How to Describe Your Typical Work Week in an Interview

How to Describe Your Typical Work Week in an InterviewHow to Describe Your Typical Work Week in an InterviewWhat do you do at work all day? This is a common question asked at job interviews, and its your chance to show that your experience matches the job requirements and that you have the personalqualities the company looks for in its employees. How to Prepare a Response Consider the position you are applying for and how your current or past positions relate to it. Make a list of some of the key tasks you do in a typical work week. Review your list and check off the tasks that match the requirements of the position youre seeking. Focus on those tasks when answering this question. Take a close look at the job description, and make a list of two or three of the qualities the employer seems to be looking for in an applicant. The company may stress organizational skills or someone who gets along well with others. Make sure that your answer to this question emphasizes how you demonst rate those key qualities regularly at your current job. The mora you can connect your past experience with the job opening, the better you will be at answering the question. Tips for Answering You dont want to recite your workday hour by hour. Focus on a few main tasks, and describe briefly how you go about them. If the new job requires someone who is extremely organized, emphasize tasks that demonstrate just how you stay organized. Make your answers as specific as possible by providing real-life examples. For instance, if you say that you work with the sales team to address pressing customer service issues, cite an issue that came up and how you addressed it. If you have a job where every day is very similar, provide a more detailed look at one day, and explain that most days follow a similar pattern. What Not to Say It should be obvious that its not a good idea to talk about non-work related activitiesthat you do on company time, but applicants have been known to chat abou t how they are often late to work or they like to take long lunch breaks to work out at the gym. Sample Answers These samples can give you an idea of the kind of information you need to convey to a job interviewer. During a typical work week, one of my biggest tasks is checking in on my staff and assessing progress on various projects. I like to meet first thing on Mondays to discuss our priorities for the week, then meet again in the middle of the week to check progress, and once at the end of the week to discuss goal setting for the next week. I meet with smaller groups of my staff in the middle of the week to troubleshoot any issues. For example, during a recent mid-week meeting, I noticed one team was a few days behind on a long-term project. I met with the team and, together, we came up with a strategy for increasing efficiency. I also attend a weekly meeting where I present my departments progress to the executive board. On Fridays, I make sure all tasks are completed and Ive sent all the necessary communications via email and in person. Finally, I create a list of priorities for next week. As an in-school social worker, my schedule varies widely every day. I spend most of my time in session with my clients. Typically these are one-on-one counseling sessions, but I also run group sessions. I also spend a few hours of everyday training, observing, and providing feedback for my social work interns. So about half of my time is spent working directly with clients, and a quarter of my time is spent working with my interns. Much of the rest of the time is spent working directly with the school administration, attending and helping run meetings related to student progress and curriculum development. I also have to complete paperwork on my clients, meet with teachers to check in on particular students needs, and set goals for the following week. Most days I get into the office early to make sure everything is ready for our first patients. That includes walki ng the doctor through his schedule and looking through the office scheduling ordnungsprinzip to check for any changes. I do a similar task at the end of the day, responding to any messages in our scheduling system and walking the doctor through the plan for the next day. My duties include assisting patients, both in person and on the phone. I schedule their appointments and help address any issues. Many of our patients call with concerns that I can deal with immediately. The pattern is similar most days of the week, though I also lead a weekly staff training seminar on a variety of topics, ranging from effective communication with patients to new health protocols. I volunteered for that responsibility as a way to improve my leadership and presentation skills.

SXSW 2014 Females in Tech, Big Data, and...Kevin Bacon

SXSW 2014 Females in Tech, Big Data, and...Kevin BaconSXSW 2014 Females in Tech, Big Data, and...Kevin BaconIts hard to miss the vibe of optimism at SXSW Interactive. The annual Austin, Texas festival brings together thousands of technologists, visionaries, founders, and business people to discuss emerging and creative technologies. From the keynotes to the sessions to the sponsored parties, it felt like conversations and ideas were exchanged at the pace and volume of the Internet.I welches a first-time attendee at SXSW Interactive 2014 and represented Simply Hired in one-on-one mentoring sessions for professionals who are seeking jobs or starting companies. It was a rewarding experience for me to share guidance and learn which initiatives and goals are important to others .Two entrepreneurs who are innovating in the employment market particularly impressed me Luciana Caletti, CEO of Love Mondays, which is a website for job seekers in Brazil, and Cara Willis, director of communities for Opportunity Nation, which is a nonprofit that aims to expand economic opportunities for Americans. Check out these companies. Theyre doing great things.Met 5 amazing entrepreneurs marketers in my mentor session today The next gen is going to rock it SXSW14- Kristy Stromberg (kristystrom) March 9, 2014 While there were plenty of notable speakers and presentations at this years SXSW, the concurrent scheduling of sessions and events made it impossible for me to experience it all. But like any good attendee, I absorbed as much of SXSW as possible, and I observed the following themes1. The Rise of the Female CEOLove seeing female founders, CEOs present their startups Go Ansa, Omlet.me SXSW14 SXSWAccel - Kristy Stromberg (kristystrom) March 8, 2014Its a well-known fact that men outnumber women in leadership positions in the tech industry. But various reports indicate the gap is narrowing, and SWSX was a real-world example of this. Female speakers were equally represented in the ses sions I attended, and at least half of the founder pitches I watched were women. As a woman in tech, I was encouraged to witness these instances of the closing gender gap. Even more importantly, witnessing the rise of the female CEO seemed like a natural evolution rather than a forced effort. Yes, we need more women in tech and leadership roles. Like anything, this progress must be fueled by earned efforts.2. Personalized Data is Ready For UsBut Are We Ready for Personalized Data?Big Data is showing up in more places thanks to amazing advances that continue to emerge through genome mapping, health monitors, wearable fitness devices and more.While everyone agrees Big Data presents a myriad of opportunities for businesses, the issue of personal privacy was a major concern. Speakers in several sessions indicated that consumers are not comfortable with their data being tracked (especially by the government), yet they want more personalized advertisements and offers from companies. It re mains to be seen how this tension will play out, but I think opt-out options, accurate personalization that adds value and transparency from businesses will assuage consumer privacy concerns over time.To learn more about the Big Data discussions at SXSW, I recommend the following reading23andMe founder talks personalized genetic dataSXSW features social apps preaching the joys of anonymity3. The Sharing Economy Takes P2P to the EnterpriseThe Sharing Economy 2.0, sharing is the new buying, disrupt w delightful e2e, faster, cheaper, easier. sxsw14 pic.twitter.com/LsK6Qow4NJ- Kristy Stromberg (kristystrom) March 8, 2014The sharing economy has evolved from P2P (peer-to-peer) sharing of content through social networks to sharing personal property in a commercial context. Weve seen successful businesses modeled after this new sharing economy in the form of home-renting company Airbnb and on-demand driver company Lyft. One emerging company leveraging P2P sharing is LiquidSpace, which help s businesses offer flexible locations as an employee recruiting and zurckhalten strategy. LiquidSpace also enables companies to rent shared space rather than buying or renting properties.The collaborative economy is still a nascent movement, but if SXSW is a bellwether for important tech trends, expect an increase in startups looking to capitalize on P2P sharing.On Kevin Bacon and SerendipityWhat would SXSW be without celebrities? I was especially delighted to hear a panel discussion with Kevin Bacon and entrepreneur Brian Turtle, who invented the Six Degrees of Kevin Bacon, which is based on the theory of six degrees of separation.Bacon said at first he was horrified by the concept, which he thought was a giant joke at his expense. Eventually the actor embraced the concept as an opportunity to create good based on the serendipitous discovery of connections. After his change of heart, Bacon launched SixDegrees, a nonprofit organization that connects grassroots charities and celebrit ies to raise money for good causes. To date, the organization has raised more than $5 million dollars.I wasnt sure what to expect as a first-time SXSW attendee. Now I understand what people mean when they say the event is something to be experienced. While many articles and live feeds are available for those who cant attend, the live experience- the energy, the frenetic exchange of ideas, the inspiring talks- is something everyone should experience at least once.Read Related ArticlesGet Ready for the 21st Century Workplace

Dont overlook these job-search necessities

Don’t overlook these job-search necessities Don’t overlook these job-search necessities How setting specific goals and reading job descriptions can save you hardship in your career search.Can you think of people in your personal life who seem to be their own worst enemies? You know the ones - you may even be one. They’re the folks who have grand plans that never seem to come through… and for whom failure feels like a mystery or bad luck. But looking in from the outside, you have a pretty clear view that it’s actually due to their own personal failings and lack of knowledge on what needed to be done.When it comes to finding a job, plenty of people carry over that same unproductive tendency. When job searches simply don’t gain steam, most recruiters can tell you that it often boils down to one thing: the bad habit of never setting a firm, specific job goal.What’s the big deal about specific goals?In your job search, time is money and energy and happiness all rolled into one - both present and future. The importance of setting a specific, firm goal for your job search is about using your time in the most productive way possible. If you go into your search with a goal of “being in marketing,” you are going to waste time applying to jobs and companies that in no way align with what you actually might enjoy doing. The role of “communications associate” for an industrial safety services firm is 180 degrees removed from “marketing specialist” at a digital publishing company.There’s keeping your options open, and there’s being realistic about where you will not only be happy, but also further develop the skills that will serve you best down the line. You’ll also avoid some of the mental stress when application after application gets ignored.Let job descriptions guide youOur marketing and sales recruitment teams at KAS Placement always notice that the most focused job seekers are the ones who utilize our job descriptions as their main resume-writing guides. By reading a job description closely and matching each and every resume you send out to that description, you get a feel for how well you realistically might be able to step into the position; and you take the opportunity to immediately and quickly communicate that to the recruiter or hiring manager.Our sales headhunters tend to see that an in-depth reading of the job description also allows job seekers to get a feel for the company itself and whether they fit its culture. Then, by following the language and energy in the description, the job seeker can leverage that knowledge to alter their resume keywords and highlights and tailor the cover letter with mirroring language.People are drawn to those whom they perceive to be on the same wavelength, and demonstrating this immediately in your job application dramatically ups the odds of achieving an interview.The siren song of one-click applicationsIf it sounds like the above makes it harder to just shoot over your resume to every LinkedIn or mobile one-click application you come across, it’s because thi s is absolutely supposed to be harder than that. The exception is graduates from the Ivy Leagues who can one-click-apply all over LinkedIn and will likely get a quicker response than you will â€" unless you have a dead-on, perfect resume.So as applications flood in with inappropriate, one-click resumes, employers get more and more likely (at least in the short-term) to pursue applicants who may not end up interested in the job or company anyway because they’ve one-clicked their way through tens, if not hundreds, of jobs.What this means for you is that you must steer clear of the lure of the too-easy application process. Don’t get lazy and break the rule about tailoring each and every resume and cover letter you submit.In the endIt’s human nature to lose steam when you feel like you’re going endlessly uphill, and it’s human nature to get energized by even a small success. Set yourself up for the latter by holding yourself to a firm goal for your job search, and following th rough on the necessary steps to achieve that goal. It won’t be smooth sailing the whole way, but if you hold yourself accountable to specific goals instead of being your own worst enemy with no sense of direction, you’ll have an easier time finding the right job.

How Much Should Recruiters Trust a LinkedIn Profile

How Much Should Recruiters Trust a LinkedIn Profile How Much Should Recruiters Trust a LinkedIn Profile While it is a powerful deterrent to profile embellishment, this fear of public exposure is not a complete deterrent and recruiters should exercise some caution. According to  a study by ICM group (reported in PersonnelToday) 9 percent of those who claimed to have an up-to-date LinkedIn profile said that they had embellished their career achievements on their profiles. LinkedIn is still more trustworthy than a resume But, while this is a concerning issue which suggests that recruiters should continue to be wary about the integrity of the data in a LinkedIn profile, LinkedIn profiles appear to be much more trustworthy than resume data based on the results of an AOL Job survey, which found that 25 percent of people say they have lied or embellished the data on their resume. So, to answer the question of whether a recruiter can rely on a LinkedIn profile, it seems that while they are not perfect, they can be relied upon much more than a resume Is the LinkedIn profile data current? The ICM research showed that approximately one third of profiles were up to date with the remainder being out of date or not used. So, the survey suggests, that despite LinkedIns great efforts to encourage users to update their online profiles, recruiters should not have an expectation that LinkedIn profiles are up to date â€" as most will be out of date. This means that recruiters will  need to check with the candidates or ask them to update it or provide them with an up-to-date resume, before acting on it. How much should recruiters trust LinkedIn recommendations? The integrity of recommendations was also called into question by the survey results as they found that 10 percent of LinkedIn users asked someone to recommend them on the basis that it would be reciprocated, e.g. not because they might ordinarily recommend them. This serves to devalue the recommendations somewhat. What they also found was that 7 percent of those surveyed had written flattering or exaggerated recommendations as a favor to a connection. So, I think that recruiters should take a critical view when considering recommendations, which goes beyond simply counting the number of recommendations and the number of mentions of the word excellent or driven (I am sure none of you would ever dream of doing this). I suggest that recruiters take a look at the quality of the referee and put more faith in references from superiors rather than colleagues who may be less willing to do favors for subordinates. Also, put your faith in recommendations that talk about specific projects, dates and outcomes within a specific context rather than those that offer no context to the recommendation. Can you trust the size of the network? The survey also found that 30 percent of users were happy to accept a connection request from someone they didnt know and 16 percent send connections to people they have not met. This is not a problem in itself, (if done within the rules of LinkedIn), as you may be looking to make a connection in the legitimate pursuit of an opportunity. But it does mean that the size of the network may not bear any relation to the quality of the connections, e.g. how actionable is that network, e.g. a member with 200 well selected connections may have a more powerful and actionable network than a member with 1,000 very shallow connections. So, in jobs where connections may matter, e.g. sales jobs, recruiters might want to examine an individuals network with a fine toothed comb to look for relevance and quality of connections. Ideally, a majority of the contacts that you see should have professional relevance to the profile member your are assessing. Another clue is to check their updates and see how many connections they have picked up that day. If you find that they have made 50 connections that day you might question what the actual quality of those connections, e.g. are these really strong sales leads or prospects? (Note, there is nothing wrong with making 50 connections a day, but I think this kind of connection building is more relevant to those wishing to build an audience for regular, light touch news updates and maybe not for consultative business relationships.) I am in no way questioning the importance and centrality of the LinkedIn Profile to the recruitment process, (I rely on LinkedIn) because it is a very powerful recruitment tool, but like resumes that came before it, it is not a flawless screening tool, and recruiters should be suitably vigilant and cautious when using it.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. We're SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career.

12 Companies Offering Student Loan Forgiveness Hiring Now

12 Companies Offering Student Loan Forgiveness Hiring Now 12 Companies Offering Student Loan Forgiveness Hiring Now Agonizing over student loans? You are not alone - in 2018, Americans owed over $1.48 trillion in student loan debt according to Student Loan Hero . While that statistic may prompt hyperventilation, it has also motivated companies big and small to offer the next popular employee benefit: student loan repayments. Employers see relieving this financial burden as an opportunity to attract talent and retain employees, especially millennials and Gen Zers. Read the ins and outs of 12 student loan forgiveness programs for popular companies. The book publishing company reimburses employees $1,200 annually for student loans, with up to $9,000 available in subsidies. CEO Markus Dohle explained to Cision , “With this new benefit for our employees, we have another opportunity to live up to our mission and help our employees invest in their futures while also making Penguin Random House a happy, productive, and rewarding place to work.” Hiring For: Creative Marketing Services Director, Full Time Warehouse Associates, V.P. of Facilities, SEO Executive, Customer Service Advisor & more. What Employees Say: “Terrific benefits, autonomy on projects, and great growth opportunities.” The health insurance company matches employees’ student loan payments up to $2,000 annually, offering $10,000 of total assistance. “By helping ease their financial burden, our employees can better focus on our mission of building a healthier world,” says chairman and CEO Mark Bertolini . Hiring For: Business Program Manager, Case Management Coordinator, Engagement Specialist, Customer Service Representative, Senior Project Manager & more. What Employees Say: “Pay and benefits are good. Opportunity to work remote. Coworkers are friendly and work culture is positive.” Live Nation matches $100 of student loan payments a month for employees, with a maximum of $6,000 in repayment. Live Nation’s Chief Human Resources Officer Nadia Rawlinson told CBS , ““It’s new, it’s innovative and it gets out at helping employees realize their life goals, not just professional goals.” Hiring For: Director of Sponsorship Sales, Senior System and Business Analyst, Digital Planning & Strategy Planner, Special Events Intern, Assistant General Manager & more. What Employees Say: “Great perks and excellent benefits! Casual dress and everyone feels like family.” Fidelity’s student loan assistance program, which provides up to $10,000 for employees over five years, was so successful that the company created a larger program to help other employers offer loan repayments . “As a firm, we continue to support efforts to make student loan debt easier to understand and less of a burden on today’s workforce,” Fidelity said on their website . Hiring For: V.P. Wealth Management Adviser, Alternative Investment Representative, Portfolio Services Senior Manager, Vice President â€" Sales, Financial Consultant & more. What Employees Say: “Awesome benefits, comfortable working environment. Great leap program if you are college graduates.” Since Millennium Trust launched their student loan repayment plan, 20 percent of employees have joined the program. “We wanted to create a benefits program aligned with our employee base,” John Samaan, senior vice president and head of human resources, told Investment News . The company did not specify what amount it offers in repayment. Hiring For: Application Developer, Account Administrator â€" Incoming Transfers, Accounting Manager, Senior BizTalk Developer, Communications Specialist & more. What Employees Say: “Millennium has great benefits and competitive compensation. Opportunity here for hard workers is endless.” Natixis provides its employees with up to $10,000 of student loan repayment over 10 years. “Today’s student loan burden is tomorrow’s underfunded retirement problem, so it is imperative for companies to join with policymakers, educators and employees to address this critical issue,” said John Hailer, CEO of Natixis Global Asset Management in the Americas and Asia, in a press release . Hiring For: Bank Petroleum Reservoir Engineer, Investment Strategies Analyst, Junior Equity Trader, Data Scientist, Financial Controls and Compliance Supervisor & more. What Employees Say: “I had an awesome experience working at Natixis Bleichroeder. The people were great and the environment was family friendly. I truly enjoyed my job.” CommonBond is in the business of student loans which explains why their own employees receive one of the best loan repayment plans in the game. The company gives $100 a month to employees’ loan payments with no limit , meaning contributions continue until debts are fully paid off. The company credits the benefit for helping employee retention and recruitment, saying on their website , “In just one year, we have seen a material impact on our ability to on attract and retain employees.” Hiring For: Community Marketing Manager, Director â€" B2B Marketing, Software Engineer, Director of Infrastructure, Technical Program Manager, Associate Product Manager & more. What Employees Say: “Great co-workers. Company is full of high achievers but people are collaborative. Company works to create a good culture.” PricewaterHouseCoopers states   on their website,  â€œWe want to make sure you get your career off to a financially healthy start.” That’s why the company provides $1,200 a year towards employees’ student loan payments, with up to $10,000 of subsidies. Hiring For: Audit/Assurance Experienced Associate, GHRS CTA Director, Tax Senior Associate, Marketing Risk Model Senior Analyst, Energy â€" Operations â€" Senior Associate & more. What Employees Say: “The company has great benefits, great learning experience and clients to help you start your accounting career.” When SoFi announced they had funded over $1 billion of student loan refinancing, they also launched student loan repayments for their employees of $200 a month, with no yearly cap. SoFi says on its blog that “We’re proud to be one of the first companies in the country to offer such a perk.” Hiring For: Office Coordinator, Executive Assistant, Site Leader, Associate Web Producer, Corporate Development Associate Director & more. What Employees Say: “Great pay and benefits. Great perks. The fully paid health care benefits and student loan pay off assistance is second to none.” Abbott offers a unique solution to employees trying to both pay their student loan debt and save for retirement. For employees who are contributing 2 percent of their paycheck to student loan payments, Abbott will contribute a 5 percent match to their 401k savings. “Our employees have invested a lot in themselves to earn their way into Abbott, and we don’t want student loans to prevent them from beginning to save when time is on their side,” said Steve Fussell, executive vice president of Human Resources, on the company’s website . Hiring For: Technical Writer, Training Manager, QA & RA Manager, Coronary Clinical Specialist, Staff Quality Systems Engineer & more. What Employees Say: “Wonderful company with superior benefits, and a stock that appreciates and good dividend. CEO is excellent.” The car dealership company recently announced they would contribute up to $1,000 a year to paying employees’ student loans. Carvana did not specify if there was a maximum to their repayment plan. Hiring For: Buyer, Truck Driver/Vehicle Transporter, Associate Director â€" Marketing Operations, Production Team Member, Recruiting Coordinator & more. What Employees Say: “I’ve been with this company for 2 years now and what I love most is the pay, the great benefits, and the fun work environment.” Peloton recently partnered with student loan repayment benefit company Gradifi to offer its employees $100 a month towards their student loan repayments. Gradifi’s Vice President of People Amy Stoldt said on their website , “Peloton understands the strategic benefit of providing a differentiated employee benefit that also assists in attracting and retaining employees in today’s competitive environment.” Peloton did not specify if its maximum repayment. Full-time employees are eligible to have the remainder of their student loans forgiven after working at a public service job for 10 years. To qualify, employees also must have completed 120 monthly student loan payments. Hiring For: Physician â€" Chief of Gastroenterology, Program Analyst, Pulmonologist, Psychiatrist, Branch Manager & more. What Employees Say: “Dedicated, hard-working individuals. Flexible workplace with a  commitment to promoting a  balanced lifestyle.”

Intellectual Property Law and Copyright Protection

Intellectual Property Law and Copyright Protection Intellectual Property Law and Copyright Protection Intellectual property law mostly involves copyrights, patents, and trademarks that are used to legally protect the output of all kinds of creative people. The right of publicity, which involves protecting the image and name of a person, and trade secrets, which are sensitive pieces of business information that a competitor might want to exploit for its own purposes, also fall under the umbrella of intellectual property law. According to the U.S. Copyright Office (USCO), a copyright can be used to prevent someone from copying or using without consent the following types of artistic endeavors: Literary worksMusical works, including any accompanying wordsDramatic works, including any accompanying musicPantomimes and choreographic worksPictorial, graphic, and sculptural worksMotion pictures and other audiovisual worksSound recordings, which are works that result from the fixation of a series of musical, spoken, or other soundsArchitectural works Those broad categories can be broken down into more-specific examples such as poetry, streaming audio, and video, video games, paintings, and software code. The creative work must be published, on paper or electronically, or otherwise fixed in a tangible form of expression. That could mean a recording of a dance performance or a sculpture that has been constructed based on an artists sketches. What Does a Copyright Grant the Owner? The USCO says a copyright gives the owner the exclusive rights to: Reproduce the workPrepare derivative works based upon the workDistribute- by sale, rental, lease, or lending- copies of the work to the publicPerform the work publicly (if applicable)Display the work publicly (if applicable)Authorize others to exercise these exclusive rights, subject to certain statutory limitations What Doesnt Copyright Protect? A copyright cant be used for something intangible, such as a story a woman tells her grandchildren over lunch thats overheard by a writer of short fiction whos sitting at the next table in the restaurant. Titles; pseudonyms; company, group, or product names; and advertising slogans cannot be copyrighted, though they may be protected in some other way, such as by a trademark. The specific design of a logo for a company can be copyrighted, but the name of the company can legally be used by others in a different way. Copyright does not protect ideas- only the form of expression of an idea. If you write a book about how to make millions in the foreign exchange market, someone else can write another book about that same idea; they just have to use their own words instead of yours. Plots- a person falls in love with someone, loses that someone, and wins that someone back- cant be copyrighted. Neither, according to LegalZoom, can facts, common or public information, government publications, lists of ingredients (though the text of a recipe describing how to use the ingredients to prepare the particular dish can be), the text of laws and court opinions, typefaces, or the design of everyday objects like scissors. Multiple Creators and Works Made for Hire Copyrights are more complicated when there are multiple creators or someone is hired to make a creative work for the person who will own the copyright. According to the USCO, when two or more people collaborate on a unified project, they are joint authors and neithers contribution can be separated from the work. If multiple people contribute to a collective work made of distinct parts, each authors contribution and copyright are distinct from the copyright ownership for the entire work. When a work is made for hire, the person who created the work relinquishes copyright to the hiring party either because the person 1) is employed by a company to create copyrighted works for it or 2) has entered into a contract with a company or individual to create the work. Should an Owner Register Their Copyright? Copyright automatically applies to your creative work as soon it comes into existence and is fixed in a tangible medium. However, LegalZoom recommends registering your work with the USCO for several reasons. Ability to Sue for Copyright Infringement: The Copyright Act of 1976 requires copyright owners to register with the USCO before they can file an infringement suit in federal court. Proper Public Notice of Copyright: Registration establishes a public record of a copyright and prevents someone from claiming they were unaware a work was copyrighted. Registration also enables the author to use the word Copyright, the copyright symbol ©, or the abbreviation Copr. on their work. Damages and Attorneys Fees: If you register your work before someone infringes on your copyright, the infringer can be liable for both statutory damages and attorney’s fees. If you dont register your work, the infringer can be liable only for actual damages and profits. Prima Facie Evidence and a Permanent Record: Your registration certificate from the USCO is  considered to be prima facie evidence of the validity of your copyright. That means, in the event of a trial, the infringer must prove they have some legal right to the work. Registration also provides a permanent record of your copyright, and the certificate can be duplicated by the USCO if it is lost or destroyed. The certificate can also be given to the buyer of your copyrighted work of art or passed on to a beneficiary after your death. Royalty Payments: In the case of recorded music, registration enables you to collect royalty payments from those who make authorized use of your works. Can Copyright Be Transferred? A copyright owner can transfer some or all of their rights to another party by a written agreement. If the original owner chooses, they may later terminate the transfer. How Long Does Copyright Protection Last? For works created by a single author on or after January 1, 1978, copyright lasts for a term of 70 years after the author’s death. In the case of multiple authors, the copyright lasts until 70 years after the last surviving author’s death. For works made for hire or anonymously or pseudonymously, copyright lasts for a term of 95 years from publication or 120 years from creation, whichever is shorter. For works created and published or registered before January 1, 1978, copyright lasts until at least December 31, 2047.

Four simple ways to succeed in panel interviews

Four simple ways to succeed in panel interviews Four simple ways to succeed in panel interviews Sometimes, you get a single interviewers. And sometimes, you get several, all at once: you’re in a room with what seems like the whole company, all of them staring at you.Stepping into a panel job interview where executives are eager to  pepper you with rapid-fire questions can be a tremendous challenge, and it’s perfectly normal to feel intimidated by the process. Taking specific steps can help you feel more ready for a situation where you have to sell your experience to not just one person, but two, three, four, or maybe even five.Here’s how to handle situations where your introduction to an organization is nothing like a one-on-one meeting.Do your research beforehandYou can never learn too much about a job interview upfront.  A Monster article provides insight on how to avoid being ambushed during one, saying that you should figure out the interview format, and the recruiter in charge of the process can most likely let you know in advance. Identify the interviewers and lengt h of the session if you can, because you can mold your responses  more effectively when you know what to expect.The piece says to keep in mind that “no matter how uncomfortable the interview situation- you are there as a professional to learn just as much about them as they are eager to learn about you.”All good advice, if you can get the information. But what if you don’t know what you’re walking into well in advance?Then you need some general guidance that can help you. First, be confident: part of the purpose of a panel interview is to make sure you won’t wilt in a group. The best way to keep this confidence is to remember that the panel is a collection of humans, just like you: individuals with varying career and life experiences who are curious to learn more about you. Be sure you’re fully prepared on the company and its background, as well as its executives - all of which should be information that’s publicly available.Don’t get too caught up in a flurry of que stionsIf you appear flustered, out of breath, or panicked, it will work against you.When it seems as if a thousand people are asking you questions, try to hold your ground as best you can on each one. Make space for your thoughts. To do that, repeat each question back if you need to check that you understood it correctly: “To make sure I understood correctly, you’re asking what the 5-year plan for revenue would be if I were in charge? Did I get that right?” Then, proceed calmly and rationally.Remember that good answers are better than fast answers. A PayScale article explains why you should “pace your answers,” saying that the fact that there are a ton of questions from multiple interviewers doesn’t entitle you to “incomplete” responses. It recommends being comprehensive and calm in your answers, then moving on to following one; not disregarding anyone questioning you and requesting “clarification” if you need to hear a question again. It also says to watch every one when responding to one person’s question.Don’t obsess about body languageIt can be tempting to overload your brain trying to figure out who in the room likes you and who doesn’t.A Lifehacker article features insight from Hannah Morgan, job search strategist and founder of  CareerSherpa.net.The article says that in terms of attention, you might want to  prioritize people who are receiving you well,  but Morgan says to “focus” it on each person present. The article continues, saying you need to “win over” the who don’t seem to be buying it during the session, and that when responding to one interviewer,  you should lock eyes with the others to see how they’re reacting to what you’re saying.A word of caution: try not to openly target most of your responses at people who seem to “closed” in the room in order to win them over. Doing so can appear desperate for their approval and attention- which will take away from the confidence you’ll need to project.Donâ €™t get flustered by how you think someone feels about youBut remember: just because someone is smiling doesn’t mean they like you, and just because someone isn’t responding enthusiastically doesn’t mean they don’t. Keep an eye on major body-language red flags like rolling eyes or disdainful expressions, but don’t make too much out of the rest. Instead, hold your ground and remember what you bring to the table.Remember that you could be reading someone’s body language wrong, so don’t exhaust yourself trying to decode every single expression that flashes across their face as you talk.Also, everyone may not react positively to what you say, so don’t forget that you can’t always please everyone. Especially in a job interview, you should make sure you’re reflecting your true thoughts and philosophy of work. If you bend yourself into what other people want you to think, it could cause misunderstandings down the line.Give interviewers a reason to remember your name aft erwardThank each interviewer for their time with a well-executed thank-you note. After all, nothing in the job hunting process is guaranteed, so it’s important to remember that each person on the panel took time out of their day and their responsibilities in order to thank you.Keep it concise, friendly and make a personal connection.  Failing to write a thank you note is a missed opportunity to show the interviewers you’re serious about the job.There are steps you can take before, during and after panel interviews to come out on top.