have the basics locked and sealed!
Now…let's get started. First things first. Living in the Northeast and looking for work in New York, no job search could be launched without getting the job seekers bible…The New York Times. How could you possibly be serious about any job search effort without thoroughly, eye glazingly (not sure glazingly is a word…but it IS the word needed here!) reading the opportunities listed in the one and only New York Times. You had to make sure that through hell or high water, you were able to get your copy of the Times. This was so important that many people left their warm beds in the middle of the night, pajamas under raincoat, on Saturday evening, to make it down to the corner store to get their copy before it sold out. Some stores would (somehow) just sell the Classifieds section so that you would not have to lug the entire 3 lb. Times when you only needed or wanted that part of the huge paper. You still paid for it, but a reduced price.
Whew! You got your copy! Now to the Classifieds Section. All you see are job advertisements from agencies, agencies and more agencies. You circle the jobs most in line with your skills and qualifications. Most of the jobs listed give short, fragmented descriptions, so it is difficult to determine whether you meet the qualifications or not. You circle them anyway. Some are listed with contact numbers, but when you call, you are not provided any additional information, just told to come in. "We don't take appointments. Just come in between 9 and 5 and bring several copies of your resume" was the mantra.
Resume! Ok…you have a few copies printed on nice, expensive paper. You prefer not to waste providing an agency with a resume printed on expensive paper. But…alas…you may never get to the company interview if you don't show a well written, professional resume and providing a copy on expensive looking paper may give you a minor edge. You check to make sure there are no errors. If there are, you have to retype the resume from scratch and take it to a printing company to make copies (unless you have a word processor and printer at home). But…thanks to the resume gods, your resume looks good.
Ok….back to preparation. Now…what to wear. There are only a few acceptable choices. A dark skirt suit (navy, black, brown, gray), a white or light colored shirt, low heeled shoes and flesh tone stockings. Low heeled shoes were key because you never knew how far you would have to walk to get from agency to agency. Accessories could be a string of pearls, a pin or a bow. Simple, clean, professional. We followed the Dress for Success rules to a tee. One of the old adages routinely applied was, "don't dress for the job you have (or in this case, going for), dress for the job you want".
Finally, you have to decide the route to take. (I am only going to speak from the perspective of seeking jobs in New York City and the subway, since that is where my experience is founded). Most of the agencies were located near the 40th midtown street location….although there were also numerous agencies in the Wall Street area. Since you needed to keep your travel expenses to a minimum (in the 80's, there were no metro ride all day for one low price cards), you made a list of the agencies in the same general vicinity knowing that you would, if lucky, only be able to get to two…maybe three agencies in one day. Why? Because you would have to wait…and wait and wait to be interviewed, especially on the Mondays and Tuesdays after the Sunday classifieds were published. I recall walking into a "just come in" agency and seeing tens and tens of people just waiting. Once you were called to move from the waiting room into the main room…you thought you were finally going to see someone to discuss the job…but no! You were led to a room to take endless tests. Typing, computer, spelling, math, calculator, etc. Take a test…then wait…take another test…then wait. Hour after hour. At long last, some kind soul would call your name and usher you into the kingdom….the place where you would finally be interviewed for the job you circled. You feel as if you had won the lottery! It's my turn! Off to see the agency rep.
The agency representative, let's call her Ms. Smith (very original, I know). Ms. Smith scans your resume and reviews the mountain of tests you took earlier. She asks about your experience and you regurgitate the speech you so diligently prepared. Ms. Smith tells you about the position, but says that the agency has sent several candidates to the company already and waiting for a call back from them (the company). Ms. Smith thanks you for coming and says, she will be in touch. The entire interview took less than 5 good minutes. Be in touch?? After several hours, you are told, "will be in touch" and given a polite good bye handshake??? At that point, YOU want to reach out and "touch" someone yourself!
Ready, set, go….. on to the next agency. Never discouraged, you trot off to the next agency in your low heeled shoes with your New York Times circled classified section under your arm and your expensive resumes in your briefcase instilled with the confidence that you will eventually find a job.
Good Luck!
Next month….Interview – Part 2: How technology and social norms have changed the job search and interview process for the candidate.
About the Author: Jacqueline Clay is a freelance HR business consultant working with small and midsize organizations to assist them in meeting the challenging responsibilities associated with the full realm of HR management. With over 20 years leadership experience in all aspects of the HR business, she has helped organizations in a myriad of areas, including on boarding, labor/employee relations, policy and procedure development, organizational effectiveness, coaching and training. She holds a BA in Psychology from Fordham University.
How Do I "Hook Them"?
How do I 'hook them' when interviewing, vying for a promotion, or closing 'The deal'?
As many may know, ABC has a real hit on its hands with The Shark Tank! The stars are a ruthless, shrewd collection of diverse, self-made millionaires who judge, qualify, and either select or 'de-select' budding entrepreneurs for further investment. If you haven't watched it, you will either love it or hate it. This show can teach us a lot…..whether we are selling a concept, a product, or ourselves….let's face it: who isn't in sales in one form or another?
I have several clients who are currently interviewing for a new position/promotion within their existing company or in some cases other positions outside their current employer. Many are seasoned veterans who have not had to formally interview in quite some time. How can they get noticed and stand out when so many of the individuals they are up against are equally qualified? This is an art – not a science – as we all know. Yet, there are a few easy tips to keep in mind:
- The devil IS in the details. So, when you are presenting yourself or your idea – in person, electronically, or in hard copy format – be polished in every way. No typos. Prompt thank you notes and emails. Be on time. Be prepared. All the details we often let go by the wayside the higher we climb in the corporate chain, COUNT. I am here to tell you – these small details and nuances matter.
- First impressions count. How are you showing up….do you look and act successful? Are you confident? Do you act confident? (Not with false bravado and arrogance….with authentic knowledge of who you are and security that what you have to offer is of value.) Are you respectful? Are you dressed appropriately? Are you calm, cool, and collected? Are you well-spoken? Do you look them in the eye – personally and sincerely?
- Have a compelling value proposition. What are you selling – about you or your idea? Why and who cares? What makes you and this product/service different? Who is your competition – and how do you 'trump' them? What need are you filling? What desire are you squelching? Why you? Why now?
- Stay curious and open. Interviews and sales calls are often not so much what you tell them about you – it is what you ASK that makes the difference. Go broad and deep…industry, company, culture, leadership, current challenges, etc. The questions show your thoughtfulness (or lack thereof), and this is a sign of maturity and executive thinking.
- Pre-briefing calls and phone interviews are not casual get-to-know-you conversations. Treat every interaction like it is the real deal. Smile while talking (they can tell….even if over the phone). Keep the energy high – without being an "eager beaver." Be prepared and professional.
- Know your stuff…..particularly the facts, figures, and data. If you are selling your concept, idea, or product – how much money have you made so far, i.e. what is your revenue stream? How much profit comes from that top line revenue number? How are you getting your product to market? What is your price per item? What percentage of that is profit? How do you plan to scale? What do you see your greatest challenges to be at this stage- and what do you recommend to fix it?
- Raw, controlled, passionate enthusiasm. Areyou real? Do you LOVE what you are doing? Do you LOVE the product/service/job you are representing? Do you believe your offering is the 'bees knees' and will knock their socks off…..really?!! Do you engage your audience like real people….and possible consumers? Are you meeting them where THEY are (not where you are)…i.e.: are you engaging them like the decision makers they are? Are you bubbling over…..in a contained, professional way? (Remember: energy begets energy….and enthusiasm SELLS.) Are you happy to be there?
- Finally,have your answer to the "So what?" question well engrained in your mind. In other words…Why YOU? It is not enough to share what you have done, where you have done it, etc. You need to be clear on what it is that you uniquely offer and the results you can bring to the table. Full stop. In preparing for your interview, ask yourself at the end of every question asked – did I make it clear what I uniquely offered and delivered? If the answer is "I'm not sure," then start over and create sharp, crisp answers which leave your mark.These steps guarantee nothing.However, what I know for sure, is that if we don't hit each of these steps with all we have; we will never make it to 2nd base…..much less make a home run. Sure, there are at least a hundred more points of advice to offer in order to get that second round of funding, secure the non-profit donor in order for you to 'break ground' on the new facility, close the first multi-million dollar deal in a new account, or secure the promotion you have been working toward for years…..for whatever the sale is we are trying to make. Yet, those bits need to be developed and strategically customized for the sale.These steps are simply the basic blocks to get the door opened. Whatever profession we are in….software startup, non-profit organization, charter school system, or volunteer effort…..these steps are the constants. THAT is how you will be remembered when stacked up against others of equal tenure and experience.
About the Author: Kristin Kaufman is founder of Alignment, Inc.™, formed in 2007 to help individuals, corporations, boards of directors and non-profits find alignment within themselves and their organizations. A prolific writer, Kristin's first book, Is This Seat Taken? Random Encounters That Change Your Life, was released on 11/1/11 to national acclaim, and endorsed by Stephen Covey and John Maxwell, among others. Her second book in the series, entitled Is This Seat Taken? It's Never Too Late to Find the Right Seat was released 1/13/15. It has already been endorsed by notables such as Marshall Goldsmith, Sean Covey, and Doug Parker, CEO of American Airlines. This book shines the light on late in life reinvention and encore 'second half's' of diverse individuals. The individuals are in some cases widely known and others are somewhat anonymous to the mass public. The common thread is their 'post-50' resurgence in life and in some cases their 'fork in the road' is quite serendipitous. Kristin's third book, a sequel to 'Is This Seat Taken?' will follow later in 2015. Kristin is on Twitter as @kristinkaufman.
External Recruiting: An Insider's POV
I have been in talent acquisition for almost ten years and have chosen to work in corporate recruiting. I often get asked the question, "When you can earn two to three times what you are earning now, why haven't you gone out on your own and begun working with many companies instead of working within just one?" The answer is pretty simple. For positions within a services organization where talent is what we are selling to our customers, I just don't believe in the external recruiting model.
With experience in both external staffing agencies and as a corporate recruiter, the corporate recruiting model in conjunction with a proactive in-house recruiting department has proven to impact overall business success positively, specifically in business planning, client acquisition, and building and retaining our company's talent base.
Talent acquisition is a critical component of overall business planning in a services organization. If your company is exploring a new business venture, offering, or customer pool, it is necessary to determine not only what staff is going to cost in order to serve this niche, but also how readily available they are in your market. A business plan may not seem as strong after considering the staff complement needed to create and ensure continued success if unavailable or extremely overpriced. An internal recruiter can provide this expert, up-to-date perspective from his/her experience within the market and take into account the company's challenges and opportunity to acquire talent to serve this business plan.
Client acquisition is another area of the business that is heavily influenced by a company's chosen talent acquisition plan. An in-house recruiter can work with the new business departments to ensure that the company has the right talent in place as soon as the new client is acquired. The talent acquisition process takes nurturing of candidates that should occur far in advance of client on-boarding and working within the company, which gives you foresight that an external recruiter typically does not have.
Due to the often confidential nature of new business development, it is important that the recruiter has a strong relationship with the new business development team and that they have a vested interest in the company. Business development isn't likely to be shared with an external resource that may be partnering with possible competitors in the same industry, potentially creating a delay in acquiring the talent necessary to make client onboarding successful.
Furthermore, internal recruiters have a much stronger ability to assess fit to-role simply through continuous exposure to the company. They have the benefit of working with all of the various hiring managers 40 hours a week, 52 weeks a year. Through this close working environment an in-house recruiter has a much better chance of identifying which types of personalities and working styles will work well with each manager by observing how each hiring manager works with others inside of the organization. Adding one more personality into a team can completely change the functionality and dynamics of that team. When a company has chosen to go down the road of paying a 15% to 25% fee on first year annual salary with an external recruiter, there is most likely a pressing need for the role to be filled, and often hiring managers in a services organization don't have the time to spend with external recruiters to describe all of the intricacies of the team to them. When working externally to the environment you are recruiting for, it is nearly impossible to know each hiring manager and how he/she operates within the culture and environment. Now, imagine the challenge of finding a solid fit-to-role once you begin hiring for several organizations with several hiring managers; the ability to keep up with changing environments, roles, and personalities becomes nearly impossible.
Undoubtedly, with a limited qualified talent pool available globally, recruiters must actively maintain relationships with qualified talent for future openings. This is another area that an internal recruiter can more effectively serve a services organization: targeted relationship management with potential staff for the company. The internal recruiter has greater knowledge of how the company can be a fit for the candidates and possibly alleviate pain points they may be experiencing in their current situation. It is key to recognize that the value proposition to various qualified candidates may change over time and it is imperative that an internal recruiter keep abreast of changes with candidates' situations and changes within the company and how the two may be a fit at a later time.
Finally, retention in a services company is imperative with the product of the company being the knowledge that each employee carries. An internal recruiter has more of a vested interest in seeing the recruited candidate succeed and remain committed to the company. Not that the external recruiter doesn't wish good things for the candidate, but he or she just isn't there every day reaping the benefits or suffering the repercussions of the hire. Furthermore, the external recruiter reaps benefits in the form of 15% to 25% of the candidate's first year annual salary, as long as the candidate has the one to three month tenure guaranteed in the contract. From a monetary standpoint, most often internal recruiters are not rewarded on a per hire basis. The paycheck they receive each week is in exchange for them continually serving the company that they are committed to, while external recruiters typically are serving many organizations at a time and are rewarded for each successful placement. If a hire from an external recruiter fails after the tenure guarantee, the recruiter is not responsible for the replacement; whereas, an internal recruiter is required to replace the hire regardless of the time spent in the role. You can see how one system is built to reward long-term employment, while the other rewards even with short-term tenure.
In conclusion, I believe an internal recruiting model versus an external recruiting one better serves a services organization. Internal recruiting more effectively serves the business in the areas of identifying the right talent for the company, targeted relationship management, retention, business planning and client acquisition.
Amanda Papini, Recruiting Director at Response Mine Interactive started her career in recruiting at Medical Staffing Network in 2005, and moved over to a corporate recruiting role at BKV and Response Mine Interactive in 2007, where she built an internal recruiting practice for both companies. Amanda has since staffed over 250 full-time employees within both companies; an average of 50 hires per year. After assisting with RMI and BKV's growth over the last 5 years, Amanda decided to move over to focus solely on RMI's talent acquisition and take on a role more dedicated to employee development.
Behavioral Interviewing: A Strategic Imperative
When networking with job-seekers, I hear that behavioral interviewing is common practice; thus, I was shocked to read this article on Business Insider: "Google Admits Its Crazy Interview Questions Were 'A Complete Waste of Time." I could not believe that a Fortune 100 company was still asking questions such as, "Why are manholes round?" I am unable to determine how someone can objectively answer this type of question. Behavioral interviewing is evidently a practice that is not as common as I had thought. If behavioral interviewing is not something your company is practicing now, it is should be put into practice as soon as possible.
My typical one on one interviews last around forty-five minutes and I am strapped for time to extrapolate all the relevant information I need to determine whether or not this candidate is not only a fit for the role at hand but, also for our culture. It is critical that I utilize the time with planned questioning that assesses what the candidate has done in the past and what she is likely to do in the future, rather than assessing whether or not the candidate can solve brainteasers that she will not likely be faced with in the role. I believe that most individuals that secure interviews can tell you what someone should do in certain circumstances, but is it what she actually did when finding herself in that situation? You are often able to discern how much experience she has handling the situations you are asking about by how quickly she is able to produce examples and how she handles herself under pressure.
If you are struggling to know where to start, I began by reading a couple of valuable books: How to Choose the Right Person for the Right Job Every Time by Lori Davila and Louise Kursmark and High-Impact Interview Questions by Victoria Hoevemeyer. These books offer sample behavioral interview questions and rating scales to get you started.
The most challenging piece can be getting consistent practice of behavioral interviewing across all of your hiring managers' interviews. As all of us in HR know, the hiring managers are typically swamped and the last thing on their mind is preparing in advance for an interview. I started off by utilizing behavioral interview questions for soft skills, as many hiring managers struggled with how to measure a candidate's soft skills, but understood the importance of making this more objective. It was also effective to let them know that I was going to assist them with being more prepared for the interview and complete some of the up-front work for them by developing the questions.
This provided an additional benefit, in that I was able to introduce more of a focus on soft skill assessment. So often hiring managers place greater value on finding candidates who are a "plug n' play" due to their technical skills that I have seen many hires who don't work out, not due to their technical abilities, but the missing soft skills that were not assessed during the interview process. It is important to remind hiring managers that specific technical skills can be trained; however, soft skills often cannot or require a larger time investment not only from a training perspective but also in fixing interpersonal problems that occur that are not as easily solved.
Greater acceptance from hiring managers can be acquired by conducting post hire analysis of the new hire's performance and correlating this with the interview questions asked. This allowed the hiring managers to make better hiring decisions in the future and determine which questions were valuable in making staffing decisions. This also resulted in saving the hiring managers a lot of time and expense through a reduction of bad hires.
After experiencing the benefit of asking the same soft skill questions to various candidates and being able to rate them on a scale that allowed objective comparisons across candidates post interview, I convinced the hiring managers to allow me to assist with the development of technical behavioral questions as well. Often, I taught them how to include technical elements in the soft skill questions, such as, "Tell me about a time you identified a data or reporting discrepancy and how were you able to validate the data and take corrective action in a short amount of time." This would allow the hiring manager to not only assess someone's attention to detail and ability to work under tight deadlines, but also their ability to understand the technical reporting aspects of the job. It is incredibly important to eventually be able to assess the technical aspects of a job and the soft skills required at the same time, due to time constraints of interviews. Additionally, this helps avoid receiving the canned responses to basic soft skill questions such as, "Give me an example of situation that demonstrates your ability to effectively manage your time." I typically recommend surveying all of the candidates for 5 technical and 5 soft skills and ensuring that all skill sets that are necessary to be successful in the role are covered by one of the interviewers on the team. As a past Recruiting Director, I embrace the opportunity to ensure that questions aren't being repeated over various hiring mangers that are interviewing candidates for the role and that we are providing a great first impression to our candidates of an organized agency.
Not only did our implementation of behavioral interview questions across the agency help secure talent that was a better fit to role but also perpetuated a stronger presence of our agency in the marketplace.
Photo credit iStockphoto
Amanda Papini, Recruiting Director at Response Mine Interactive started her career in recruiting at Medical Staffing Network in 2005, and moved over to a corporate recruiting role at BKV and Response Mine Interactive in 2007, where she built an internal recruiting practice for both companies. Amanda has since staffed over 250 full-time employees within both companies; an average of 50 hires per year. After assisting with RMI and BKV's growth over the last 5 years, Amanda decided to move over to focus solely on RMI's talent acquisition and take on a role more dedicated to employee development.
{Random Encounters} Build a Connection and Find a Job
One of my favorite things to do to pass time when I travel is observe people and strike up conversations with total strangers. And it has often worked for me in several ways, be it on my flight when I travel, while at the bus stop or when I am at places that I have never been before.
Strike up a conversation
I know some of us may not be comfortable talking to strangers and it is just the way we are. But I understand that I am making myself approachable and likable to the other person by making a small friendly gesture, an eye to eye contact, a smile, talking about the weather or probably sharing a story or experience about me which somehow relates to them. This can help them open up their mind, start a conversation and share something that is of common interest.
Life is quite often like this. Every day we meet someone who wants to know about somebody or who knows somebody that we want to know about. And as an HR professional who loves to network, I always keep this in mind. Not just to connect with others with an ulterior motive but to learn something new, some experience that I never dealt with before or probably help each other out by sharing experiences that help us grow as a person.
Stories help you build connection!
I know of an incident that happened not to me but to one of my close friends while she was on her journey from Dallas, Texas to Tampa, Florida. As it turned out, the two hour journey helped land her a job when she got talking to a lady sitting next to her. Fortunately for her
that random person on that flight was a recruiter. She sparked up a conversation seeing the PHR Prep book in the hands of that recruiter. This helped her understand that the lady was an HR professional and they started talking about job searches and interview processes in different companies. She indicated that she is looking for a position in health care industry. Unfortunately, the recruiter was a headhunter in the financial industry.
But to her surprise when my friend got back home, she received an interview call from another recruiter who happened to be friends with the lady she met on the flight. And my friend got that job. How cool is that?
I am sure they might have felt much more comfortable talking to each other in a casual manner rather than sitting in an interview room across each other or at a crowded networking event.
So start striking up conversations and build connections, you may never know who knows who!
Have you had any experience like this? Would love to hear from you!
About the author: Nisha Raghavan is the author of Your HR Buddy blog and a co-host of DriveThru HR. A former HR Generalist with extensive experience in Talent Management and Development, she specializes and writes about Employee Relations, Organization Development and how companies can keep their employees more engaged through Employee Engagement Initiatives. Her experience in the corporate world was as an HR Deputy Manager at Reliance Communications Limited, India.
Skip the Clichés in Your Job Search
It's common sense (well it should be anyway!) that job seekers shouldn't bad mouth former employers on a job interview.
However, when you're looking for a new job, there's always a good reason for it and you should be honest — in a professional way. I'm not talking about getting into an hour-long drama explaining how tired you are of the office politics.
I read an article where the author stated you should use the following reasons to explain why you want to leave your current employer:
- Seeking new opportunities
- Looking for more responsibility
- Interested in career advancement
Don't get me wrong – these are very viable reasons to look for a new gig. But they've been around for eons and are ultra cliche! Everyone who doesn't want to talk about the fact that they hate their boss will use one of these reasons. If one of these reasons are legit for you, skip the cliche and just provide an example. For instance, share an experience about why you're ready to tackle new responsibilities and how it will add value to an organization.
Unless the person interviewing you has just fallen off of a turnip truck or is on their fir
st day of the job, they'll want to know more. It's best if it comes from you rather than having the interviewer make an incorrect assumption about you or your work.
And what if you really are leaving your job because you hate your boss. Is it best to be honest? Well, we'd like to think we could be because there is a laundry list of bad bosses out there. But, like it or not, perception is reality and you'll be judged way too harshly if you were that honest. In this case, my suggestion would be to think of the second biggest reason of why you want to leave your position and go from there.
The most important thing to remember is to be your real, unscripted self.
Photo credit: stock.xchng
About the author: Kimberly Roden is an HR pro turned consultant and the founder of Unconventional HR. She has 25 years of progressive experience as a strategic HR and business leader. Her hands-on and innovative approach allows her to create and deliver HR solutions to meet business challenges and needs by managing human capital, talent acquisition and technology.
Perspective: The HR Gal Goes On Some Interviews
As an HR person, I always find it fun, exciting and a great opportunity to judge people when I go through my own interview experience.I realize this probably makes me a little crazy and a bit of a nerd. Internal interviews are great in the sense that I continue to learn how much internal interview processes suck. Who needs feedback or consistent follow-up? Apparently not me, however, that's not where I am going to focus today. Internal interviewing is a whole different can of worms I am not opening.
Sometimes, I have a horrible day at work and I say to myself, "I am done being a human punching bag, I am going to find a new job!" I have a feeling this happens a lot when you're young in your career as I am. I should probably stop saying I am young in my career because as we continue to hire more and more recent grads, I start to feel ridiculously old. Regardless, I am still younger than many of my colleagues. In the last few years, I've dabbled in some interviewing at places other than my current employer. I have always told myself that if I were to ever leave it would have to be for a bomb opportunity. Yes, I said bomb. This being said, I've learned a couple of things:
- Many organizations have terrible interview processes
- I am clearly too process oriented
- I have seriously high expectations for potential employers
I'm really only going to focus on the first bullet. Mainly because I don't want to write a 20 page blog post and even if I did, you wouldn't read it. I wouldn't even read it.
Many organizations have terrible interview processes
I use the word many, but I am probably exaggerating. I often find myself frustrated with the lack of communication that happens. I also realized recently, that I am sometimes "old school" in how I prefer to be communicated with initially during the interview process. There was one organization that communicated only via e-mail. As someone who works with an employer that truly believes it is import
ant to build relationships, this was something that was hard to move past. I want to get a feel for the organization based on my conversations with the recruiter, not over e-mail. I realize I am probably one of very few who feels this way. I guess I want to feel like I am worth a phone call.
Another organization didn't let me ask questions! WHAT?! I spent all this time preparing and coming up with thoughtful questions so that they knew I was taking the interview seriously. You suck. I want to ask my questions. It was the first time this had ever happened to me, but I was annoyed. I think it shows little respect for the candidate as most people will come prepared with at list a few questions. Me, it's more like 15 to 20, but I'm a little crazy.
Part of my personal problem with interviewing is that I do have high expectations and I know how easy it is to make a phone call to keep the candidate informed of where we are in the process. I also recognize that all recruiters have multiple positions they are recruiting for, but if you don't keep the candidate informed (especially your top candidate,) they are going to change their mind or go elsewhere. I find it ridiculously frustrating as someone who has worked in recruiting and someone who currently works in HR to have to be subjected to a subpar interview experience at a very reputable organization.
The interview process gives the candidate an idea of what they may be walking into should they be offered and accept a job at your organization. Don't screw it up.
Photo credit: iStockphoto
About the author: Cindy Janovitz works for a great Fortune 500 company in Minnesota. She has a Bachelor of Arts in Organizational Communications and Spanish from Concordia College in Moorhead, Minnesota. Cindy has a passion for working with and helping people and a love for organizational culture. Three words Cindy uses to describe herself are energetic, passionate, and driven. You can connect with Cindy on Twitter as @cindyelizabeth
Social Media & Marketing: Meet Laurie Ruettimann
Good morning Women of HR readers! We have an uber special interview for you today. In fact, I'm sure a lot of you have been waiting for this interview for a while. So if you are as excited as I am, I should get right to it then!
This morning we will be speaking to one of my favorite people: Laurie Ruettimann!
With over a decade of Human Resources experience in Fortune 500 organizations, Laurie Ruettimann is an influential speaker, writer and social media expert who now works with The Starr Conspiracy.
Hiya Laurie! Let's start off with a little about what you do. I am the Director of Social Media at The Starr Conspiracy, a marketing and advertising firm in Texas. I am also a writer, speaker and consultant.
You forgot to mention loving mom to a handsome ginger kitty named Scrubby!
So how did you get to where you are now? I used to work in Human Resources. I parlayed that expertise into a portfolio career, which is really just a bunch of part-time jobs that pay the mortgage.
Hey, sounds good to me. Whatever keeps Scrubby in the life he has grown accustomed too.
Can you complete the following thoughts for me?
My best advice… is to stop asking for advice. Y
ou won't listen, anyway.
I encourage… people to get moving. Every day is one day closer to death.
People… like to talk about themselves. Shut up and let them.
One of the best ideas… is sliced bread. Nothing beats it.
HR… is where I learned how to use a fax machine.
Every HR professional… is a skank ho. Most people have secrets, even your HR lady.
I lose it… when people discriminate against the unemployed. There but for the grace of God go you, jerk.
Awesome answers! So while I'm busy trying to figure out other HR ladies secrets, while covering up my own, is there anything else you'd like to share with the Women of HR?
Working in Human Resources made me realize that I'm a big fan of dichotomies, mass categorization and black and white constructs. I like things simple and straightforward. This is why it's good that I no longer work in Human Resources. Life is much more complex than an either/or scenario. HR requires flexible people with strong critical thinking skills. That's not me. That probably isn't you, either.
Not that I need to tell you this, but you can find Laurie at her blog, The Cynical Girl!
Laurie, lots of hugs and thanks for your time!
Coping with Interview Nerves
I always used to struggle with awful nerves particularly before and during interviews and it meant I was missing out on many opportunities. I had to train myself to control these nerves to stop them from taking over. This took a while to do but here are a few of the things that I learned along the way.
Preparation is one of the best things for reducing nerves before and during an interview. Ensuring that I was fully prepared for questions and scenarios that may arise helped in a massive way. There are a few key things that I think are the most important things to prepare for:
- Researching the company, the job and the market – there is no point in applying for a job that you know nothing or very little about and turning up to the interview with a small amount of information. Visiting the company website, reading any relevant publications and generally keeping a look and listen out for things that can help you is the best start. Turning up unprepared will just make your nerves worse.
- Finding what format the interview will be in can help you to prepare for that type of questioning. I once turned up to an interview and was required to do a presentation that I was not at all prepared for. Needless to say my nerves got the better of me and I didn't do well at all.
- Find out what you will need to bring to the interview. Often a portfolio of previous work will be required. Turning up without this could make nerves worse and generally looks bad on you.
- Double checking the time and date to ensure you have them right is highly important, it's difficult for anyone to keep calm when they've got the time wrong. Calling the day befo
re to confirm the interview can ensure no-one's time is wasted. Allow yourself plenty of time to arrive at the interview early and you can make a good first impression. Running late for an interview always caused me even more stress and made me more nervous than usual.
Panicking on the morning of your interview about what to wear does nothing to help nerves. Pick an appropriate outfit in advance of the interview. Try it on, ensure it is comfortable and fits well. Clothing should be smart, it is always better to be over dressed than under dressed in an interview situation. Ensure tops are not too low, skirts are not too short and clothing is not too tight, otherwise you run the risk of being dressed inappropriately.
Think about what the worst that can happen would be. The probability of that happening is likely to be low and even if something does happen no-one is perfect and the interviewer is human. Compose yourself and continue. If you don't get the job you can learn from what happened and avoid it the next time.
If your nerves are really difficult and these techniques do not help then it may be worth visiting your health care provider who could suggest an appropriate course of action.
Most important of all relax and be yourself! Do you have any tips for keeping calm for interviews?
Photo credit: iStockphoto
About the author: Charlotte Watson, contributing on behalf of Nicoll Curtain, specializes in the advantages of utilizing an IT recruitment agency as well as landing IT jobs in London.
Women and Negotiation: Do We Ask For What We Want?
I recently had the opportunity to attend a women's networking event hosted by PricewaterhouseCoopers in St. Louis. Our speaker was Adrian Bracy, CEO of the Metro St. Louis YWCA.
Ms. Bracy told her story of growing up in Miami and not feeling like she fit in. She shared stories of how she found a small group of friends to support and accept her, ladies who still are a major support to her years later. Her stories of career transition as an accountant working in the NFL for various teams to her current role as the CEO of the YWCA in St. Louis were fascinating. It was something she shared about what inspired her that leads me to share with you today.
Ms. Bracy mentioned reading Women Don't Ask a few years ago as she was on a plane for a high level job interview. From what she shared about the book, the lesson is that women are raised to receive an offer (job offer or other offers) and say "thank you." Men are raised to receive an offer and start negotiating.
Do women know the art of negotiation?
There are exceptions to every stereotype out there, but in this case, I'll venture to guess that many women do accept job offers or answers from our leaders without question. We don't ask for higher salaries, for more help or resources nor more help from our family members. Is it because it is not comfortable? Is it because we are not competent in negotiation? Is it because we want to avoid confrontation? Many women avoid negotiation for varied reasons. However, whatever t
he reason, it is something we can learn and get better at with time.
Right now, today, you can:
- Arm yourself with information. Take time to think about what you truly need then do the research necessary to get yourself comfortable. This will position you for having a creative approach to the solution you desire.
- Don't be afraid to be honest. A good example of honesty paying off comes when negotiating workload. Many employees today get their work from multiple sources; a supervisor, other colleagues, company leaders, clients, vendors…the list goes on and on. After sifting through what needs to be done, being able to approach people and squarely address and negotiate different deadlines and deliverables will be key to better managing the workload.
- Build a relationship. Whether you are negotiating with a family member or a potential boss, being able to show you are not afraid to ask for something and negotiate a situation will ideally build a stronger relationship and demonstrate you are worthy of respect. Show respect to them and understanding for their needs and they are likely to want to negotiate to help you reach your needs as well.
The key to being a good negotiator is not about how many negotiations you win at. The key is getting yourself comfortable with doing it more often- or just starting to do it. Take that step and you'll be the one asking for, and getting, what you want!
Photo credit: iStockphoto


text:
The Administrative Core will provide several essential functions to this program project. (1) The Core will supply grant management services to the five Projects and the Biostatistics Core (Core B) in this program. This Core will provide financial, administrative, clerical, and secretarial services for the Principal Investigator (Tom Look), co-Principal Investigator (Harald von Boehmer), Project Leaders (Peter Sicinski, Fred Alt, Rick Young, Harald von Boehmer and Tom Look), and Core Directors (Donna Neuberg and Tom Look) for Program-related grant activities. These activities include preparation of progress reports, preparation of budgets, communication with the NIH regarding renewals and all financial interactions, assurance that the labs supported by this Program are in compliance with all institutional, state, and federal regulations. This will include working with the investigators at the Immune Diseases Institute and Whitehead Institute, Massachusetts Institute of Technology. (2) The core will be responsible for organizing and coordinating the numerous meetings that will serve as the foundation for scientific interaction and review of the program. These include meetings of the scientific team, of the project leaders and Core Directors, and with members of the External and Internal Advisory boards. Tom Look, the PI of the program project will serve as Director of this Core and scientific director and chief administrator of the Program Project. Harald von Boehmer will serve as Co-Director for the administrative core and as such will act as Co-Investigator for the program project, assisting in administrative aspects of the core and acting as Principal Investigator in Dr. Look's absence. Doris Dodson will be responsible for preparing communications and reports to the NIH, for preparing the grant applications, for setting up the numerous meetings that are part of this Program, and assisting with the travel and agendas of the external reviewers and she will assist Dr. Look with record keeping and she will monitor animal and biosafety protocols involved in the Program and help prepare annual noncompeting progress reports for the NCI.
Successful completion of this 5-year renewal of our program will improve understanding of how T-cell regulatory pathways are disrupted to initiate and maintain the transformed phenotype in T-ALL and T-LBL, with the long-term goal to pinpoint genes whose inhibition could lead to the development of new and highly specific treatment strategies for these malignant diseases.
|Frock, Richard L; Hu, Jiazhi; Meyers, Robin M et al. (2015) Genome-wide detection of DNA double-stranded breaks induced by engineered nucleases. Nat Biotechnol 33:179-86
|Tepsuporn, Suprawee; Hu, Jiazhi; Gostissa, Monica et al. (2014) Mechanisms that can promote peripheral B-cell lymphoma in ATM-deficient mice. Cancer Immunol Res 2:857-66
|Anderson, N M; Harrold, I; Mansour, M R et al. (2014) BCL2-specific inhibitor ABT-199 synergizes strongly with cytarabine against the early immature LOUCY cell line but not more-differentiated T-ALL cell lines. Leukemia 28:1145-8
|Kwiatkowski, Nicholas; Zhang, Tinghu; Rahl, Peter B et al. (2014) Targeting transcription regulation in cancer with a covalent CDK7 inhibitor. Nature 511:616-20
|Hu, Jiazhi; Tepsuporn, Suprawee; Meyers, Robin M et al. (2014) Developmental propagation of V(D)J recombination-associated DNA breaks and translocations in mature B cells via dicentric chromosomes. Proc Natl Acad Sci U S A 111:10269-74
|Anders, Lars; Guenther, Matthew G; Qi, Jun et al. (2014) Genome-wide localization of small molecules. Nat Biotechnol 32:92-6
|Gutierrez, Alejandro; Pan, Li; Groen, Richard W J et al. (2014) Phenothiazines induce PP2A-mediated apoptosis in T cell acute lymphoblastic leukemia. J Clin Invest 124:644-55
|Mansour, Marc R; Abraham, Brian J; Anders, Lars et al. (2014) Oncogene regulation. An oncogenic super-enhancer formed through somatic mutation of a noncoding intergenic element. Science 346:1373-7
|Knoechel, Birgit; Roderick, Justine E; Williamson, Kaylyn E et al. (2014) An epigenetic mechanism of resistance to targeted therapy in T cell acute lymphoblastic leukemia. Nat Genet 46:364-70
|Gostissa, Monica; Schwer, Bjoern; Chang, Amelia et al. (2014) IgH class switching exploits a general property of two DNA breaks to be joined in cis over long chromosomal distances. Proc Natl Acad Sci U S A 111:2644-9
Showing the most recent 10 out of 44 publications

subset: commoncrawl


text:
|Publication number
|Publication type
|Publication date
|Dec 9, 1952
|Filing date
|Oct 9, 1948
|Priority date
|Oct 9, 1948
|Publication number
|Harry W Brelsford
|Original Assignee
|Harry W Brelsford
|Export Citation
|BiBTeX, EndNote, RefMan
|Patent Citations (4), Referenced by (37), Classifications (21)
|External Links: USPTO, USPTO Assignment, Espacenet
1952 H. w. BRELSFORD 2,620,493
INSULATED AIR MATTRESS Filed Oct. 9, 1948 1N VEN TOR.
Wa /4W Patented Dec. 9, 1952 Claims.
My invention relates to sleeping equipment and has particular reference to an insulated air mattress.
Inflatable mattresses are generally employed for sleeping and resting purposes whenever weight or bulk become factors to consider. Thus, on camping trips they are commonly employed not only because of their light weight, but because of their small volume compared to conventional mattresses. Also for lawn or beach use, they are convenient to carry, either inflated or deflated, because of their light weight.
Conventional air mattresses, however, have a serious drawback compared to regular mattresses in that they lack comparable insulating values. A regular stuffed mattress may have an effective thickness of from two to six inches of cotton, wool or similarstufling, whereas an air mattress has only the modest insulating effect of anenclosed volume of air an inch or more in thickness.
Nor can this .poor insulating effect be easily overcome by the use of conventional sleeping robes. If a down sleeping bag is used on top of the air mattress, .the weight of the sleeper compresses the down to such a small thickness that the major portion of the insulation of the down is lost. The same effect occurs with other compressible substances such as kapok and to a much lesser extent with blankets such as wool blankets. The poor insulating characteristic of .airmattresses, which is especially noticeable under outdoor winter conditions, may be overcome onlyv by supplying bulk in the form of blankets, mattresses, etc., thus effectively defeating the salient advantages of air mattresses, namely, lightness and compactness.
I have devised an air mattress. that has insulating values equal orsuperior to a like thickness of stuffed mattress. I achieve this result without sacrificing the light weight or small volume of air mattresses. Thus, air mattresses constructed in accordance with my invention will have adequate insulating characteristics even under severe winter outdoor conditions. Further, the light weight and high insulating characteristics of my mattress make it feasible to employ the air mattress as the bottom portion of a sleeping bag, providing a soft support, as well as great warmth.
My invention includes the placing of a light weight compressible, insulating material in the interior of an air mattress. When the air mattress is inflated, the compressible insulation such as down,'down and feathers mixture, kapok, milkweed down, etc., expands to completely fill the interior of the air mattress, thus achieving maxi- UNITED STATES PATENT OFFICE INSULATED AIR MATTRESS Harry W. Brelsford, Santa Barbara, Calif. Application October 9, 1948, Serial No. 53,669
'fiated asillustrated in Fig. 1, the lengthwise tubes l5.
mum insulating values. The weight of the sleeper will not compress the insulation because of the support of the air mattress. When the mattress is deflated the insulation may compress to a very minute thickness, thus adding little to the bulk of the rolled or folded air mattress. By employing light weight (but highly efficient) insulation, the weight increase is negligible.
It is, therefore, a principal object of my invention to provide a lightweight air mattress with good insulating characteristics.
Another object is to provide an air mattress having compressible and expansible insulation disposed in the inflatable chambers thereof.
. Still another object is to provide a sleeping bag having the ground engaging portion thereof formed of an air mattress with insulation disposed within the inflatable chambers of the air mattress.
Other objects and advantages of my invention will be apparent in the following description and claims considered together with the accompanying drawings forming an integral part of this specification, and in which:
Fig. 1 is a perspective view of an air mattress embodying my invention;
Fig. 1A is a perspective view of the air mattress of Fig. 1 as rolled up in a deflated condition;
, Fig. 2 is a section view along the line IIII of Fig. 1;
Fig. 3 is a sectional view through a tubular type of air mattress embodying my invention;
Fig. 4 is a longitudinal sectional view through the tubular air mattress of Fig. 3;
Fig. 5 is a fragmentary perspective of a tuft type of air mattress embodying the invention;
Fig. 6 is a perspective view of a sleeping bag wherein the ground engaging the portion thereof is comprised of an air mattress embodying-the invention; and
Fig. '7 is a sectional view of the air mattress of Fig. 6, but showing the upper portion spaced from the air mattress thereof as in actual use.
Referring 0t Figs. 1, 1A and 2, an air mattress Ill 'may include upper and lower envelope portions H and I2 tied together at intervals along lines by threads l3, which act as connectors for the two portions. The envelope portions II and 'l 2 may be formed of any type of airtight material and the threads I3 may be fused or welded to the upper portions in an air-tight manner. An inflating tube l4 may be provided atone corner of the air mattress and when the mattress'is inthreads define The air mattress construction, as just described, is generally conventional in construction. However, in providing an air mattress in accordance with my invention, the tubular segments (5 may be filled with a light weight compressible insulation I6 such as duck or goose down, down and feathers mixture, kapok, milkweed down, etc. As the air mattress is inflated, the insulation will expand to fill the volume of the tubes I5 and, accordingly, a very efficient insulation will be provided. The insulation will be'engaged by the threads l3 and prevented from shifting due to rough handling while inflated or due to extremel rapid inflation or deflation.
Illustrated in Figs. 3 and 4 is a modifiedform of my invention as applied to a tubular type of air mattress. This type of construction is commonly employed when the air mattress is con structed of thermo plastic, organic plastic materials of which the vinyl compoundsare examples. Accordingly, the air mattress may include-upper and lower envelope. portions. I! and I8 that aresealed together at their edges H3 and along intermediate strips 2| to define distinct tubes 22. This joining is accomplished by a simple application of heat to the thermal plastic material-and at the same time applying. a slight pressure. An air nipple may-beprovi'ded and a manifold may deliverain to all tubes- The tubes may be filled with compressible insulation 23-to providean-Iinsulated air mattress. The insulation may be prevented from shifting 'by theprovision of positioners which may be lengthwise threads-2 4 in the center of each tube which threads may have regular tufts formed thereon as at 25 bytying thereto a small quantity of material such as feather, down, fabrics, etc. Thus, the insulation'wi-ll-engage these tufts 25 and can be prevented from moving in the tubes because of this engagement. The ends of'the threads 24 may be heat welded into the outer joining seam I9: of the mattress.
Illustrated in Fig. 5 is an application of my invention to the tuft type of air mattress generally designated by the letter 2-6 and employing upper and lower envelope portions 21=and 28 tufted at intervals by oppositely disposed pairs of buttonszs. Thebu'ttons may engage each other or may be tied together as by threads 3| and the juncture of the envelope portions with the buttons may be rendered airtight by them;- plicationof a suitable'coating such as liquid rubber;
Referring to Figures 6 and '7, my invention may be applied to a sleeping bag 32 which may include an air mattress 3-3 constructed in accordance'with my invention, as the ground engaging portion, and may include an upper robe or cover 34 secured to the mattress 33. The air; mattress 33 may include upper and lower envelope portions 35 and 36 connected together by'strips of material 31 that are preferably perforated to allow the free passage of air. The tubular sections defined by the strips '31 may be filled with ditional' bottom member is required for the sleepingbag 32 inasmuch as the mattress 33 supplies both comfort in sleeping. and adequate insulation.
The upper robe 34 may be of the usual sleeping bag construction employing overlapping tubes 39 1y necessary. The upper robe 3t-may be securely fastened to the air mattress 33 at one edge as at 4| and may be secured by means of a slide fastener 42 along one edge and the bottom.
It is a feature of my sleeping bag construction that the outermost tubes of the air mattress 33 may be slightly larger than the remaining of the tubes, thus resisting any tendency of the sleeper to roll off of the air mattress, and in effect centering his body automatically. An inflating nozzle 42 may be provided which may include the usual cap or valve to retain the air within the mattress.
The manufacture of the various air mattresses may be in accordance with the present practices except for the modification of inserting the insulation prior to sealing the ends of the air mattress. Thus, any conventional material may be employed such as sheet rubber, rubberized fabric,.
various of the elastic plastics such as vinyl chloride, vinyl chloride-acetate, and poly-vinyl butyral. Also, various of the synthetic rubbers or other elastic materials could be used. The air mattress envelope may be completely formed except that one end may be left open. The insulating material may then be inserted through this open end and when this has been completed the air mattress. may be sealed. In the event of the insertion of the thread 24- of Fig. 4, special care must be taken so that both ends of the thread are sealed into the joint. v
.In operation, my air mattress may be used as any ordinary air mattress and air may be supplied by mouth or by pump, although this latter instrumentality is desired to avoid the collection of moisture withinthe air mattress. The inflation of-the mattress permits the insulation to expand, thereby achieving its maximum insulating values. The inflation of the air mattress likewise. provides a comfortable resting mattress in that the user thereof is spaced from the ground. When the user is finished with the mattress, the cap on the inflating nozzle may be removed and the mattress deflated. It will then roll into a small compact bundle as illustrated in Fig. 1A,'with very little increase in either bulk or weight due to the presence of the insulation.
I have found, for example, that 1 /2 pounds of down will adequately insulate a fulllength air mattress and thus will add but little weight to the mattress.
'The net result of my invention, therefore, is thetprovision of an air mattress that has all of the insulating value of a conventional air mattress of the same or greater'thickness without sacrificing either-the Weight or bulk of an equivalent size plain air mattress. Furthermore,.the airtight construction of the mattress makes the mattress ideally'suited-for wet conditions inasmuch as it is also waterproof. These advantages achieve-their greatest usefulness when the air mattress *is employed as the ground portion of the sleeping bag so that the waterproof, insulating, and soft, supporting characteristics of my air-mattressv may be-em-ployed. I r a I am familiar with the fact that ordinary cushions provided with air vents have also been provided with airyalves so as to give a pneumatic type of cushion rest. However, in all such devices the stufling of the cushion. is such that it causes the 'air to enter the cushion and co'nsequentl'y a very heavy'construction results. My air mattress, by comparison, is extremely light in weight as well as being deflatable to assume a very small'bulk.
While I have described presently preferred. em-
bodiments of my invention, it will be obvious to those skilled in the art that various modifications could be made without departing from the true spirit and scope of my invention. Accordingly, the disclosure of this application is merely illustrative and is not limiting or definitive.
I claim:
1. An air mattress comprising an airtight envelope, means for admitting and releasing air to and from the envelope, and a downy insulation disposed within the envelope and which is expansible to flll the envelope when inflated and which insulation compresses to a minute volume when subject to compressive forces, said insulation offering no support to the envelope when inflated and permitting compact rolling or folding of the envelope when deflated.
2. An air mattress comprising an airtight envelope, connectors securing opposite walls of the envelope, means for admitting and releasing air to and from the envelope, and a downy insulation disposed within the envelope and engaging the connectors to thereby become postioned within the envelope, said insulation being expansible to fill the envelope when inflated and said insulation being compressible to a minute volume when subject to compressive forces, and offering no support to the envelope when inflated and permitting compact rolling or folding of the envelope when deflated.
3. An air mattress comp-rising an airtight envelope divided into a plurality of tubular sections, a pcsitioner disposed lengthwise in each section and secured to the envelope, means for admitting air to and releasing air from the envelope, and a downy insulation disposed within each section and engaging the positioner, said insulation being expansible to fill each tubular section of the envelope when the section is inflated and being compressible to a minute volume when subjected 4 to compressive forces, and offering no support to the envelope when inflated and permitting com- 6 pact rolling or folding of the envelope when deflated.
4. A sleeping bag comprising a ground engaging portion and an upper robe, said ground engaging portion comprising an airtight and waterproof envelope, means for inserting air into and releasing air from the envelope, and a downy insulation disposed Within the envelope and which is expansible to flll the envelope when inflated and which insulation compresses to a minute volume when subjected to compressive forces, said insulation offering no support to the envelope when inflated and permitting compact rolling or folding of the envelope when deflated.
5. In a sleeping bag, a ground engaging section comprising an elongated airtight envelope, having opposite Walls, connectors disposed between the walls, and forming a plurality of lengthwise tubular sections, and air inlet connected to the envelope, and a downy insulation disposed within the tubular sections, characterized by the outermost tubular sections being larger than the others, said insulation being expansible to flll each tubular section when the envelope is inflated and being compressible to a minute volume when subjected to compressive forces, said insulation offering no support to the envelope when the envelope is inflated and permitting rolling or folding of the envelope when the envelope is deflated.
REFERENCES CITED The following references are of record in the file of this patent:
UNITED STATES PATENTS Number Name Date 1,332,983 Sylvester Mar. 7, 1920 1,352,231 Wehrenberg Sept. 7, 1920 1,648,373 Vilas Nov. 8, 1927 2,253,801 Neal Aug. 26, 1941
|Cited Patent
|Filing date
|Publication date
|Jul 18, 1919
|Mar 9, 1920
|Gen Briqueting Company
|Aug 8, 1918
|Sep 7, 1920
|Wehrenberg William H
|Mar 7, 1924
|Sep 27, 1927
|Flintkote Co
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|Citing Patent
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|Mar 17, 1952
|Aug 9, 1955
|Frederick Edward R
|Simulated down filler and method of making the same
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|Sheldon N Reibman
|Children's portable toilet seat
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|Celanese Corp
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|Aug 20, 1957
|Holiday Line Inc
|Life preserver cushion
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|Clark Equipment Co
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|Air mattress
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|Apr 20, 2006
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|Dec 27, 1954
|Nov 13, 1958
|Theodor Emil Schmidt Dr Ing
|Aufblasbare Schutzhuelle
|Oct 9, 1953
|Dec 31, 1958
|Rudolf Kurz
|Sitz- oder Liegemoebel mit luftgepolsterter Oberflaeche und Verfahren zu ihrer Herstellung
|Nov 15, 1958
|Aug 18, 1960
|Maria Grueb
|May 27, 1957
|Sep 28, 1961
|Johan Hendrik Wesselo
|Aufblasbare Luftmatratze
|Nov 20, 1984
|May 28, 1986
|Heisig Wilhelm
|Verfahren und vorrichtung zur herstellung von folienbeutel-kissen sowie folienbeutel zur behandlung durch das verfahren und die vorrichtung
|May 23, 2000
|Nov 29, 2001
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|Special pallet for transporting bulky objects for printing press has support plate standing on feet and provided with holes for vertically standing side walls which have inflatable airbags between two of which object is located
|Mar 22, 1996
|Sep 25, 1997
|Wimmer Ulrich Dipl Ing Fh
|Heat-insulating foil with air bubbles
|Aug 6, 2007
|Feb 12, 2009
|Martin Siegbert
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|Oct 12, 1988
|Sleeping Bag Limited Partnership
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|Jul 21, 2014
|Jan 21, 2015
|Eddie Bauer LLC
|Sleeping bag with integrated inflatable ground mat
|Mar 4, 1987
|Sep 7, 1988
|Mountain Equipment Limited
|Inflatable products
|U.S. Classification
|International Classification
|Cooperative Classification
|European Classification


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What To Expect
Don't restrict your historical experience to just the main sites that people visit! See Takayama, known as "Little Kyoto," and its preserved historical structures and environment. Mingle with the locals at the thatched roofed village of Shirakawa-go, a World Heritage site. Visit Kanazawa, home of Kenroku Garden, one of the three most beautiful gardens in Japan, and admire the ceramics at Kutaniyaki.
Stroll through Takayama, visiting Yatai Kaikan Hall, where colorfully decorated traditional festival floats are displayed, the Kusakabe Folkcraft Museum, formerly the residence of powerful merchants under government patronage, and the streets of Kami Sannomachi, which displays preserved traditional Japanese wooden houses.
Take a scenic drive by Lake Miboro and along Shokawa River to Shirakawago, designated in 1995 as part of the World Heritage Sites. Its highlights are unique structures called Gassho-Zukuri, or joined-hands farmhouses.
Go sightseeing in Kanazawa, visiting Higashichaya Street, Tentokuin Temple and a former samurai residence. Make a stop at Kenrokuen, one of Japan's three most beautiful traditional gardens.
Tour disbands on arrival at Kanazawa station between 12:00-13:00.
Tourist Class: Hida Hotel Plaza (Standard room) in Takayama on Day 1; Hotel Nikko Kanazawa (Deluxe room) in Kanazawa on Day 2
*Hotels are subject to availability and may be substituted with similar accommodations if not available. This will be confirmed on your voucher.
Meals and drinks (unless specified)
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text:
touching {adjetivo}
conmovedor · conmovedora · enternecedor
to touch {verbo}
tocar · conmover · emocionar · palpar · enternecerse · enternecer · rozar
touch {sustantivo}
toque · tacto
touching: affecting · poignant · touch
touch: affect · impact · bear uponmás (20)
Traducción inglés-español para "touching"
"touching" en español
touching {adjetivo}
touching {adj.} (también: stirring, moving, affecting, soulful)
Hence the sudden, oh-so touching agreement on this pathetic regulation.
It is touching to see how God not only respects human freedom: he almost seems to require it.
The healing of that woman does have one very touching feature. She was not only sick, but also a social outcast.
Last week, a young person from my town, Apeldoorn, sent a touching e-mail about peace in the Middle East.
Just now, Mr Bowis made a touching speech in which he managed to put faces, human faces, to the dry coldness of these numbers from the Court of Auditors.
touching {adj.} (también: stirring, moving, soulful)
Finally, the directive and the rapporteur show a touching faith in human nature.
And it really is quite touching.
I have nothing else to add, only to congratulate Mrs Lynne on her excellent report and on the very touching speech she gave to us in the presentation of the report.
I have received compliments, for the Commission, from President Obama, from the United Nations Secretary-General, and from the Nobel Prize winner, Mr Pachauri, who wrote me a touching letter.
touching {adj.} (también: moving)
touching {verbo}
Pointing to an item on the screen means moving your mouse so the pointer appears to be touching the item.
Pointing to an item on the screen means moving your mouse so the pointer appears to be touching the item.
After opening the case, ground yourself by touching the metal casing that surrounds the jack where the power cord plugs in.
to touch {verbo}
to touch [touched|touched] {vb} (también: to handle, to feel)
touching (Present participle)
to touch [touched|touched] {vb} (también: to move, to affect)
touching (Present participle)
to touch [touched|touched] {v.t.} (también: to affect, to move, to thrill)
touching (Present participle)
to touch [touched|touched] {vb} (también: to feel)
touching (Present participle)
to touch [touched|touched] {vb} (también: to move)
to touch [touched|touched] {vb} (también: to move)
touching (Present participle)
to touch [touched|touched] {v.t.} (también: to chafe)
touching (Present participle)
touch {sustantivo}
Sinónimos (inglés) para "touching":
© Princeton Universityaffecting · poignant · touch
Sinónimos (inglés) para "touch":
Ejemplos de uso
Ejemplos de uso para "touching" en español
Today I am touching on world trade in particular, because that is my mandate.
Touching upon the Galileo project, we need to maximise the use of the private sector.
sense, much more than we did on the objective significance, barely touching
In view of the impending Council, it is worth touching on the harmonisation of legislation.
I should like to ask the Commission one specific question, touching also on the visa issue.
This concern for the peoples of Europe and their future is touching.
In view of the impending Council, it is worth touching on the harmonisation of legislation.
I think that the contents of a report touching on such a sensitive theme should remain neutral.
But I would like to focus on two issues touching on external relations and one of those issues in particular.
In some countries, it is even touching 21%. That is double the average unemployment rate for adults.
Member of the Commission. The honourable Member is touching on the culmination of US-UK activities in this field.
I will close by touching on the commitology.
It is about touching people' s consciences.
I am extremely grateful to the rapporteur for touching on and bringing up this question in his explanatory statement.
We are touching upon an important topic here, namely that of people' s dignity.
I would like to follow what the Minister has said by quickly touching on some of the points that I have just mentioned.
However, I should like to conclude my intervention by touching on one or two issues which we view in a different light.
In the end, only two or three things seem untouchable, and in the European Council nobody has thought of touching them.
Mr President, I should like to begin by touching briefly on Mr Wiebenga's report on criminal procedures (Corpus Juris).
Can we talk about improving governance without talking about, and touching upon, the issue of economic and social integration?
Sugiere una nueva traducción de inglés a español
¿Has escuchado expresiones coloquiales recientemente? ¿Hay alguna traducción técnica en inglés que no hayas encontrado en el diccionario inglés-español? En los campos de texto de abajo puedes agregar fácilmente nuevos términos al diccionario inglés-español.
Sugerencias recientes de los usuarios: suponer un peligro, guiverno, Puerta santa, novela policíaca, represalias
Palabras similares
totem · tots · totting-up · toucan · touch · touchdown · touched · Toucher · touches · touchiness · touching · touchpad · touchscreen · touchstone · touchy · tough · tough-minded · tougher · toughness · tough  · toupee
Más en el diccionario italiano-español.


text:
(512) 337-2316
Dental health research going back well over the past fifty years has consistently concluded that the use of implants creates significantly better quality of life outcomes compared to older and more conventional treatments like dental bridges, partial dentures, or full dentures. Patients who elected to receive implant dental crowns or dentures over removable ones perceived their oral health to be better than patients with conventional treatments did, on average.
Patients with implants report that they look and feel like their natural teeth. As a result, this makes such basic activities like smiling, talking, and eating feel natural.
Convenience and cost are important considerations as well. While implant surgery can be an investment, many implants can be expected to last a lifetime, assuming that the patient takes ideal care of them. Dental implants can be made of stronger materials and have no moving parts. Furthermore, they are less likely to break from accidents.
Unlike removable devices like partial or full traditional dentures, implants are rooted into the jawbone, much like a real tooth. Because they do not rely on your gums for support, they do not cause the kind of discomfort and tooth damage that removable dentures and bridges often do. They have a number of other advantages over other tooth-replacement solutions including:
You might not be familiar with all the terminology of implants, but the basic things to know are what we mean by implant, implant crown, and implant-supported denture. The dental implant itself is the part that goes into the jaw bone, much like a "man-made root". An abutment works as a connector between the implant and the crown that goes on top.
An implant crown restores a single tooth back to full function and esthetics. However, using a single crown to replace a full set of teeth would be costly and time-consuming. Implant-supported dentures, also known as fixtures, can be affixed to your jawbone with only a few implants. They still provide the full benefits of individual crowns, but are a much more efficient way to replace many teeth at one time.
Dr. Alkesh Sura and our team have years of experience handling all aspects of dental implant surgery from x-rays and initial consultations to implant restorations to post-treatment care. If you need tooth replacement services in the Cedar Park and surrounding areas, contact us and schedule an appointment.
(512) 337-2316


text:
Job Application: what does "pool" mean
0 This may be a stupid question. I am in the process of looking for a new job. On one of the applications it says what hours I would want. It has boxes for full-time, part-time, per diem etc. There is a box for 'pool'. I don't know what this means. Any idea? Thanks. ColleenJun 19, '08 by bill4745A pool is a group of nurses who work when a shift is avaiable, sometimes on short notice, such as a sick call.Jun 20, '08 by seanpdent, ADN, BSN, MSN, RN, NPIt's sometimes synonymous with 'float', meaning you could work on multiple units/shifts. The pay is more of course.
Must Read Topics


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Steve Coogan; Sleeping Beauty review
With Mark Lawson.
Steve Coogan has returned to the character that made him a household name, publishing Alan Partridge's autobiography. He discusses the way Partridge has evolved over the years and whether he's ever considered killing him off.
The Comic Strip returns to Channel 4 this week with The Hunt for Tony Blair, in which the former Prime Minister is a 1950s fugitive, on the run for mass murder. Political commentators Quentin Letts and Andrew Rawnsley review.
The new Australian film Sleeping Beauty - the debut from writer and director Julia Leigh - tells the story of a university student who signs up for a series of sessions in which her unconscious body is used by men for their erotic fantasies. Author and critic Kate Saunders gives her verdict.
Producer Georgia Mann.
Last on
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Archive 2011 — Front Row
Magazine programme on the worlds of arts, literature, film, media and music.


text:
AM TasksPlus for Pocketpc 1.5.1
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|AM TasksPlus 1.5.1 04/03/10
Apps & Games content ratings on Softonic
Powerful task management Today plugin
AM TasksPlus is a Today Screen plugin that replaces the simplified tasks plug-in provided by the PocketPC manufacturer. AM TasksPlus shows compact tasks statistics or a detailed list of incomplete tasks grouped by date (Actual, Due today, Overdue and Future tasks).
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Shell extensions are fully supported and included in the menu.Language packs Distribution currently contains English (included in main library), Slovak, Czech, Spanish, French, Dutch, Italian, Danish, Swedish, German, Norwegian, Polish and Greek language packs.
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To the linguists out there... if the use of "like" in the vernacular serves as quotation marks and uptalk helps invite questions that clarify communication, what do you think function of the vocal fry is?
See the one written in the Atlantic, November of last year here:
See the response in the The New York Times attached.
- University of ChicagoPolitical Science, 2007
Why I am leaving the Empire, by Darth Vader
TODAY is my last day at the Empire.
Check Out 16 Revealing Eye-Tracking Heatmaps
The eyes tell all.
Financial Times
Updates and announcements from the FT
Digital Inspiration
Digital Inspiration is a popular how-to website that covers computer software, mobile apps and useful websites.
Algorithm Measures Human Pecking Order - Technology Review
The way people copy each other's linguistic style reveals their pecking order.
Google announces privacy changes across products; users can't opt out
Google said Tuesday it will require users to allow the company to follow their activities across e-mail, search, YouTube and other services,
Apartments for Rent - PadMapper Apartment Search for Oodle, Apartments.c...
A free tool to help you find an apartment or sublet to rent. Basically, it's a big Google map with lots of house and apartment sublet and re
The anatomy of a ripoff
Weintraub: In September, my teenage son was rushed by ambulance from the Renaissance Fair in Tuxedo, N.Y., to Good Samaritan Hospital in Suf
Incompetent People Too Ignorant to Know It | LifesLittleMysteries.com
People aren't good at assessing their own failings, whether it's a lack of humor or an inability to think logically. This may be responsible
Google Offers
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What Comes After the Hipster? We Ask the Experts « Flavorwire
With Lana Del Rey's meteoric, blog hype-fueled rise and rapid, SNL-catalyzed descent, the mere existence of MTV's I Just Want My Pan
Is China's Africa Safari Faltering? | The Diplomat
China's willingness to invest in Africa's has benefited the continent as well as itself. But if it doesn't respond to growing mass political
Women vs. People : Ms. Magazine Blog
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830! How a carpenter got the highest Scrabble score ever.
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The Royal Oak Inn Tetbury: Find photos, reviews, information, amenities and compare prices for 3 stars hotels in Tetbury, United Kingdom.
The Royal Oak Inn Tetbury provides 3-star accommodation in Tetbury.
Hotel description
The Royal Oak Inn Tetbury provides comfortable rooms, designed to fit the requirements of any traveller.
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elizardbreath's Bookshelf
Recent Book Activity | Statistics | Extended Profile
Bella Vista, Arkansas USA
Monday, June 05, 2006
Extended Profile
The books on my shelf do not necessarily reflect my reading tastes or interests. I find and release books of most genres. If you are interested in a book on my shelf, I would be glad to trade with you for something from my book wish list. If you do not have a book to trade then please offer to pay shipping or offer something to trade from my non-book wish list below.
I'm Sarah Coller, aka Elizardbreath. I received that lovely moniker from my mom (BookCrosser Charlieshack) when I was about 7, as a play on my middle name, Elizabeth. I'm the mother of 9 little sweeties aged 17 down to 4--5 girls, 4 boys. My husband and I homeschool our children---a responsibility that is mainly mine since he works full time as a computer software programmer. I love to write and am the author of the popular blog, Classical Homemaking, as well as my book blog, Belle's Library. I'm also a published author with my newest release being an encouraging study for women called Now: Purposeful Steps Toward a More Abundant Life. I love Jesus and try to live my life according to the teachings of the Bible. For the past 10 years of membership, I have formed wonderful friendships, experienced literature that I never would have picked up before, and learned a lot about the world outside of my own little spot on the map.
My Wish List for Swaps and Sweeps:
Any Vintage or Antique books (feel free to register and label them)
Books written during or about the Victorian Era
Books about England: history, culture, fiction and nonfiction
Books about Queen Victoria or other British monarchs
STARBUCKS GIFT CARDS (I'm a mom of 9...a little mom time out is one of the best gifts ever!)
Anything from my Etsy favorites
I love penpalling and would love some stationery/letter writing paper/envelopes/postage stamps
"Hidden Mother" photos
Anything PINK, Victorian, or cottage themed
Stationery & pretty papers for writing and crafting--especially Kawaii or LISA FRANK!!
Colored Sharpies, thick and thin
reusable shopping bags, literature-themed tote bags
dishtowels/tea towels for kitchen use
Anything Jane Austen or Bronte
Anything handmade…I really treasure other peoples' creativity!
Return address labels (please use Mrs. Sarah Coller)
Travel memoirs (England especially---check to see I've not read them already)
Biographies/Memoirs--especially of strange historical figures
New US postage stamps for use
pretty scarves or long shawls
Doilies, ladies handkerchiefs, vintage linens (stains or minor tears, holes are fine!)
Wishlist books
Book-releasing supplies
Anything vintage, antique
Chocolate! (No fruit added, please)
I LOVE Lindt WHITE chocolate truffles
I LOVE Nutella!
a quilt
Where's George dollars
surprises are great, too!
Things I collect: Kewpies, strawberries, postage stamps; vintage postcards; buttons; sea glass; old canning jars; old books; miniature salt & pepper shakers; Limoges pottery; old photos; toile; tea-related items; British or French-themed items; birds; doilies; handmade potholders, especially the doll dress design; Blue Ridge pieces in "Pinkie" design, glass bottle stoppers, kitchen kitsch, frozen Charlotte and other dolls
Books Read in 2017
January 2017
1. Christ in Christmas: A Family Advent Celebration by various authors
2. Titanic Survivor by Violet Jessop
3. Paper: An Elegy by Ian Sansom
4. Blooming by Susan Allen Toth
Bookboxes and Bookrings I've Joined
Memoirs Bookbox
Biographies of Things Bookbox
Travel Narrative Bookbox
Potluck Bookbox
Bookcrossers I've met in person!
~~GraceJane (AR, USA) --My daughter
~~EllieDickens (AR, USA)--My daughter
~~HobbitGlen (AR, USA)--My son
~~MrElizardbreath (AR, USA)--My Husband
~~CharlieShack (OR, USA)--My Mom
~~MissMarkey (England)--met in Winchester, England
~~lytteltonwitch (New Zealand)--met in Winchester, England
~~bookguide (Netherlands)--met in Pendleton, OR, USA
~~fullofbeans (South Africa)--met in Hermiston, OR, USA
~~gomboggit (OR, USA)--my cousin
~~MrsTilney (AR, USA)--my daughter
~~GIJoe1 (AR, USA)--my son
~~IronMan2 (AR, USA)--my son