Speak the language of your audience or dont speak at all

Speak the language of your audience or dont speak at allSpeak the language of your audience or dont speak at allLets get down in the weeds for a second about social-media marketing.I cannot tell you how many times a day I hear the words, We need to be on Facebook. We should be posting more on Twitter. We should show people our culture on Instagram.Nobody cares.Thats the cold, honest, brutal truth.Nobody cares about your culture?- ?unless you have the best, most unique, knowledgeable, entertaining, orsomethingculture.Nobody cares about the 5 Ways to Create an Effective Marketing Strategy blog that you posted, for the first time in six months?- ?unless those 5 Ways are in some way different and very unique compared to everyone elses 5 Ways.Nobody cares where you and your team went to eat for lunch?- ?unless where you went to eat was somewhere super cool, and everyone on your team created food art, and each food art recipe can be found on your website, along with a step-by-step guide on how to create said incredible food art at home.Unless you are doing something different, or informative, or valuable to the audience you are looking to reach, nobody cares. Except your mom. She will probably hit Like.It is astounding to me how many people think the simple act ofhavinga Facebook page or a Twitter handle is, in any way, effective. Thats like thinking your purchasing a name tag at a networking event is going to bring you leads.What are people going to do? Walk up to you, you there sitting in the chair in the back room not talking to anyone, and say,Oh I landsee your name is John Can I purchase whatever it is youre selling, John?Please tell me you realize how ridiculous that sounds.And yet this is the mentality the majority of people, brands, businesses, and so-called thought leaders have when it comes to using social media.If your strategy is to post seven times a week, youre doing it wrong.If your strategy is to use photos instead of text, youre doing it wrong.If you r strategy is to be on social media, youre doing it wrong.That is not a strategy. Thats you raising your hand and saying Present in a classroom with nobody asking if youre even there in the first place.I say this?- ?and am saying it the way I am saying it?- ?with a positive intentionStop wasting your time on social media if you arent going to do itright.Social-media marketing is no easier than hustling table to table at a product expo, or going door to door handing out flyers. Youre dead wrong if you think social media is some sort of magic tool where you create a page, post three photos (with horrible lighting and no artistic flair whatsoever), and wabam?- ?youve gone viral.Maybe its a generation gap.Maybe its shiny toy syndrome?- ?we constantly hear about the wild success stories, but never about the millions of people who fail.Maybe its an overabundance of social-media thought leaders all regurgitating the same garbage.I dont know.But what is absolutely mind-boggling to me is how many people, businesses, brands, and all the rest think that social media is this magic wand. You wave it once or twice and then its all good. No need to spend any real time mastering it. No reason to invest money or resources into doing it well. Just post a few pictures of team members at a BBQ and call it a day. People will see an active Facebook page and love itSigh.No. They wont love it. In fact, theyll hate it. And they wont tell you.Because they wont even notice you.Because theyve already scrolled past and are too busy reading another Kardashian headline.There is no difference between social-media marketing and marketing.A good marketer knows that marketing is marketing.Hustle is hustle.You either understand your audience and you go where they are?- ?and you speak their language?- ?or you dont. Maybe theyre on Instagram. Maybe theyre on Reddit. Or maybe they frequent southern rodeos instead and thats where you need to be selling your handcrafted belt buckles.Point isThe entir e conversation about whether to be on social media or not has nothing?- ?and I mean nothing?- ?to do with social media in itself.It has to do with where your audience is, and what they are lookingfor.What do they need help with? What are they searching Google trying to find?Once you know what theyre looking for?- ?give it tothem.For free.And then again.And again.And again.Every single day for years and years until they become so loyal to you that no matter what paid upgrade you offer them, theyll take it.Not because you ran a great banner ad or you had some well-crafted sales copy. But because they know you provide them great value, every day. Youve become part of their lives. You, and your brand, make them better.Thats how you build something ofvalue.This article originally appeared on Inc Magazine.

How to Be a Better IT Manager

How to Be a Better IT Manager How to Be a Better IT Manager Invest time and money into developing your staff. Information technology is an ever-changing field, and learning new technologies is not only something your staff will appreciate, but something that will enable them to perform at their best. Budget for training and development and encourage staff to participate. Dont overlook the value of cross-training, especially if you have a large IT group and there are tasks currently being performed by one person. Training others to do those tasks will prove worthwhile if there is ever a staff shortage. Also look into free regional workshops and presentations or in-house training if you have a tight budget.Get to know what each persons job responsibility entails, not so you can randomly jump in and try to do the job yourself, but to foster respect from your staff and increase your credibility as a manager whenever a difficult situation arises.Learn what your staff does, but dont do i t for them. You may be able to do it better, or even show them a better way to do it, but you need to able to step back and let your staff learn and grow.Know the geschftlicher umgang and make sure the business knows you. An understanding of the business you support is important. A better IT manager uses his understanding of his business goals to build services and infrastructure to support those goals. He will make sure his direct reports are aware of how their work affects business goals and ensure that business administrators understand how IT is beneficial for them. Develop annual reports, frequent project updates and regular communications to showcase your departments activities.Keep the lines of communication open between you and your staff. Unless its of a confidential nature, you shouldnt hoard information. On the flip side, if you feel you are not getting important information, find ways to improve communication.Encourage teamwork among staff. Teamwork and collaboration wil l keep your department ansturmning smoothly and eliminate the isolation that often occurs in technical departments. Develop an environment where staff will feel comfortable asking for and giving assistance to each other.Provide regular feedback. Let your staff know theyre doing a good job, as well as what needs improving. You can do this via performance reviews, one-on-one meetings or at a company meeting or event where employees are rewarded for exemplary performance.Make good hiring decisions, even if it means involving your staff in the hiring process, especially if youve never done it before. You want to select an employee who will integrate well with your staff, and making the wrong selection can be more costly in the long run than not hiring anyone at all.Learn and understand best IT practices that apply to your department and measure yourself and your team against them. Review the Information Technology Infrastructure Library (ITIL) and determine if you should implement porti ons of it in your department. Make sure you have an updated disaster recovery plan that is ready for action when necessary.Be the best project manager you can be. Consider getting formal project management training if you havent had any. Good project management skills will go a long way toward more project successes and less project failures. Train your lead staff with basic project management skills as well, so you can delegate portions of or entire projects to their control.If youve come up through the technical ranks, its easy to confuse superior technology understanding with effective management. However, technical management is, at its core, management of people of and processes very much like working with any other department. If you continue to advance your management skills and the success of the individuals that you manage, it will be easier to take the next step in your career.

Magnetic Nanofluid Improves Cooling

Magnetic Nanofluid Improves Cooling Magnetic Nanofluid Improves Cooling Most cooling systems remove excess heat by using water pumped through pipes. Some pipes are designed to include fins or grooves on the pipe surfaces to increase surface area for greater heat transfer, but these design features increase manufacturing costs. Water can also be pumped through the system at a faster speed to enhance heat transfer, but drawbacks include higher energy costs and a greater pressure drop in the system.To find a better way to reduce heat in cooling systems, especially for nuclear power facilities, researchers at the Massachusetts Institute of Technology (MIT) investigated how magnetic nanofluids affect heat-transfer rates in a flowing system. In a recent paper in the International Journal of Heat and Mass Transfer, Lin-Wen Hu, associate director of MITs Nuclear Reactor Laboratory, Jacopo Buongiorno, associate professor of nuclear science and engineering at MIT, Reza Azizian, postdoctoral as sociate at MIT, and others described a successful experiment where they demonstrated heat transfer coefficients of magnetite nanofluids were increased up to 300% when a local magnetic field welches applied. unterstellung impressive results indicate this type of approach could be a highly effective, low-cost way to eliminate hotspots in cooling pipes, which can sometimes lead to system failures.The MIT teams experimental setup. Image MIT.eduExperimental DesignMagnetite nanofluids consist of colloidal magnetite nanoparticles suspended in a base fluid. The main interest in using nanofluids in thermal engineering systems is that their enhanced thermophysical properties (such as thermal conductivity), relative to the base fluid, can improve thermal management in the system. In a typical nanofluid, the nanoparticles are uniformly dispersed. In a solution of magnetic nanoparticles, however, the particles can be controlled using an external magnetic field, which enhances their thermal condu ctivity.In absence of an external magnetic field, the heat transfer characteristics of the flowing magnetite nanofluid can be predicted by classical correlations, says Azizian. We wanted to know if an external magnetic field could be exploited to increase heat transfer in flowing systems.The experimental setup consisted of a closed-loop flow system equipped with a pump, flow meter, heat exchanger, thermocouples, and pressure transducer. The test section in the flow system was fabricated from stainless steel tube. Eleven K-type thermocouples were evenly distributed and connected to the outer wall of the tubing along the test section. A constant heat flux was provided across the test section, which was well insulated to minimize heat loss. The fluid (either de-ionized water or nanofluid) was pumped through the system and heated up by a constant heat flux as it passed through the test section. The fluid then returned to an accumulator, where a heat exchanger maintained the fluid at a c onstant temperature. NdFeB, grade 42 flgel permanent magnets were used to generate magnetic fields along the test section.Measurements showed that the local heat transfer coefficient of magnetite nanofluids increased up to 300% when a magnetic field was applied locally. The amount of increase was found to be a function of flow rate, magnetic field strength, and gradient.Hu indicates the magnets attract the particles closer to the heated surface of the tube, greatly enhancing the transfer of heat from the fluid. Without the magnets in place, the low-concentration magnetite nanofluid behaves just like water, with no change in its cooling properties.Moving ForwardHu indicates this work is one of the first studies to demonstrate experimentally how heat transfer can be enhanced using a magnetite nanofluid.Imagine electromagnets placed at strategic locations along a pipe, which can be switched on and off when cooling needs to be increased, says Buongiorno. For example, take any system whe re hotspots occur on the surface of cooling pipes. Magnets and a magnetic field could be activated on the outside the pipe next to the hotspot, to increase heat transfer at that spot. Magnetic particles suspended in cooling water could prevent hotspots in nuclear plant cooling systems, as well as electronic systems and components that experience high heat flow.Although the initial results are very promising, Azizian cautions that much more work needs to be done to understand the exact physical mechanisms that cause improved heat transfer. Ultimately, he says, being able to increase localized heat transfer 300% or more will significantly reduce the capital costs of cooling system design.Mark Crawford is an independent writer. For Further DiscussionMeasurements show that the local heat transfer coefficient of magnetite nanofluids increased up to 300 percent when a magnetic field was applied locally.Reza Azizian, Postdoctoral Associate, MIT

AWOL and Desertion Probable Punishments

AWOL and Desertion Probable PunishmentsAWOL and Desertion Probable PunishmentsIts impossible to say with total accuracy what will happen to a deserter or absent member upon return to military control. In the civilian world, in most jurisdictions, the District Attorney (DA) decides what happens when a rolle is accused of a crime. In the military, that decision is made by the individual commanding officer. The commander decides how to process desertion and absentee cases after examining all the circumstances of the case, speaking with the accused, and conferring with his/her senior advisors and the JAG (Judge Advocate General) office. How A Commander Can Handle Desertion The commander has many options to choose from. The commander could impose Article 15 (nonjudicial punishment), possibly imposing a fine, or restriction, or correctional custody, or reduction in rank, and then allow the member to return to duty. The commander could impose an administrative discharge, usually with e ither a general or other-than-honorable conditions (OTHC) discharge characterization. The commander could impose Article 15 punishment, and then follow it up immediately with administrative discharge proceedings, thereby discharging the person with no stripes on his/her shoulder and/or imposing a fine so they are discharged with little or no money in their pocket. Alternatively, the commander could refer the case to trial by court-martial. If so, the commander could choose to convene a Summary Court (highly unlikely), a Special Court, or a General Court-Martial. If the commander chooses a Summary Court, the maximum punishment is limited to confinement for 30 days, forfeiture of two-thirds pay for one month, and reduction to the lowest pay grade. If the commander convenes a Special Court, the maximum possible punishment is confinement for 12 months, forfeiture of two-thirds pay for 12 months, reduction to the lowest pay grade, and a bad conduct discharge. If the commander convenes a General Court-Martial, the maximum punishment is what is shown earlier in this article for the offenses under the section Maximum Possible Punishments. (1) In the vast majority of cases, if a member has a clean record otherwise, and is absence for less than 30 days and voluntarily returns, they are allowed to remain in the military. Such usually receive Article 15 punishment. (2) If a member is absent for more than 30 days, but less than 180 days, and returns to the military voluntarily, it could go either way. If there was a reasonable explanation for the absence (such as severe family, financial, or emotional problems), and the commander thinks the member has future potential, the commander could elect to allow the member to remain in the military. Otherwise, an administrative discharge is the most likely scenario (possibly combined with Article 15 punishment). (3) If the member is absent for less than 180 days, and the AWOL/desertion status is ended by apprehension, the most lik ely result is an administrative discharge, under other-than-honorable conditions (OTHC), probably combined with Article 15 punishment. If the member went absent in buchen to avoid hazardous service (such as deployment to Iraq or Afghanistan), a court-martial is the most likely scenario. (4) If the member is absent for more than 180 days, and voluntarily returns to military control, it could go either way. Depending on the circumstances surrounding the absence and the members prior conduct and performance, the commander may decide to impose administrative discharge (possibly combined with Article 15 punishment), or refer the case to trial by court-martial. If referred to trial, assuming there are no other serious charges, the commander would likely convene a Special Court, which would limit the maximum punishment. (5) If a member is absent for more than 180 days, and the absence is terminated by apprehension, a court-martial is the most likely scenario. Assuming there are no other se rious charges, in the majority of cases where desertion/AWOL is referred to trial by court-martial, the member is allowed to request discharge in lieu of court-martial, which means they agree to accept an other-than-honorable conditions (OTHC) administrative discharge, without fighting it (i.e., waiving their right to a board hearing), in exchange for not being tried by court-martial. Keep in mind that the above are not hard-and-fast rules. They are simply my general observations over recent years. As I mentioned earlier, the individual who makes the ultimate decision as to how military offenses are processed is the commanding officer of the unit where the member is assigned after return to military control.

The Most Popular Resume Summary Statement

The Most Popular Resume Summary Statement Details of Resume Summary Statement A superb manufacturing manager needs to be in a punkt to explain fluently all of the business targets, procedures and timelines to everyone involved with the practice. Production managers job requirements vary based on the essence of the industry that you want to get into. If you would like to learn more on the best way to compose an objective statement for a resume, visit our site for more info on all elements of career resources. Therefore its good in case you can make changes in line with the job and company youre applying. As you might know, hiring managers are busy men and women. To get employment in a competitive field, you should be able to impress hiring managers from the very first contact. Product managers must know how to determine demand for a particular products, how to determine prospective clients, and the way to gain their support. Managers and executives should concentrate on busin ess skills and technical expertise even should they fall into a technical industry. A strong summary statement at the peak of your resume can increase the possibilities of them noticing what youve got to offer from the beginning. Youre able to add Willing to relocate whether the ort requires moving to a different city. Make it immediately apparent that you have what is necessary to excel within her position. If youre applying for at least 1 position or career field, utilize another summary for each position to make sure that you remain on topic. Please get in touch with us if you would like us to add sample resumes for any particular category or whether you want to submit an example for particular category. Now, the aforementioned examples are obviously of the more prevalent variety in regards to how folks pursue careers in their chosen fields. Theres a fine art to writing a resume, which is the reason why a lot people hire professionals to assist them with it. Its possible to emphasize specific parts of your background and de-emphasize others. You may want to look at a qualifications summary which we outlined in last weeks postbut if you simply need to have a summaryhere are a number of examples to help you begin. The resume summary section isnt something which you are able to sit down and begin writing. When writing your statement, it is necessary to think about where youre in your professional progression. You may now produce your own professional resume summary examples which will surely outshine the competition. You might also see Sample Resume Objective Statements Writing a nice and professional resume summary is quite simple when you understand how to departure it. You have to make sure your resume summary statement concisely demonstrates why youre a best candidate for the particular job and business. Resumes are the gateways to acquire the desired job in the organization you desire. Based on your degree of experience and the jobs youre app lying for, what you decide to concentrate on in your resume summary might vary. Actuary There are a number of job positions in the area. Everyone knows that when looking for work, the very first task you will need to complete for an expected employer is, Send a copy of your resume. On the flip side, functional resumes are generally used by fresh graduates or those who have less experience but want to grab the work vacancy. Typically, hiring managers prefer the reverse chronological format since it is much easier to read and find important search phrases. There are other methods to locate a job than on the web. Among the biggest opportunities that youve got to impress recruiters is your Resume Summary. Not all searches are made equal. The History of Resume Summary Statement Refuted Career in Insurance There is an assortment of positions in the field at which you can work and earn a career. A number of the info is subjective. Youre going to compose a resume summary which ge ts far more interviews. The resume summary will act as their sales pitch.

4 Ways to Boost Your Hiring Pipeline - Spark Hire

4 Ways to Boost Your Hiring Pipeline - Spark HireRecruitment professionals have a tough job. Finding the right people with the right skill sets is a problem for many organizations. In fact, talent risk is currently in first place on the emerging risk list, as it is increasingly difficult for recruiters to find qualified individuals for technology-specific roles. With the level of skill required not matching the talent swimmingpools skill set, its difficult for companies to avoid becoming stagnant in an ever-evolving market. The shift toward using new recruiting techniques is imperative for companies to acquire experienced employees within their hiring pipeline and meet future business demands.There are a multitude of recruiting strategies a company can use to improve its hiring pipeline. Savvy companies can introduce technology-based recruiting strategies, establish a strong employer brand, improve marketing strategies, and create a communication strategy to attract the top candidate s. Use Technology-Based Recruiting StrategiesTechnology-based initiatives are gaining popularity with employers for their efficiency and ability to refine search efforts. HR and recruiting technologies, such as human capital management systems, like this example, reduce time to hire and provide end-to-end recruiting, which streamlines employee on-boarding. menschlich capital management systems can identify candidates who possess needed competencies. Some recruiting software solutions even use artificial intelligence to review resumes and help identify individuals that align with a companys culture, required skill sets, and mission. Social media can be a less complex way to reach targeted talent and provide short-term and timely, results. About 92% of recruiters use social media, according to a study conducted by The Recruiter Network, which allows them to reach a broader demographic of prospective employees. Company-specific platforms can be developed to allow for open communication , easier connection with applicants to further streamline talent, and engagement throughout the hiring process, all of which contribute to better retention.Establish an Employer BrandBuilding a strong hiring pipeline goes beyond just using the proper technology and HR systems. Establishing a positive, transparent, and inclusive employer brand is key to differentiating a company among its competitors to prospective employees in the market. Branding starts with creating an authentic mission statement that resonates with target demographics and can contribute to a mora relevant pipeline. Its important for companies to harness a strong culture well, culture being the main building block of establishing a strong employer brand. Business owners should consider employee feedback when constructing an employer brand 84% of individuals within the job market trust peer-to-peer recommendations more than other promotional marketing efforts. Current employees are a major resource for shaping and molding a strong brand image, and their positive feedback helps management know what processes are working and what ones arent. Feedback also allows companies to identify recurring pain points and address, strategize, and improve internal processes to avoid dissuading prospective applicants. Companies can use recruiting platforms to facilitate open communication with employees and candidates. This keeps the interest of applicants throughout the hiring process and also gives employees an open platform to voice their feedback. It also creates an efficient platform for employers to find consolidated data and information in relation to their branding efforts.Improve Recruitment Marketing StrategiesOnce a company creates a well-established brand, they should review their marketing strategies to ensure they portray a level of consistency and tactful uniformity. Companies should conduct branding updates routinely. Research conducted by SkillsLab reports that 9 out of 10 candidates are more likely to apply to a company brand that is actively maintained. Building brand recognition should be at the top of the priority list, and social media is a great place to start. Being in the digital age, online marketing strategies are lucrative for expanding the brand to reach relevant talent. According to data collected by Talentnow, only 45% of employers have been known to address online reviews that influence their companys reputation on social platforms. These comments can be from former or current employees and are oftentimes used as a reference by prospective applicants. Companies should pay attention to these conversations 70% of people check recruiting social sites for comments related to a companys reputation before applying, playing a huge role in their decision to join a company. If a company has low ratings, they are more likely to abandon the application process before even entering the hiring pipeline. Companies should monitor this feedback as a part of their marketi ng strategy in order to adjust their culture and processes to better align with employee standards. Create a Communication StrategyWhen a talent pool is comprised of top candidates, a company creates a communication strategy. This strategy is comprised of personalized, professional, and concise outreach messaging and initiates timelines to connect with prospects. These communication strategies aid in overall retention of highly qualified candidates, and establishes a standard for post-application processes. Todays job market is talent-driven, which puts the power in the talents hands. Companies who design and implement a recruiting process that adapts to this ideology may see better results, especially a process that is convenient for candidates. Personalized messages, preferably shared through easily manageable digital platforms (e.g. email), make prospective employees feel like they are viable assets, and reflects the companys interest and intention to proceed with the hiring proc ess. Candidates remain informed and up-to-date, and routine follow-ups keep the company at the front of the candidates mind. The content within the outreach messaging establishes a level of transparency as well, which gives prospects the ability to make informed, timely decisions and reduce time-to-hire.

Transforming the Textile Industry

Transforming the Textile Industry Transforming the Textile Industry Textile engineering today is shattering decades-old stereotypes of a labor-intensive, factory-based industry in which men and women toiled over looms and spinning jacks. The clang of the early production machinery has been redistributionspolitikd by a computer-driven enterprise that is making significant contributions to fields ranging from athletic performance equipment to human health and rehabilitation.Among other innovations, textile engineers are developing high-tech fibers that are used as substrates in biomedical applications, as well as materials that aid in energy conservation and pollution control.When compared to what was once commonplace in the United States, the golden age of textile manufacturing has ended, says David Brookstein, the executive dean for university research at Philadelphia University and a fellow of ASME. At the same time, there has been spectacular development of innovative textile mater ials for a wide range of high-value items.When Cotton welches KingTextile production developed in Britain during the Industrial Revolution of the 18th century, as machines such as Richard Arkwrights water frame enabled cotton to be spun into threads for use in weaving cloth and apparel with good durability. Textiles would soon spread to Germany and France, where an inventor by the name of J.M. Jacquard advanced the industry with the creation of the first automated machinery to produce intricate rugs and tapestries.Richard Arkwrights water frame.Textile manufacturing in the U.S. began in the late 1700s and grew rapidly through the ensuing 100 years. The abundance of cotton coupled with advances in manufacturing processes spurred the textile industry, resulting in a factory boon in cities and towns from New England to the middle Atlantic. The factories brought benefits in the way of automation and mass production, and also social ills and hardships associated with child labor, poor wo rkplace safety, and labor protest. By the beginning of the 20th century, the industry remained in growth mode, establishing its center of operations in the Southeast to save on costs. The focus on lower costs that impelled the textile industry to move south has been the impetus for the relocation of manufacturing overseas, where most of the clothing production takes place today.Technology StridesWhile the textile industry in some parts of the world is labor-intensive, new technology has advanced manufacturing processes in many markets. Industrial looms today incorporate air-jets to weave at speeds of 2,000 picks per minute, says Jonathan A. Stevens, the president and chief executive officer of the American Textile History Museum in Lowell, MA, and foremost authority on the industry. In 1980, 200 picks per minute was considered fast.Textile engineers are developing high-tech fibers through computer-aided design.Computer-aided design and computer-aided manufacturing have also impacted textile production, as companies seek efficiency gains to remain profitable and competitive. Machine designs have become increasingly sophisticated and precise, enabling innovations in specialty fabrics used in the biomedical field. In addition to substrates that are used to rehabilitate damage to the human heart and vascular system, other textile innovations include Duponts Lycra, a specialty material used in compression pants worn by competitive bicyclists.Textiles are also showing up in road construction and environmental applications, says Stevens. There is much activity today that extends far beyond clothing and home furnishings.Brookstein believes that nanotechnology has the potential to make major contributions to material innovations going forward. A breakthrough technology would be the cost-effective development of nanofibers, says Brookstein.Stevens concurs. Nanotechnology will drive innovations in the field, he says. Nanoscience will bring advances in lightweight materia ls and durable materials, and will provide keys to understanding methods by which less energy can be used in textile design, fabrication, and manufacturing. The fabrics of the future will be nanotechnology-based.Education and TrainingTo bring high-value innovations to the marketplace, engineers will require training in areas ranging from the classic disciplines of materials science and thermodynamics to specialties like polymeric biomaterials engineering, mechanics of tissue implants, and composite structures. In addition to Philadelphia University, schools that provide a focus on textile engineering include North Carolina State University and Georgia Institute of Technology Philadelphia and NC State arrange internships and co-op partnerships with firms in the apparel, biomedical, and other industries.Philadelphia University has had partnerships with Secant Medical, Boeing, and MAG Industrial Automation Systems, according to Brookstein.While textiles in the U.S. is not what it once was, engineers working in the industry continue to innovate through their vision, knowledge, and dedication.When compared to what was once commonplace in the United States, the golden age of textile manufacturing has ended.David Brookstein, Philadelphia University

Write for Success With Our Server Bartender Resume Template for Word

Write for Success With Our Server Bartender Resume Template for rogerWrite for Success With Our Server Bartender Resume Template for WordIntroductionEvery successful job search starts with a professional and well Outgoing and efficient server with four years experience Attentive to customer needs and skilled at resolving issues Strong communicator and team playerPerfect Your Skills SectionThe skills section goes further into detail regarding your experiences and how they translate into specific abilities and qualifications. The server bartender resume template for Word is one example of how a wellFour-Week International Bartender Course European Bartender SchoolFebruary 2016Diploma Rutherford County High School 2010

Nominations Sought for the Allan Kraus Thermal Management Medal

Nominations Sought for the Allan Kraus Thermal Management Medal Nominations Sought for the Allan Kraus Thermal Management Medal Nominations Sought for the Allan Kraus Thermal Management MedalNominations are currently being accepted for the 2019 Allan Kraus Thermal Management Medal, which recognizes an individual who has demonstrated outstanding achievements in thermal management of electronic systems and a genuine commitment to the field of thermal science and engineering. The deadline to submit a nomination by email for the award is Feb. 1.Nominees for the for Allan Kraus Thermal Management Medal should have made significant contributions to the field of thermal management of electronic systems, as demonstrated by successful product development, seminal papers, filed patents and/or the leadership of research and development programs.One area of research that members of the awards selection committee are particularly interested in recognizing is on-package heterogeneous integration ( HI), which offers computing and communications devices enhanced functionality, faster time to market and improved silicon yield resiliency. HI also highlights the importance of packaging and systems engineers in developing innovative solutions that drive the growth of the semiconductor industry.The award, which is sponsored by the Electronic and Photonic Packaging Division (EPPD), includes a $1,000 honorarium, a bronze medal, a certificate and a travel supplement of up to $750 to attend the award presentation at ASMEs zwischenstaatlich Technical Conference on Packaging and Integration of Electronic and Photonic Microsystems Conference and Exhibition (InterPACK) in October.Nominations should be emailed to Dr. Ravi Mahajan, chair of the Allan Kraus Thermal Management Medal Selection Committee, at ravi.v.mahajanintel.com by Feb. 1.For more information on the Allan Kraus Thermal Management Medal, or view a list of past award winners, visit www.asme.org/about-asme/participate/honors-awar ds/achievement-awards/allan-kraus-thermal-management-medal.