Download PDF How to Get Your Staff to do X2: Little Did You Know That It Starts With You

Let's think about what that is. So the shaded, shaded, shaded area is equal to what, and I encourage you to pause the video and try to figure that out. Well the one thing that might jump out of you is that our entire area, our entire square is divided into these equally equal, equal rectangles. So one way to think about it is well, what is the area of each of these equal rectangles?

For example what is the area of that rectangle right over there? And to figure it out we can say well, what fraction is that of the whole? And to figure that out we have to figure out how many of these rectangles has our whole been divided into? We could try to count them out or we could say let's see, I have one, two, three, four, five, six, seven, eight, nine, 10 columns, and each columns has one, two, three, four, five, six, seven. So we have 10 columns of seven or we have 70 of these rectangles, that our entire whole is divided into 70 equal sections that we see these rectangles right over here.

That's just one of these. That's just one of these rectangles. Now if we cared about the shaded area we can just count how many of these rectangles there are and we see that there are one, two, three, four, five, six, seven, eight, nine columns of one, two, three. So there's 27 of these rectangles, of these equal rectangles in the shaded area. But what I want to appreciate now is that there's multiple ways that we could have tackled this. Another way we could have tackled it is to figure out what the dimensions, what the dimensions are of the shaded area. For example, what is the height of just the shaded area?

So just that height right over there and I encourage you to pause the video and try to think about what it is and it's going to be a fraction. Well, we see if we're going in the vertical direction we've divided this one meter. We've divided it into one, two, three, four, five. So let me do it a little bit differently. We've divided it into one, two, three, four, five, six, seven equal sections.

That might have been a little bit confusing the way I just drew it. I try to understand the people around me, and what they do. Some of the comments on here about recruiters are pretty mean. They can whine all they want but in the end, they need us too. I had a recruiter practically stalk me for several days via email and phone. I got in touch with her gave her all my info..

I found a job myself within a month…. Even better—my entire employment history is in hospitality sales and marketing and I had been most recently a department head. Did you ever type and file? Why does everyone assume everyone is automatically lying? However, it would have been even better if it would have addressed misleading recruiters that offer hope; then suddenly withdraw. How often do you hear this from recruiters: The list goes on. Recruiters need to get their own house in order before complaining about candidates lying.

Sometimes they say its a 50 hour week and it turns out that you struggle to make 35 hours a week. When you are on an hourly contract that can really dig in to your pay expectations. You already posted it. I can see your point in writing this article, but it does paint a very unbalanced view. Also, I believe that information given to you by candidates is largely confidential and discussing it in group is, at the very best, a borderline unethical practice.

I have many hair raising and humorous stories on the back of that, which would go down like a treat in a group conversation or as dinner conversation, yet I withhold myself from doing so and have never to date divulged any of them. And this is without even mentioning the practices of many recruitment and staffing agents. Equally, I would say that the true connoisseur of human nature understands that people in general are not automatons: The recruiting team and HR department should always check the documentation or facts of the statements before making a quick decisions.

So many times have I seen where the recruiting team will believe in a lie over the actually truth. Some candidates do so well in the interview process and can have a major influence over the decisions of both the recruiting team and the HR dept. In my opinion, always confirm the facts, then make a final determination of potential candidates. This may not always be the case, but, I too have seen some questionable comments that actually turned out to be the truth and worked with people who have lied there way into a position that they were never suited for. The recruiting team and HR must be better qualified and realize that it takes more time to verify all the information.

But, having qualified, trustworthy people is worth the extra effort. The company asked her a few days later what happened to me I was their pick and she said I lied to get out of the interview. How about everyone stops lying and gives people who are honest to a fault a chance? And if you believe that, then my heart breaks for you.

It must be a miserable way to live, always trying to keep up with your lies, never actually knowing anything. No explanation, no word, no nothing. So yeah, this is definitely a two street buddy. Optimal — Recruiting is a volume game — reality. I have had to deal with your kind before, and as somebody who makes over six figures a year, I have seen the full depth of ass kissing you guys will do to get a paycheck.

You make real HR people look bad, because in my time I have also met really great recruiters who genuinely make connections with people. You are a two bit show on the side of the road.

I hope this article makes you lose some business. You are like the ambulance chasing lawyer or used car salesman, in a world where there can be quality and substance in your trade. You should focus more on making genuine connections and see yourself as a bridge between solving the problem of finding and placing talent, and seeing these people you try to sell, as just that — talent. Not to make any excuses or justification for sloppy business manners, what goes around comes around.

If you want and expect responsible candidates, how about treating them professionally as well? As a recruiter I like to give people the benefit of the doubt. But at then end of the day you need the type of relationship with your candidates that they feel comfortable telling you the truth. The best way to get that type of honesty is to GIVE that type of honesty, but even then we still get burned.

AND its not usually the recruiter who is calling you with bogus positions. As a recruiter, I find this article to snarky and degrading of the candidates, which without them, none of us would be working. I typically find the comments on an article to be far more entertaining and contain more value than an actual article. And human beings are the most fickle beings on the planet. There are good recruiters and there are bad recruiters. There are good candidates and there are bad candidates. Of course there is a right way and wrong way to do things. You know how many tiems recruiters hear these excuses and will continue to hear them for the bext 50 years?

This is a real thing for some students, way to demean it in a generalizing statement. Mine is close to that as well. I was 1 hour away from graduating. But I already had a portfolio, got a job, and never cared to finish. Doing just fine when actual directors call me up, thanks. Tim, I did 4 years of BS degree up to the last month. I was going to be out of the country and wanted to do over webcam in For just as many people that you have worked with where their excuse was not valid, there are hundreds of millions of cases other people have experienced where the excuses were valid.

If we immediately judge a situation based on a previous experience, then the outcome will likely be the same as the last. If we treat each situation as new and unique, the outcome has the possibility to be a pleasant surprise.

Finding area with fractional sides 2 (video) | Khan Academy

No matter how many years of experience we have, our experience is just one possibility in an infinite sea of possibilities. With human memory and cognitive behavior, only the last 5 years are even relevant in most cases. We also cannot accurately predict the outcome of any experience before it happens, regardless of our past experience or expertise leading us to a logical conclusion that we should treat each experience as unique and not try to group, categorize, or justify them.

Openly acknowledging that many people have and will have different experience and that we cannot simply condemn everyone based on the same observations that have been made over the years through only our eyes allows us to remain humble though some people may still take things personally. Of course this only works if both people do not consider their opinion to be the truth.

Tim, how you wish you had never written this post! Maybe some students are lucky enough to have a supportive family, and help paying off those last few hundreds of dollars so they can walk across the stage after all those years. I am, however, one of the ONLY people from my graduating class and major to be gainfully employed in my profession.

I did my time. I completed all of the coursework, and when I finally get done jumping through the hoops, I will have the piece of paper to hang on my wall and go un-noticed for the rest of my life. Never heard of such a thing. I sure woulda liked a silver spoon in Afghan. I like how they have at the bottom of the screen — Contact HR if you have a problem. Well on numerous occasions requesting additional information on qualifications for a job posting I never received a response.

I also like how HR posts jobs that are already filled or leave the job available because they are too lazy to pull it off the website. Like everyone else says on here. Tim, I agree that a lot of people have brought some needed insight to your article. I was laid off from my job in February. I worked with a lot of recruiters and I would never search for a job any other way. Perhaps there are some smarmy losers out there but the ones I dealt with were all extremely professional.

HR people are another story! You can edit this out but Dave Sterenfeld at Corporate Dynamix worked very hard for me and never lost faith. He really earned it. I actually considered being a recruiter due to knowing so many good candidates and being in sales. And knowing how damn good the money is. There are some very good ones out there. Those guys just collect a paycheck.

Finding area with fractional sides 2

Recruiters are usually independent and have to place someone before they ever see a dime. Never heard from them after the interview. Then again the management at Bloomberg is notorious and turnovers are high to prove that. Just as equally as this column has some truth to it, there is also another side to every coin.

I can guarantee you the publication that I suggested would triple in length to this review. You know the mutual decision thing can be true. It would be in interesting cases, but it can be true. They offered more equity instead of cash. They had a discussion. In both cases they could have stayed, but it was better for their own lives to move on.

I was about to post about the same issue. There are many circumstances under which both employer and employee agree that the employee is simply not the right fit for a particular position. Usually these situations arise soon after the employee joins the company. The employer and employee discuss the situation, and the employee agrees to leave, though not on bad terms with the employer. Rather than responding with a snarky remark, I would instead probe the applicant for the details: Or the employer changes the terms.

Lying to get a job may workout at the start, but you will soon be found out. I do not talk from experience, however, as I do not lie on my resume. You do not talk from experience, so you repeat what you were told by HR articles? No, I have friends who have lied to get jobs and it has come back to bite them in the butt later.

I choose to not lie because I do not like to misrepresent myself. Does that make sense? Perhaps this happened a number of years ago, before email existed, or at least before it was common for everyone to have it. I do tend to agree with you. I suspect Pam was very young and inexperienced when this happened; this may have been her very first job right out of high school. Yes, that does happen.

What if you finished all your credits and thinking about retaking some courses before graduation… but had a job opportunity that got in the way, so you held off re-taking the courses and graduating? An HR professional wants the truth, really? I have the experience I have to make myself attractive for the job I am applying for, and to offer good value if not added value to the company.

Unless invited to stay, when the job is done, I move on! No, my arms akimbo are not a sign of defensiveness, I just have a big gut. Reading this again just pisses me off even more. I got the letter of termination while I was in the hospital post surgery for not showing up to work. You may not have done that if it was your decision. But it is a fact it happens to many people and is an honest truth.

It is not in the best interest of a company to let go of a good employee because they got in an accident — only bad publicity comes from that. That is not always the case. It was not unusual for us to see cases where an employee was fired for being injured on or off duty , or was injured at work but not allowed to seek medical attention. One guy had to have his leg amputated because he smashed his femur with a huge wrench, fracturing it, but his manager told him to just sit and put ice on it, and made him stay until the end of his shift, some six hours later.

After the case went into litigation—costing the client company tens of thousands of dollars—the manager would be fired, but the damage was already done, and likely that idiot would be replaced by another idiot apt to do the same thing later down the road. Those were just the cases that went into litigation.

Many people decide not to sue, even if they are truly unjustly fired, because they do not want their lives to be consumed by years of litigation; they would rather just walk away and go on with their lives. Having worked in the field I did, having seen what happens up-close, I would be leery of suing a former employer except under the most extreme of circumstances. Litigation is not fun. It is truly the Nuclear Option.

I will have to respectfully disagree with you Tim.

Needing the job, injury be damned, I went into work. Just an example of how messed up companies can be sometimes. As a former business owner and personnel manager, this may be the only post you made that I agree with, Tim. In some cases, people are correct. In other respects they are wrong. Mainly I think people forget that is it Saturday and most people, including yourself, are probably off work. I defend everyone who tries their very best to do the very best job that they can personally do.

A few mature individuals have made the comment that we are all wired differently. But like everyone, my opinion just might stink, so I refrain from sharing it. They wanted to get me off the payroll as an expense because the next few months would cost them more, and they would have to deal with a One handed worker for at least months.

That is the reason. Sackett does not seem to know what he is talking about. Yes, at some point you will get a candidate who is telling a lie, but I have to ask myself what lies are you perpetuating? Because I am sure you come across as a slick-talking jerk who will say anything to get a candidate to do what you want them to do, even know the situation is not as you portray it. I was hired and asked to make at least a 3 year commitment to a job. Upon arrival on my first day of work, I found out that the job was, instead, a full-on sales gig.

That would not have been so bad if the job had not involved selling highly technical software products that I did not understand, to customers primarily located outside the U. I lasted 33 days before leaving in disgust myself. At least once a month, I see him running another ad. If he had been honest about the nature and scope of that job, I would have never taken it. I had no sales experience or training, and even if I had, I would have still needed extensive training on the products. I did not do anything wrong. I did not lie about my skills or background. Kelly, You are correct.

Don Imus puts it best. You never get a straight answer from anybody. HR people lie, managers lie, candidates lie. This is a very narrow and cynical article, and does not give the benefit of the doubt to the candidate. Generalizations as outlined in this article are why Recruiters are considered a necessary evil, and not as a boon to the hiring process. Both the recruiter and the candidate need to be more honest. But there seems to be more negative response towards the recruiters. If the recruiters would start being more honest, maybe the candidate would be more honest.

HR — is that Human Remains or what we used to call Personnel? Either way, many are not as important as they think they are. There are some nasty employers out there: I was dismissed from a job I loved because I fractured my foot in three places. My employer was a physiotherapy service provider. It did exactly what it was suppose to do. This article certainly displays a level of unprofessionalism. I would consider sitting around in a meeting talking about candidates in the way that you are to be immature to say the least, if not insulting.

Successful candidates are your bread and butter. They deserve some respect! From this article, we can see why. I have to agree, the biggest liars are the recruiters! I had this happen to me 15 years ago. They try to fill some roles with the cheapest person, not the best person all to make a commission. I shit you not. Other than that, these excuses are laughable.

There are thousands of people, who have interviews every day.

There are thousands of things that can go wrong, car breakdown being one of them. I know of some one who did not pay the money to get the actual diploma from a university. Oh you have an IT degree? Looks like that grade you received in 17th century classical composers means other candidates are more qualified than you. Not a team player; spends all day with ear phones listening to Pandora radio. My overall is 3. Every degree program I looked at before going for my EE is a full and comprehensive program designed to teach you everything you need to be good at you career choice.

Either way, I provide my transcripts every time to prove that I do know what I am talking about. This was a really confusing reply Charles — are you looking for a job? You have a job with these qualifications? I cannot find employment with my qualifications yet you did?

All I can say is that you validated this article. Everyone argument every single candidate put on this article is now pointless. Maybe — just maybe — they have a rough job too. This is author is selling something: She must paint candidates as adversaries to create a need for businesses to pay her more.

You can imagine, that once hired, the employees continue to be the adversary that she must be paid to heroically protect the company from.

Never Miss Another Post From TLNT

HR in most places are populated by people who must create fear in employers so that they can create a demand for their services. They get paid to snark and nark on employees, justifying firing, layoffs, reduction or refusal of benefits or just to keep employees from being uppity. They are not there for the employees or candidates.

When the author snarks that no employer ever fires someone for taking off for an injury, she lacks basic Google skills. Frankly, employees and workers should not be blamed for being mercenary and doing what it takes to be hired these days. So cover up the gaps and the firings. Many employers only report the dates of employment, and will not say the reasons why you left.

Never take advice from an HR columnist. They will never advice you how to deal with oddities in your background or how to really get a job. They are there to reduce the liability of the corporation. Not help people get jobs. There are some good sources. One of the biggest errors I see in hiring managers is their inability to connect with their potential future employees.

Instead these people are just a number and are treated as such by the hiring and HR department for the duration of their employment. Because I take a more personal approach I have never had a large issue with turnover and I typically am able to find quality individuals to fill the positions I am looking to fill.

Sometimes a few bad ones slip through the cracks, but not nearly as often as when my group is selected using intimidation tactics. I know that recently I looked at changing career paths into a position where my skills and experience would fit perfectly. I flew through the initial stages of the application and 1st interview process. I spent some time with other managers I would be working directly with in the 2nd interview and it was an alright experience until I dealt with the hiring manager. I was then cut off from asking any more questions and grilled in the remaining minutes of the interview.

As someone who has conducted numerous interviews over the years I was very taken back. Thank GOD for this clear red flag. Although the pay was fantastic, the career was challenging and I was totally qualified… I declined the 3rd interview. The moment I told her that I would like to decline the interview. All this to say that just because somebody is in a position to hire does not mean they are qualified to be conducting hiring interviews. And just because they may hire some good candidates does not justify bullying or insulting someone in an interview.

Maybe the hiring managers need to take a moment to practice a little humility and humanity in the interviewing process. No wonder so many applicants lie. Sure… there are a ton of lazy people that will lie to get a job. This is absolutely not true. She sued and they buried it in litigation so deep it was never settled. Because she died before anything could be settled and the case was dismissed at that time.

The key is to find a good one. Call me, I can change your mind! Next time, ask the recruiters if they closed the loop and let these candidates know that they were no longer being considered for the position. Its more likely they simply ignored their phone and email followups. So, as funny as those stories were, you probably have a lot of ignored liars out there now badmouthing your Company with even better ones. The main lie that is a recurring theme that I have experienced is when a person checks on the application that they have reliable transportation, but when they once hired, look to management to give them a ride home or to work.

Some employees feel management is responsible for getting them to work and back home. I had to often remind them that when you stated that you have a way to work on your application, it was not interpreted as long as management will give me a ride. I also had far fewer issues with getting to work on time than any of my co-workers who did drive AND lived closer. Yes-mutually agreed does happen. There are some seriously ignorant people out there who are in charge of managing. One reality that most people face in termination is far too often an HR person who is unwilling to give them the truth, so they get fired believing it was because they had an accident, they were sick, they were taking care of a sick family memeber, etc.

When in reality, there was some other issue at play — but a weak HR person unwilling to come clean on why they were actually losing their job. Legal rarely allows HR to fire someone over something that could end them up in court and where the company will lose. It seems like you have content for another post about how HR personnel is doing a disservice to employees when they are not truthful and honest about why a termination is happening. No HR person is going to tell you that you were fired for something the company could get sued for.

These type of things happen all the time. HR will back it up for the one thing you did wrong, even though everybody usually does at least a few things wrong. Even if you have no room for improvement, something will be made up in case you need to get fired.

They get black-balled and group think kicks them out the door. Not to mention, most companies will only verify dates of employment nowadays for precisely the reason you cite. However, instead of just firing the person when they can, legally, I have observed in the companies which I have worked for over the years a preference for waiting until the employee is inconveniently ill or has a family issue etc. The reality is that they want to avoid paying unemployment compensation so try all sorts of bother and tricks to force the person to either quit or to fire them for some seemingly trumped up crap.

Bad fit is probably the most common reason for termination. But I did get to see both sides. I had access to the entire case files; some of them were literally thousands of pages long. We would encourage them to settle. Most cases did just settle, regardless of which party was at fault. It was rare for one to go to trial. The attorneys I worked for were legal professionals, not miracle workers.

In fact, they were not wrong most of the time. Usually, the plaintiff was a shyster trying to work the system. I clearly remember the plaintiffs who were not—like the guy whose leg was amputated—because they stood out. Their cases were so sad, and what made it even sadder was that the shysters, liars, and crooks usually got more money than the people who were truly wronged. People clicked on the fact they did not like this reply — but it is the hard truth of the world we live in. Saying it was a mutual decision is just a way of not looking like an employee who has a grudge against their former employer.

I do all the work and was responsible for all the gains; other people were just in the room. My sister was let go because she called in sick as she went into labor. They even cancelled her health coverage while she was in the hospital so she was no longer covered. That sounds crazy, who does that? Yes, the company ended paying for everything since that violates multiple employee protection laws. Actually, I am working with a very good internal company recruiter at this time. Anyone can connect with me, too:.

Actually one more question You have been recommended by one of the management, have you met him before? I think the comments showcase that.

• Reflection or Mirage!
• Nata con un destino (Italian Edition);
• How Job Candidates Lie, and the Best Lies They Always Seem to Tell | TLNT;

One of our favorites involves exaggerating dates of employment. For example, one candidate extended his end date at his previous company by six months in order to hide the fact that he spent those six months serving a jail sentence! Check out four other lies we often uncover: Well because so many lie will you be able to recognize the truth. My mom had a long term illness I worked some short term positions but concentrated on her care and she just passed away this month.

I do not want employers to know my personal business and my choice is one I do not regret so do they really have to know all their is about a person to make a adequate decision. Many of the HR firms I have talked with are only hot on the fill not the truth so I seek employment directly and not by third parties they have only caused me to have to provide another person with my personal information and I can negotiate better than they do and I can keep my promise and doe the jobs I claim.

Had a neighbor who was fired because she was taking too much time off to take care of a newborn with disability. Has a co-worker who wanted to leave and was asked to leave mutually because he and the boss just could not work together, and he was not bad at all — he was just another special needs person and could not handle the crazy demands. I am devoutly opposed to employees being forced to subject themselves to invasive medical analysis as a precondition for employment.

The only acceptable reason these screenings are immediately after an on the work accident occurs. Also I find it unethical that employers are able to use dutifully completed judicial actions to have any bearing on fitness for employment. There obviously are some reasonable exceptions to this, such as you were found guilty of embezzlement and are seeking a position as a financial officer of an organization.

Regardless even those scenarios should all have sunsets. If not, that has more to do with a poor workforce than recognizing lying. Outside of 1 , the statement is very true. No wonder the liars get hired. Note to all interviewers: When interviewing, never allow the candidate to sit between you and the door of the interview room! So sad that recruiters have to put a candidates dirty laundry out in the open. Somewhere I read something about ethics and confidentiality…. Some companies DO fire you for being hospitalized. Yes, candidates lie, but so does management and current staff.

I think you need to be clear on the value of service that you provide. What about when recruiters promise the world, you turn up to interviews at your own expense and guess what to no success… Who picks up the costs then? What when you can spend days following up with recruiters… Very much one sided I believe and guess who then have the best lies? And guess what, HR personnel are aware of the issues at hand, damaging the industry and this is exactly why I aim to turn recruitment on its head and provide greater emhasis on the candidate and client service that is provided.

Even in at will employment, retaliation is incredibly illegal and grounds for serious legal implications. Any time you need to report something that could be retaliated against, never do it verbally. Always do it in writing and present this to atleast 2 witnesses, likely upper tier boss and HR representative. Require them both to sign and date that they received this information from you. This is how you protect yourself. If you have unequivocal documentation such as this, retaliation is extremely unlikely to occur, and if it does you have recourse.

If you did everything verbally, you will never have recourse in he said she said. Yet it happens all the time. Had it done to me, seen it done to others. Including a tenured, union employee. This is why you involve HR as the 2nd and mostly neutral party in these situations. They will always CYA, By them signing with you they are mitigating their risk. If the business leader refuses to sign and you are retaliated against you will have very clear documented proof. You will have the signature of the HR person and that will compel them if they are required to be subpenaed to acknowledge you approached this situation formally and professionally, pretty much or flat out affirming you were retaliated against.

The last thing a HR person ever wants to be involved in is culpability for retaliation in a company. This could literally be not only a job ending position, but a complete and total career ending move. Everything in this world is all part of multidimensional chess match, you need to understand all of the pieces and their moves so you can always be 2 moves ahead. I have witnessed HR people facilitate retaliation, freely violating written policy and the law.

And not just against myself, but many others. Unless, of course, you were complaining about someone they wanted to get rid of anyway. Then it would be sunshine and flowers. Nope, just battle scarred. Maybe this is the real message of the article: Try to put some sort of positive spin on it. I worked for bosses who were absolute tyrants, but I never openly expressed this in an interview situation. Now that I work for myself, I likewise do not bash former clients to prospective clients, even if the former client was a raging, screaming drug addict who I would never work for again and yes, that did happen to me once.

Then click on register button. The first thing you need to do on our site is create a login by signing up on the site for the first time. You can sign up and create a login by either connecting through Facebook or creating your own username and password through this link: There are three registration options:. Full Team — Team captains will pay a one time registration fee guaranteeing their spot in the league.

During registration the captain will create a password for their team. Each team member then needs to register themselves onto the team using the password created by the captain. Small Group — This option is for groups of two people or more. The first person who registers will create a small group name. Each person following will register referencing the small group name as well as the name of the person who started the small group.

This registration option does not guarantee placement. Free Agents — This option is for players who do not know other people in the league or want to be placed randomly onto a team. This registration option can be changed into a small group registration at any time.

VAVi specializes in finding teams for individuals. We are not always able to place all individuals. Individuals will be be provided a refund if we are unable to place you on a team. Please see below for all registration types. We do our best to place everyone on a team. In the event that we are unable to place you, we will give you the options of transferring to another league, a VAVi credit toward a future league or a full refund.

Sign up deadlines are usually 7 days prior to the start date of a league. This may vary due to how quickly the league is filling.