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Importance Of Biology & How It Helps In Making A Rewarding Career

Everybody dreams of having a rewarding career- that kind of career that is rewarding in both sense professionally a monetarily. Today biology offers a lucrative market world-wide. Whether you are a simple graduate with the Biology subject or you have some PhD kind of degree in Biology you are way ahead from the other professionals from the job prospectus of view point.

The beauty in pursuing the career in the Biology is the jobs are offered almost in every field. For example a biologist can work in a laboratory, R & D department, hospitals and clinics, Healthcare sector etc. A wide array of job opportunities such as:

General Health Care

A biologist can work in this sector, this is as common as becoming a director in some company to more complicated like research and development. Also, with this degree you can opt for veterinarian which can be lovely with different twist of work responsibilities.

Biotechnology

Another emerging trend to make a lucrative career, it is a mix of bio and technology- a background with physics or technology. Taking up this course certainly increases your job prospective. Especially, if you are opting to have a career in health sector this career turns out to be the best one to reap you innumerable benefits.

Research

The demand of biologist never stops when it comes to research and development field. A research biologist career usually focuses on a natural world. They are supposed to work with various tools in order to understand how the living world works.

Education

Another amazing career to pursue for a biologist, switching to a teaching field will be an interesting choice. After all teaching students and helping them to build their careers as doctors, physician, researcher, or biologist is more than rewarding. Not to forget the fact that this field puts an array of the knowledge to great use.

The most important thing to remember is that the above mentioned career fields aren’t just sake of pursuing just because they would rake in big bucks. Just because your peers are pursuing you should pursue Biology will be wrong thing to do. Browse over the Internet to know the importance of Biology in real life, study in-depth about Biology related certifcations, educational programs or courses. This will help you to determine to pursue the right degree relevant to Biology as it takes immense dedication and series of persuasion to become an expert biologist.



Source by Jalpa Gajjar Suthar

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Is Your Criminal History Thwarting Your Job Search? How To Improve Your Employment Prospects

A few months ago I had a discussion with a resident physician who had executed a contract with a hospital in Pennsylvania to start a one year fellowship in the fall. However, less than 90 days before she was set to commence the fellowship, the hospital “revoked” the contract citing her ten year old misdemeanor theft conviction. The hospital took this action despite the fact (1) the resident had truthfully completed her employment application by, inter alia, accurately answering she did not have any felony convictions; and (2) the misdemeanor conviction does not have any bearing on her fellowship duties as a physician.

Last month I spoke with a banker who used to work for a national bank in California and took a promotion with the same bank in Alaska. She had worked for the bank for years in California, had passed its earlier criminal background check and had been bonded. However, within weeks of her start at her new job in Alaska, the bank “discovered” she had an eighteen year old, dismissed misdemeanor marijuana charge from Delaware. The bank proceeded to terminate her because of this dismissed charge.

Beyond the travails of a random physician and banker, these anecdotal accounts reflect a persistent, widespread societal problem: How can ex-offenders overcome their criminal histories in an effort to secure and keep employment? Approximately 600,000 men and women are released from incarceration annually. Additionally, every year millions of individuals charged with criminal offenses have their cases disposed of without the imposition of jail time (e.g., dismissed charges; acquittals; probation). In order for these adults to care for themselves and their families, to contribute positively to American society and not to reoffend, they need to find and keep gainful employment. Unfortunately, their criminal histories can constitute a major obstacle to their efforts to go to work.

For the most part, these individuals have to depend on the enlightenment of their prospective employers. The majority of workers in the United States (with the notable exception of the great State of Montana) are hired on an “employment at-will” basis. Under the employment at-will doctrine, a company can decide not to hire a potential at-will employee for any reason as long as said reason does not violate an applicable law (e.g., anti-discrimination statute) or contract (e.g., collective bargaining agreement).

As a consequence, if a company declines to hire an applicant or decides to fire a worker because of his or her criminal history, the employer likely has the legal right to do so. In most jurisdictions, it does not matter whether the underlying criminal offense was minor, did not result in a conviction and/or has no objective relevance to the underlying job duties. The employer retains the right to exercise this employment at-will prerogative in this regard.

Fortunately, a significant minority of the states have taken legislative action to ameliorate this harsh reality for workers with criminal histories. Fourteen states prohibit discrimination against some form of ex-offender discrimination in the workplace. Arizona, Colorado, Connecticut, Florida, Kentucky, Louisiana, Minnesota, New Mexico and Washington ban ex-offender discrimination in public employment. Five other states, Hawaii, Kansas, New York, Pennsylvania and Wisconsin, prohibit this form of job discrimination in both private and public employment. (Additionally, a number of municipalities, e.g., San Francisco, CA, have restricted employers’ ability to rely on criminal record information in making hiring decisions.)

For individuals with criminal histories covered by one of these anti-discrimination laws, their prospective employers cannot lawfully deny them employment based on said histories absent the existence of a “reasonable” or “direct” relationship between said history and the proposed employment. For example, a resident physician in Pennsylvania may have a legally cognizable means of challenging the denial of a hospital fellowship based on an unrelated, ten year old misdemeanor theft conviction. Similarly, pursuant to the state’s anti-discrimination law a banker in New York could successfully challenge a discharge based on an eighteen year old marijuana charge.

In contrast, though, a prospective banker in any of the aforementioned five states would likely not have a remedy if he or she had a felony embezzlement conviction in light of the putative causal relationship between the nature of the conviction and the duties of the sought after position. It is also worth re-emphasizing that this “relationship test” matters only in the aforementioned states which have prohibited or restricted discrimination against ex-offenders in private and/or public employment. As a consequence, irrespective of the nature of his or her criminal history, a similarly situated job applicant seeking work in the majority of the states would not have any potential means of direct legal redress because these of states do not prohibit this form of discrimination in the private or public sector.

If you find yourself with a criminal record and seeking work in one of these states without a discrimination ban, you may nonetheless have other options available to ameliorate the potentially adverse impact of your record on your job search. For instance, individuals charged with less serious misdemeanors (e.g., disorderly conduct; fare jumping) and possessing relatively clean criminal records may convince the judge to agree to a “probation before judgment” or “PBJ” disposition as opposed to a conviction without jail time. In essence, a PBJ or a “stet” disposition places the underlying criminal matter in abeyance for a year. If during that one year period the defendant does not commit another offense, then the underlying charge is dismissed. (If, however, the defendant commits another offense during this probation period, the prosecutor can charge them with this second offense and seek a conviction for the first offense.) The principal advantage with a PBJ is the defendant avoids having a conviction appear on his or her record. In conducting employment background inquiries, many companies only focus on convictions. The absence of a conviction can only enhance an individual’s prospects of gaining prospective employment.

If (1) an individual can resolve a criminal charge with a dismissal, a nolle prosequi or “nol pros” motion (i.e., a motion by the state attorney declining to prosecute the charge), a PBJ or stet, or similar non-conviction disposition, or (2) an individual is found guilty only of a specified nuisance crime (e.g., disturbing the peace) or a single non-violent criminal act, then he or she may subsequently petition the court to have the criminal record “expunged.” If a worker with this type of criminal record can successfully have his record expunged, then the state will remove reference of this criminal activity from court, police and motor vehicle records and files. Moreover, the effect of the expungement order allows the affected individual to “truthfully” deny the existence of the above-described charges or convictions when seeking prospective employment.

If you have a more substantial criminal record (e.g., a “serious” felony conviction), then you may explore other alternatives in an effort to erase or minimize the effect of your record on your job search. Generally, if a former felon has completed his sentence, has remained out of trouble for the requisite period of time and has led a productive life in the interim, then he or she can petition the state clemency board or an analogous state agency for a pardon. With a pardon, the ex-offender can then seek to have his or her record expunged. (In some jurisdictions, the underlying records are automatically expunged with the issuance of the pardon.)

In addition, similar to the process of obtaining pardons, some states allow ex-offenders to petition the sentencing court to have their convictions “set aside” based on their completion of the sentence and their years as a law-abiding and productive citizen. Once the conviction is set-aside, the ex-offender can move to have his or her record expunged.

If an individual with a felony record cannot successfully petition for a pardon or a conviction set aside, he may want to explore whether he can obtain a “certificate of relief from disabilities” or a “certificate of good conduct.” Essentially, executive branch agencies in certain states (e.g., New York, Illinois) issue such certificates to qualified ex-offenders in order to “create a presumption of rehabilitation in regard to the offense or offenses specified therein.” See N.Y. Correct. Law § 753. An employer or a licensing agency in the issuing state then has an obligation under law to “take into account” an applicant’s certificate in making a hiring or licensing decision. See N.Y. Correct. Law § 753(2). Accordingly, such a certificate may significantly bolster an objectively rehabilitated ex-offender’s chances of gaining employment and/or securing a professional license (e.g., a barbering license).

In summary, if you have a criminal record of any type, then you will want to explore any and all avenues to eliminate the existence of your record or to minimize the record’s impact on your employment options. Those with minor, “youthful indiscretion” misdemeanor charges or convictions on their record should find the process of scrubbing your record relatively straightforward, if not easy. For those of you with more serious criminal records, this road may prove more arduous, but potentially doable. Considering that many employers can and do engage in unvarnished discrimination against ex-offenders irrespective of the underlying the disposition of the offense and their manifested rehabilitation, these post-judgment steps can only help improve your employment prospects.

Similarly, if you have encountered other workplace difficulties, you too can effectively seek your remedy. You do not have to endure mistreatment in silence. You have rights!



Source by Eric Q Steele

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A Simple Way to Increase Self Employment Profits

Small Business Means Freedom to Produce

The US has one of the greatest (or the greatest) economic systems of the world and quite possibly historically… on this side of eternity anyways. Don’t get to carried away, though; nothing is perfect and that goes for the US economy as well. In spite of its many challenges, one of its shining gems is the ability for any US citizen to add value to others by producing goods and / or services for mutual benefit. Profit and livelihood for the producer and solutions to problems and improvement of life for the consumer. Most of us are trained to go to work for others in the form of employees instead of being exposed and trained in the other ways in which income is produced. One of the best ways to learn and train yourself in the various ways of income generation is through a basic understanding of the US tax system as administered by the Internal Revenue Service (visit US Treasury website). The following incomes types are discussed at length by the IRS:

  • Earned Income
  • Passive Income
  • Investment Income
  • Rental Income

How to Maximize Self-Employment Profits

Self-employment accounts for a large portion of the income generated in the US. When someone thinks of self-employment, they usually picture someone that’s a home based business owner or possibly someone that’s a freelancer. In addition to these categories of self-employment, some others include contract workers with mid-sized and large corporations and even partnerships (general and limited) and limited liability corporations. Self-employment income is derived from a person’s production and delivery of services and / or products to other businesses and individuals for profit. The beauty of self-employment income is that there’s no limit to how much a person can make. The only drawbacks are the finite amount of time someone has to complete and deliver the product and / or service and the amount of taxes payable due to the amount of profit earned. The following tactic is a simple yet effective way to increase self-employment profits:

Double Your Rates and / or Prices!!!

Scenario One: Let’s say that you’re a business consultant and you have an opportunity to engage a prospective client for a 3 month contract payable by the hour. You’re hourly rate is $50 per hour with a projected total hours per week of 20 hours or not to exceed 80 hours per month. Based on these variables, the total weekly payment is $1,000 and total monthly payment is $4,000. To keep things simple, you’re single and plan on earning $95,000 in annual self-employment income. According to the 2016 tax bracket you are projected to owe $19,637 in taxes. Roughly, you owe $5,000 in taxes on a quarterly basis. Based on our potential 3 month contract, you stand to earn $12,000 of which $5,000 is due and payable for taxes. How can you change this to profit more and cover more of your taxes? Simple… CHARGE MORE! Based on the perceived value of your product and / or service, double your rates and / or prices.

Scenario Two: Now, you charge $100 per hour with all other variables constant except that you now project to earn $115,000 in annual self- employment income. You are projected to pay $25,237 for the year in taxes or $6,309 per quarter. Instead of just earning $4,000 per month or $12,000 per quarter under Scenario One, you now earn $2,000 per week, $8,000 per month, and $24,000 per quarter!!!!

You Decide: Net of taxes payable, would you much rather earn $7,000 or $17,691 per quarter just by DOUBLING YOUR RATES AND / OR PRICES!!! The choice is yours and it’s called Entrepreneurship.



Source by Pierre Pinkerton

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Work-Life Balance Checklist

1) Do you have a 'to-do' list?
2) Do you have a 'not-to-do' list?
3) Do you review and prioritize your 'to-do' list?
4) Do you have a review schedule – daily, weekly, monthly, annually?
5) Do you schedule 'quality time' with family and friends?
6) Do you maintain the scheduled quality time with family and friends?
7) Do you switch off communication devices like email, phone when spending time with family or friends?
8) Do you have mentors, advisors outside your family and job?
9) Do you speak to your mentors and advisors regularly about your progress, future goals and seek their guidance?
10) Do you meet your friends in a social setup where you have non-family, non-office discussions?
11) Do you have a hobby which you actively practice?
12) Do you participate or lead social service programs?
13) Do you give back to society, not just in monetary means, but using your knowledge and time?
14) Do you participate in social groups like church or clubs?
15) Do you keep a physically active life-style?
16) Do you have and contribute to a retirement investment plan?
17) Do you constantly learn new things?
18) Do you spend quality time alone reflecting on your achievements and planning next goals?
19) Do you challenge yourself?
20) Do you strive to keep the promises you made?
21) Do you help your friends without expecting any returns of favor?
22) Do you enjoy the little things in life?
23) Do you give the best you can?
24) Do you review when you fail and note the reasons for failure?
25) Do you celebrate your victories, even little ones?



Source by Joseph X Jude

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Successful Career With Salesforce

A successful career in Salesforce is an interesting question in the present IT trends. The Key Stones behind the success to become a Salesforce Professional lies in the programming skills, analytical skills, ability to ask the right questions and interesting to learn, willingness to work hard and put in long hours and confident. Analytical skills include the ability to think logically about an idea and to determine how to solve a problem. The individual must be able to test a problem and come up with ideas to resolve them.

It has created a trend in the technology industry. Day-by-day with new customers signing contracts, more and more Salesforce administrators, developer and consultants are in demand. It has become a matured career path. More than 500 companies are looking for professional experts who are skilled in Salesforce, with hands-on experience and a proven knowledge. This is the right time to get your career boosted with Salesforce training sessions.

What is salesforce?

Salesforce is a US-based cloud computing company and a multi-tenant place which that best suits your company’s business needs, known for its customer relationship management (CRM) product. Salesforce CRM platform contains tools that your sales team is going to use for the proper and well management of your organization. You can easily log, manage, analyze and optimize all customer activities in a place with their cloud-based software. That means you just need an internet connection to handle all your business from a place.

Why you need salesforce

1. Improves customer data quality and management.

2. Develops Customer Service and Support.

3. New Customers are king for any business. Salesforce services create Perfect customer database which helps your company in finding the right customers who would be interested in your product or company.

4. Salesforce Increases the efficiency of campaigns, delivers reports and data about marketing campaigns and also tracks apps available on App Exchange.

5. Increases profit margins will help you to attain maximum value and experience of customer interaction while increasing productivity.

The best way to become Salesforce professional is to go with “Salesforce training and certification”.

Salesforce Training and Certification

Certification is the basement of any Salesforce professional’s skill. It is the best way to represent your level of skill and areas of expertise to current employer. It can simply accelerate your career and help you when applying for new jobs or when trying to get a promotion at your existing company. Salesforce-certified professionals are one of the most sought-after lots by the employers.



Source by Alekhya P

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Creating Successful Cover Letters For Your 100k Job Search

Your cover letters for your 100k job search are one of the essential elements that cannot be overlooked. Without a winning cover letter it is quite likely no one will ever even look at your resume or consider you for their 100k jobs. There are volumes of job career advice on the Internet but your first step must be to create a cover letter that sells. Below are a few points that you must consider when drafting your cover letter for your job search.

Research

You may have already heard this repeated again and again while looking at job career advice, but it is absolutely essential. What happens if you get through to an interview for a six figure job and are asked to do a presentation on the spot for one of the company’s products or services? Researching now shows an employer you took the time to look them up and want to work for this company and are not just desperate to work for anyone. It also tells a potential hiring manager that you are familiar with their business and are confident you will fit in. Before drafting your cover letter make sure you have done your research on the company and it’s executives and demonstrate this throughout out your cover letter for your next 100k job.

Targeted & Original

No matter how good you are, if you haven’t taken the time to draft a targeted and original letter for your 100k job search your resume will probably just land in the trash. If you are applying for any executive jobs or 100k jobs you should be an expert. If you are too lazy to write a targeted cover letter how can you expect an employer to believe you are going to work hard on the job? Forget all the cover letter templates out there, there are so many job seekers for 100k jobs that they have probably seen the same outline again and again. Show an employer that you have read their job posting thoroughly and that this is the job you want and that you are qualified for it.

Words That Sell

Regardless of whether this cover letter is for finance jobs or a sales executive job the cover letter for this 6 figure job is a sales piece. It must spike interest and demand that the recruiter or hiring manager take the time to review your resume or call you for an interview. Consider stating your number of years in the industry but not your previous employer information so they must turn to your resume. Use words and techniques that sell without being cliche. One sales technique to use throughout your 100k job search is ‘mirroring’. This can be done using the exact same words and terms they use in the 100k job posting. Repeat phrases or include technical terms that the employer used make them feel you are an instant match.

Highlights

Include a few bullets of what you have achieved in your previous 100k jobs. How many years experience do you have, have you successfully completed projects for their competitors who they envy, have you saved a company $100k, have you received any awards?

Hiring A Pro

If you really feel that you do not have the writing skills to make your cover letter shine for your 100k job search then consider hiring someone else to do it for you. How much is this new 100k job worth? Certainly a few dollars invested to ensure you get the job will return an incredible yield.



Source by Tim Houghten

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Employment Law – OCD – Unfair Dismissal – Discrimination

The recent case of Fairbrother v Abbey National plc [2007], concerned an employee who was employed as a customer manager since March 1998. The employee suffered from Obsessive Compulsive Disorder (OCD), a fact which at the time when she applied for the job was not made known to the employer, but which became clear after she took up her position. For the initial period of her employment, she had a good relationship with her colleagues. However, this changed in 2002 when two of her co-workers began to treat her and another employee, R, less favourably.

From then on she was subjected to taunts concerning her OCD and low-level behaviour which was principally designed to upset her condition. R was taunted about her perceived low work-rate, and both R and the employee were ostracised. The situation deteriorated to the point where the two offending colleagues only communicated with the employee by e-mail, despite them all being in the same office. Following a particularly stressful week, the employee walked out on 25th July 2003. She informed the area manager, N, about the problems which had led to her leaving, and he began to investigate the complaint.

The two colleagues accepted that they had behaved in an inappropriate manner towards the employee during that week, and then both apologised to N. This outcome of the investigation was passed on to the employee, and she was advised that she should arrange to have ‘a cup of tea’ with her two colleagues to try to resolve their differences. She was also told she could have faced a disciplinary hearing for walking out on the 25th. On 13 August, she wrote a letter to N outlining the events which led to her walking out, but the letter made no reference to her OCD.

Following a meeting with a member of the employer’s human resources department, F, it was decided that a full investigation of the events occurring in the week of the 21st July 2003 should be undertaken. A month after that meeting, the employee asked to have the events prior that week investigated as well. This second request was denied by the employer. A grievance meeting was then held to discuss the employee’s allegations that she had been bullied at work and that N had not conducted the initial investigation properly. These complaints were dismissed, which led to the employee to appeal against this decision.

An investigation was then carried out of all the complaints that made by the employee and, on 9 February 2004, all her complaints were dismissed. Subsequently, on 7July 2004, she resigned on the grounds that her employer had failed to bring her grievances to a reasonable conclusion. The employee then brought a claim before the employment tribunal for unfair dismissal in that she had been discriminated against due to her condition.

The tribunal held that she had been unfairly dismissed due to the fact that the employer’s lengthy grievance procedure had a number of serious flaws which meant that the employer had behaved in a way which irreparably damaged the relationship of mutual trust and confidence between it and the employee. The employee’s discrimination claim was upheld on the grounds that the treatment she had received from her colleagues had been detrimental and that there was a distinction between the treatment which she had received and the treatment received by R. The employer then appealed.

The employer submitted that the employment tribunal had erred in finding unfair dismissal based on the alleged flaws in its grievance procedure. They argued that:-

§ The tribunal had failed to consider whether the grievance procedure was within the range of reasonable responses available to the employer.

§ The tribunal had been wrong to confine their considerations to the question of whether or not the employee had received different treatment; and

§ The tribunal should have considered whether or not the employee had received less favourable treatment.

The appeal was allowed.

§ It was held that the tribunal had erred by failing to consider whether the employer’s conduct had fallen within the range of reasonable responses available to it when investigating the employee’s complaints.

§ The tribunal had based its decision upon flaws found in the initial stage of the grievance procedure and despite the fact that these flaws had been corrected as the investigation went on, it had still erroneously found that the employer had unfairly dismissed the employee.

§ In addition to this, the evidence before the tribunal, including evidence that R had suffered similar treatment to that complained of by the employee, showed that the relationship between the employee and the two offending colleagues had broken down, and so the behaviour was not related to her OCD.

§ In those circumstances, the tribunal should not have allowed the employee’s disability discrimination claim.

Therefore the employee’s claims were dismissed.

If you require further information please contact us at enquiries@rtcoopers.com or Visit http://www.rtcoopers.com/practice_employment.php

© RT COOPERS, 2007. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.



Source by Rosanna Cooper

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Dinnertime – Balancing the Work / Life Balance Equation

Some time back I did an interview on the importance of dinnertime. It reminded me of the importance of eating dinner as a family in the work / life balance equation so I thought I would post it here as well:

In your view, why are not families sitting down to the dinner table like they did in the 1950s?

Simple; families have allowed themselves to get so busy that they have come to accept that sitting down together for dinner is not a necessity. It all starts with the parents; if they do not sit down together or enforce that the family will be eating together, the family will not do it. Make sitting down together the rule and not doing so the exception.

How does this affect both parents and children?

Dinnertime is a prime opportunity to have a captive audience with your kids and to allow for discussions to develop organically. Not capitalizing on this opportunity means that parents and children miss the chance to connect on both simple topics (how was your day?) And and more complex topics (addictions and sex).

What are your top five tips for creating the perfect family dinner together?

  1. Start early when the kids are young – set the anticipation that the family sits down for dinner together such that the kids see it as the normal thing to do.
  2. Establish a contract – When my kids were little, my wife and kids would eat dinner at 5PM and I would eat later when I got home from work. We had to agree upon a dinner time (6PM) where we would all agree to be at the table for dinner. I had to schedule it in my calendar and treat it just like a meeting; because if I did not make the meeting I would keep my family waiting. Our 6PM dinnertime contract has been in force for years and has worked beautifully.
  3. Turn off the electronics – No TV, iPods, or any other distractions at the table. If Publisher's Clearinghouse calls with a $ 1 million prize then let them wait.
  4. Have some fun – laughing at the dinner table is massive for building relationships as a family. Encourage a bit of goofiness and fun. If kids see dinnertime as a fun time they are more likely to want to do it
  5. Do not be in a rush to leave the table – Before our daughter went off to college my wife and I frequently would sit around the table with her after the meal talking about whatever was on her mind. From our perspective as parents there was nothing more important than giving her our attention and talking about whatever it was wanted to talk about.

What is the most important thing parents should know about eating with their children?

Dinnertime is more than filling your gullet. It is where kids get to observe their parents in a captive environment and establish relationships which transcend well beyond the dinner table. Think about dinnertime as the place where relationships get built and where your words and actions imprint upon your kids.

Is there anything else you think I should know?

This all starts with the parents. If the parents agree that dinnertime is a priority then the kids will see it as a priority. If the parents view the dinner table as a place to build relationships, the kids will participate. If parents make the dinner table fun, the kids will want to be there. Parents need to set the standard and be the example.



Source by Lonnie Pacelli

Posted on

Data Science: The Course That Can Shape Your Career

A CAREER IN DATA SCIENCE: NOT EVERYBODY'S CUP OF TEA

A lot of buzz has been created around the word 'Data Science' and its growing importance in the corporate world. The volume of data streaming into the organizations' warehouses in petabytes (one million GB per PB) and exabytes (one thousand PB per EB) is only going to grow and at a tremendous rate.

Data science is not a fad which will just fade away over time and lose its importance. However, it is going to increase in complexity and will gain much more importance in the near future. Data Science is not an easy course; it is tough and challenging. You may be tempted to give up halfway through the course thinking that you can not do it but the continuous motivation and excellent teaching by professionals will boost your morale and allow you to achieve it for sure. Before taking a data science course, it is important for you to learn what data scientists do and what skills are required to pursue this course.

WHO ARE DATA SCIENTISTS?

Data scientists are regarded as the data specialists who have the technical expertise and skills to deal with the complex problems associated with these large datasets and have the inquisitiveness to solve the problems. They are referred to as data wranglers who, with the combination of statistics, mathematics and technology, try to organize and interpret the data streaming in the organizations' data warehouses. Their analytical powers help them to unearth solutions to business challenges which are hidden in the mass of data.

WHO CAN PURSUE A CAREER IN DATA?

Everyone should know before pursuing a career in data that it is not everyone's forte '. A data scientist needs to love coding and dealing with intense datasets and patterns. Just make sure that the datasets and patterns fascinate you, not intimidate you.

Dealing with numbers should fire you up rather than numb you down.

WHAT NECESSARY SKILLS ARE REQUIRED TO PURSUE A CAREER IN DATA?

From the industry point of view, a data scientist is required to be an expert in the following skills:

a) How to extract and clean data using programming languages ​​like R, Python

b) How to analyze data using statistical techniques and methodologies

c) How to present the analyzed data using tools like tableau

d) Knowledge of analytic tools like Hadoop, SAS etc.

Succeeding in a job as a data scientist is very simple if you possess the right set of skills and follow the right approach. With the right training, no one can stop you from getting a job as a data scientist which, including being challenging, is highly lucrative.

FINAL WORD

Learning the routes of big data and data science will advance your career and have a positive impact on your life, both personally and professionally. The need for data science professionals will not fade in the coming years. In fact, it is expected to show an upward trend in the future. The benefits of such a science clearly explain the magic of the data science profession.



Source by Shalini Madhav

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Quick Repair To A Failing Job Search – Guaranteed!

Too many job seekers find themselves weeks or months past the time when they expect to be hired and started at a solid, career-level, employment position. If that description sounds anything like your circumstances, then pay attention to the following tactics that often jump-start and move ahead a job search onto the employment superhighway.

But be warned, these are strategies not for the fault-of-heart. Mental-focus, self-discipline, dispersion drive, and a large dose of stick-to-it-ness are required to move your career forward with these methods. Too often, job seekers' minds are captured by the hypnotic distress caused when successful letters-of-rejection or, after hours sending out scores of resumes, a string of failed call-backs for job interviews line up to assail job seeker enthusiasm. Do not allow your focus to waver. Use the strategies herein to keep your job search on course and on time.

And by the way, these tactics are not the typical network-with-industry-friends or the visit-a-niche-job-board sort of job search advice. Keep your mind open about these suggestions. These are the same friendly, but to-the-point, approaches that many professional executive search-recruiters use to generate job hires at all levels of employment. Such methods generate job offers – year after year – and they will work for you now, if you stay focused.

Also, to turbo-charge this job search model, you must create meaningful employer-prospect lists that reasonably match the career you pursue, then put those lists to work as you methodically follow the steps below.

A PRIMARY STRATEGY – PAY ATTENTION, NUMBERS, RESEARCH

As you create and decide and plan which job or job title you choose to harvest, remember to collect, correspond and organize as many accurate facts and statistics as you can about your own job history that accurately illustrates your on-job performances relative to key workplace topics that are commonly discussed on your work-floor environment – statistics, such as, percentages of improvement or loss-control on various subjects that highlight your skills and successes; include ratios, comparisons, totals, breakdowns of production, growth margins, projections, and more, as you do not know yet which of those prime-topic-stats will be of keen interest to any particular employer-prospect, so be prolific in this endeavor.

Next, constantly remind yourself that about seventy-percent of all job openings are not posted to any job board, nor even posted or discussed within an employer's own business walls. Nonetheless, the US Department of Labor, Bureau of Labor Statistics, confirms the aforementioned "about seventy-percent" figure, so do not doubt it. And be sure … your doubts of it … will not change the truth of the number, it holds fast since your belief-system.

It is important to note that last observation, and remember it, at least during any job search using the job search strategies reported in this article. In fact, remember to check-at-the-door most previous job search beliefs, they will prove to be massive time and energy wasters; set them aside, especially those concepts that used to yield results but now prove to be impotent; like the rumor that if you send out enough copies of the same resume someone will call back. That may be work for certain entry-level jobs, but not careers. The tactics herein rely on accurate, repeating numbers. The job seeker performing certain numbers of job search tasks in a repeated, methodical manner, without fail, which results always move things forward, towards a real job offer.

For some people, such activities may seem over-the-top – and these strategies do require some unorthodox but friendly snooping around, too, some may say – but not deemed such by any reasonable professional assessment. To secure career-level employment positions, you can not be shy about making direct contact to business operators and employer managers who are not advertising to hire for your job specialty (and do not be too shy to communicate with their associated employees or ex-employees, too), as smart job seekers remember that many of those business operators and employer managers are also known to occasionally hire specialists with your sections of skills – even when there are no obvious job openings available.

So first, you have to find those employer / managers then you have to pick their brains.

THE 2 TACTICS LIKELY TO GET YOU HIRED
In order to get the attention of an employer who is not advertising a job opening, do not simply send a meek inquiry to HR requesting consideration for a job that does not exist. That approach almost always fails.

Instead, (TACTIC # 1) do what most job seekers are not willing to do … customize a special resume for each such potential employer; a resume that specifically addresses, in an unspoken manner, each employer's individual workplace needs, and suggests you as the "superhero" solution to those specific and ongoing areas of business, which each employee / manager agreements could use some swift and measurable improvements – and how your resume statistics prove your ability to perform thusly. Then distribute that resume accordingly, per the steps below.
But how do you do that? How do you discover a business' unspiring hiring needs before you even create and send your resume?

(TACTIC # 2) It's easier than you think. Prior to constructing each custom resume, perform research about each company you choose to pursue – this is serious business so organize and get on with the work ASAP and stay focused or you may lose your nerve to complete the tasks – discover the actual names of decision -people who would approve, or contribute to a decision to, hire for the department or job-title or voluntary specialty that you intend to pursue with each employer-prospect. And in your research, as you discover each business' most urgent workplace hiring needs in your job specialty, you discover exactly which of your job skills and industry experiences to use to create a custom resume, and which related employment statistics may best impress each hiring manager.

To help identify decision-makers and other employees from specific industries and firms, consider to try the public library's business sections, as they are often overlooked – but there are names in print-only industry directories that rarely appear online; yet do not neglect the internet to find industry related contacts in social-mobi systems like Twitter, Facebook or LinkedIn and the others; and do not stop there, use industry and vocational directed online blogs, forums or bulletin-boards or YahooGroups or other such social-net groups, where employees from the companies you have targeted may log-on to discuss related industry activities, or who names and titles appear related to one or another business or public or private system or function which, for whatever reason, made its way online. Run search strings on major search engines to include names of your employer-prospects, any individual employee or ex-employee names that you may have previously unknowled already, and specific cities or states.

Often, results are easy to deliver. When examples arrive into your search-results, click through, read the various entries that best match your job search intentions. And check the history of job posts for each employer-prospect. Go back as far as possible for hiring trends and related job requirements and oft-quoted company benefits, etc.

Whatever you do, do not be intrusive with any inquiries you may make through these channels, this is not corporate espionage, just a job search, so remain professional at all times, maybe make comments in-reply to others' postings, re- tweet with comments, etc. – or, perhaps – wait till you have a good idea of ​​what you may want to contact or reply to first and exactly what you want to say and ask, all the while capturing names, job titles, email addresses, fax and phone numbers and desk-extension numbers, and user names from business groups, social networks and forums you haunt. Those details often lead to obvious decision-makers and other employees within the companies you pursue; and sometimes it leads to companies unfamiliar to you, who later became employer-prospects, too.

Once you are fueled with names, departments and other details, call them. Get them on the phone, if possible, or at least speak with associated groups, Administrative Assistants or personal Secretaries to decision-makers, to ask important questions; inquiries that can confirm the names and titles of the persons that work and manage the areas of business where you seek employment; also, confirm status of any yet-to-be-posted job openings; and ask – hypothetically, if such a job was open, or in the past when the manager was hiring – what would most impress the hiring manager about a job candidate? It's best to get that type of specific job information directly from the hiring-authority whenever possible, but sometimes it is difficult to reach them; so …

Do not be shy about directly contacting actual working employees, including non-managers, in those same departments. Be friendly, not demanding or expectant, explain how much respect you have for the company (by this point you should have already researched each employer-prospect enough to state briefly, but meaningfully, about why you respect them). Tell them why you seek employment there. Ask for advice on the smartest way to navigate a path to a job offer, or tips on which areas of that department could use some help, and about any ongoing business challenges there relating to your areas of training.

Seem too intrusive? It's not. It's only about getting hired. Most people who receive such phone calls, emails, chat or IM messages or those who respond to tweets or comment on postings made previously on that or some other social-mobi system – most of us, worldwide, do not mind to help. So do not be afraid to ask for information.

With such business contact details in-hand, and having identified many of companies to research for the job you seek, begin to customize your resumes for each firm. Again – do not be shy. Use each resume as your professional billboard, so to speak, to highlight your skills and successful experiences in solving specific work-floor issues, and have statistics to confirm it. Then utilize the email addresses, fax numbers and other hiring-agent contact data to release your customized resumes – one at a time – directly to the offices of each firing authority (and / or to the closest contact to them), including HR; later, if things go well, let the hiring manager (s) guide you through HR processing. Prove it to yourself, when you impress the primary hiring-authority, and their associates, with know-how to repair their workplace issues – combined with a teamwork attitude – they draw their own conclusions, without the candidate speaking a word; as workplace performance statistics, confirm your success with similar issues. As you can see, whether on your resume, or cited in a phone call, or in emails, wherever – work statistics illustrate your results as they lend authority to any claims of anticipated performance if hired.

Relative to contacting hiring-prospects … if you follow the processes reported in this article, and you talk and reach out to people in enough businesses – you will find company managers eager to talk to you about a possible job. Typically, no later than the fourth or fifth such serious employer-prospect follow-up inquiry and consequent job interviews, or sooner, incites a job offer made by one or more employer.

So do not give up on this approach to finding gainful, reliable employment. It is proven to generate hires – if you stick-with-it and perform every step in the process. Work this job search model as thoroughly as you will work the very job you pursuit.



Source by Mark Baber