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Hello, everyone! For our new subscribers, my name is Anna Tulchinsky and I am the editor of this newsletter as well as all other stuff that gets published on the PulseHR website. If you find this newsletter interesting and helpful, feel free to forward it to your friends and colleagues who are looking for a job and encourage them to subscribe.
Issue 17
May 06, 2003
C O N T E N T S:
1. Health related goodies
2. Get time on your side or how to be more productive
3. Why you need to know the rules of linguistic subordination and how to use them for your advantage
4. Interesting links
5. Conference announcement
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Health related goodies
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· Asthma Therapeutics: New treatment options and emerging drug discovery targets
From 1980 to 1996, the number
of Americans afflicted with asthma more than doubled to almost 15 million, with
children under five years old experiencing the highest rate of increase. The
steady rise in the prevalence of asthma constitutes an epidemic, which by all
indications is continuing. Even if rates were to stabilize, asthma would
continue to be a profound public health problem, responsible for 9 million
visits to health care providers per year, over 1.8 million emergency room visits
per year, and over 460 thousand hospitalizations per year. As well as placing a
considerable burden in terms of direct medical costs, asthma is one of the
leading causes of work or school absenteeism. In 1990, the annual cost of asthma
to the U.S. economy was estimated to be $6.2 billion, with the majority of the
expense attributed to medical care. The epidemic in the US is representative of
many developed countries.
·
Personality changes throughout life
People's personalities are not set in stone by the age of 30, contrary to popular and professional beliefs, new research suggests. In fact, the old adage about people becoming wiser with age may hold some truth, according to the US study, which examined five major personality traits.
Sanjay Srivastava and colleagues surveyed over 130,000 people on key personality traits known as the "Big Five": conscientiousness, agreeableness, neuroticism, openness and extraversion. These traits are not dependent on factors like mood, says Srivastava, now a psychologist at Stanford University, California.
Many psychologists believe these five key characteristics are fundamentally genetic and do not change or change only slowly after 30. But the research suggests that not only do people continue to change after this milestone, but in some ways they change more.
"We found a mixture of different patterns of how people change," Srivastava told New Scientist. "On average people were getting better at dealing with the ups and downs of life. In particular they were more responsive and more caring [with age]."
· Severe Acute Respiratory Syndrome (SARS)-multi-country outbreak - 7 May 2003 Disease Outbreak WHO Report
Update on cases and countries: As of today, a cumulative total of 6903 probable SARS cases and 495 deaths has been reported from 29 countries. This represents an increase of 186 new cases and 17 deaths compared with yesterday. The new deaths occurred in China (5), Hong Kong SAR (11) and Taiwan (1).
Case fatality ratio: WHO has today revised its initial estimates of the case fatality ratio of SARS. The revision is based on an analysis of the latest data from Canada, China, Hong Kong SAR, Singapore, and Viet Nam. On the basis of more detailed and complete data, and more reliable methods, WHO now estimates that the case fatality ratio of SARS ranges from 0% to 50% depending on the age group affected, with an overall estimate of case fatality of 14% to 15%. The likelihood of dying from SARS in a given area has been shown to depend on the profile of the cases, including the age group most affected and the presence of underlying disease. Based on data received by WHO to date, the case fatality ratio is estimated to be less than 1% in persons aged 24 years or younger, 6% in persons aged 25 to 44 years, 15% in persons aged 45 to 64 years, and greater than 50% in persons aged 65 years and older. A case fatality ratio measures the proportion of all people with a disease who will die from the disease. In other words, it measures the likelihood that a disease will kill its host, and is thus an important indicator of the severity of a disease and its significance as a public health problem. The likelihood that a person will die of SARS could be influenced by factors related to the SARS virus, the route of exposure and dose (amount) of virus, personal factors such as age or the presence of another disease, and access to prompt medical care. Many factors complicate efforts to calculate a case fatality ratio while an outbreak is still evolving. Deaths from SARS typically occur after several weeks of illness. Full recovery may take even longer.
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Get time on your side or how to be more productive
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We all have the same amount of time to get things done, so why do some people manage to tick off everything on their to-do list, while others scramble from one thing to another without accomplishing anything meaningful? The difference is in the planning, says Elizabeth Verwey, president of HomeOffice Mentors, a Toronto consulting company. "Time management is like putting together a jigsaw puzzle," says Verwey. "With some thought and creativity all the pieces will eventually fit."
Of course, gaining better time-management skills is not an end in itself. They are a tool to realize other goals, says Verwey. The key to achieving those goals is to break them down into small, manageable steps.
Here are Verwey's tips to help you get a better grip on your day planner:
·
Plan your
time in advance.
For starters, figure out what jobs you need to do to run your business and
schedule those commitments. Remember to set aside time for administrative
duties.
·
Pencil in
other activities, such as a morning exercise class, or homework with your child.
Keep in mind that interruptions will happen -- phone calls, meetings and e-mail
-- but with a written agenda, at least you'll know what you have to do and when.
·
Analyze how
you spend your time now.
Divide your day into
bite-sized blocks and after each block take a few minutes to record each
activity you do.
·
Identify
the tasks you procrastinate and develop strategies to overcome them.
For example, spend the first 15 minutes of every day working on these tasks.
·
To free up
time, consider which jobs you can postpone, delete or delegate.
·
Focus your energy and concentration on completing one task at a time.
You can often complete a job
in 20% of the time it would take when you're distracted.
· Finally, inject a little fun in your life. Reward your productivity with little bonuses such as a weekly massage or an afternoon off.
By Jennifer O'Connor (source: Canadian Profit Magazine)
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Why you need to know the rules of linguistic subordination and how to use them
for your advantage
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First of all, my apologies for the delay with this issue. It was supposed to come out last Tuesday. I have no excuse, other than being very busy over the last two weeks [I wonder, did anyone notice?…]
To begin, I’d like to say that this is a very delicate topic, so please allow me to have an introduction, before giving you any specifics.
Despite an overwhelming number of books, websites, newsletters, and seminars devoted to the ritual of a job search, many of us, recruiters, continue to encounter poorly presented job applications and resumes on a daily basis. In fact, 90% of them are poorly presented.
To have a good strategy, as a job seeker, you need to start by evaluating your situation in terms of the current market demand. If you are a physician or a nurse, then you probably don't need to worry about your cover letter and resume too much. But even in this case, it never hurts to look professional.
If you are, however, a software designer or a social worker, you need to understand that your situation is more difficult, because the market demand for people with your skills is currently very low while the competition is extremely high. No matter how good you are, there are many others just as good or maybe even better, and you all are applying for the same jobs.
If you belong to the second category, then you definitely need this newsletter! In order to succeed, you need to make yourself noticeable, you need to stand out from the crowd, and you need to do it in a socially acceptable way - and it is quite a challenge. It is much easier to write a crazy cover letter, set your email background to purple or send techno music with your resume. This will make you standout no doubt! But your results will be the opposite from what you want!
You need to stand out from the crowd while remaining part of it, so to say. You need to attract attention to your personality while following the typical business conduct. You need to appear different while acting like everyone else. And this is not easy!
What are the things you need to know, apart from the typical job search mantras, such as don't be late, write a good cover letter (and yet, so many applicants fail to do that!), dress officially, make eye contact, etc, etc.? On of the most important things a job seeker needs to follow is what I would like to call a *power* distribution between participating parties.
As the most important thing, job seekers of the second category (those whose skills are not in high current demand) first and foremost must identify an old-fashioned concept, i.e. "who is the boss". That's right, every social situation will have a *boss*. In your job search, your potential employers (including their receptionists, secretaries, etc.) are the BOSS for you and you must treat them respectively.
It sounds obvious, I know, but in reality, the majority of job seekers fails to understand this and as a result, they do not get to the top of the list when it comes to interviews. Given that a typical work environment in North America is quite relaxed and democratic, job seekers mistakenly equate this *work* environment with *out of work* environment and follow the same rules of business conduct in both situations.
As a result, when they speak with the receptionist, they do not make an extra effort to be nice and pleasant; when they send their application, they do not make an effort to write a good cover letter; when they follow up...they often don't follow up at all *waiting* for employers to contact them!
When they write a cover letter, they put a few paragraphs together talking about themselves, thus leaving it up to employers to figure out how their background would "fit" the job in question; they don't care to include a nice greeting and concluding line; sometimes they even make demands and tell employers what to do: "feel free to contact me". Well, this is all fine and perfectly acceptable in every day life, but if you have been out of work for a long time and really need a job, don't just tell your *boss* to feel free to contact you!
To help you understand my point, here are a few examples, all taken from real life:
- Hi, I am such and such. I am applying for a position of this and that. This is what I have (skills follow) If you need a person with my skills, feel free to call me at... [a voice mail message]
- I sent you my resume a few days ago, but have not heard back from you. Please give me a call back, even if this position is no longer open.. [a voice mail message]
- For the last few years I have been helping people with computer problems. [Then comes two long paragraphs of text with little relevance]....My computer skills are outstanding...Call me for an interview... [from a cover letter].
I'd like to repeat that all this is all right and acceptable in a regular work setting. Nothing is wrong with that, except...except that these people ARE NOT in a regular setting; they are in great need and in a disadvantaged situation (extreme competition and no demand for their skills!). Their main mistake is a failure to acknowledge this fact and adjust their job search strategy accordingly.
To adapt, job seekers need to accept and acknowledge that *power* (control over decisions which affect your life) belongs to the other side. This is the first step.
Once you accept this fact, you will no longer be upset that employers don't call you back (you are one of many!), that your messages are not returned, etc. Your employers are busy and they structure their activities by their priorities and, unfortunately, job applicants are never on the top of the list. Imagine receiving 400 applications for one position and then replying to all of them...?
The second step is to proactively acknowledge and show respect to this power. And this is where most problems reside.
To put it simple, you would not talk to the President of the country the same way you would talk to your cubicle neighbor. Everyone agrees? I surely hope so. In this example, the two parties, the president and the neighbor, are on the opposite ends of the social scale, and that's why the power misbalance is so apparent here. In the job application situation, however, the participating parties, i.e. the employer and the job applicant, are not so removed from each other, and as a result the power distribution is more subtle. But it is still there! Your potential employer is still the boss and you should treat them as such!
Ok, enough theory. Let me give you some practical tips of what not to do, if you belong to the second group, the group of disadvantaged job seekers (others don’t need this newsletter). Please note that this list includes just a few important things:
This will NOT be
in your favor.
Instead, follow up with a phone call (unless it was indicated not to
call). Say that you are calling to follow up on your job application for such
and such position.
Your sister will probably be interested in anything related to you. Not so your potential employers. Instead, write a cover letter which will be of high relevance for the job you are applying.
There was a reason for which the request not to call was included in the job posting in the first place, so respect it.
Instead, you can show up in person (and be nice, really nice!).
At the end of your voice message, say that you will call yourself again. But do leave your phone number! It is only polite to do so.
These people are very busy and work very hard; they cannot possibly follow every single inquiry in person, especially from job seekers (there are so many of them!). These people do not get paid for helping you with your job search. If you want them to tell you when the manager is going to be in (they absolutely don't have to do that!), be nice to them and treat them with respect.
Make sure you explain who you are and what you want right from the start. Do not make them guess and ask you questions to figure out what you want.
In that, do not end the conversation with your potential employers, wait until they finish it. Do not say "I will let you go". Instead, wait until they dismiss you and thank them for taking the time to meet/speak with you. Do not say "feel free". Instead, use "you are very welcome". Do not interrupt them, no matter what they say (even if it is something very silly). Wait until they finish and then tactfully "switch" the emphasis to what you would like them to hear. Do not point out their mistakes. Instead, acknowledge their point of view, but at the same time ask them how they would like this or that to be done [whatever your future responsibilities may be, start discussing what would be favorable to you].
Many job seekers, especially in the IT sector (those techy guys), often say that they have been asked to talk about their skills, whereas all their skills are presented in their resume. Isn't it obvious what I can do from what I wrote in my resume?, they exclaim. Well, yes. Your abilities can be evident from your resume. But only when you are the boss! When you are a job seeker, you have to promote yourself and try your best to convince employers to choose you (out of so many other candidates!). You should not expect them to memorize your resume. Besides, you should allow for a fact that there may be other reasons for which your employers would want to hear your story from you in person, instead of reading it from your resume. What is or isn't "self-explanatory and evident" is not something you should be concerned about when you are asked to describe yourself. You should be concerned with how to provide clear and concise evidence, point by point, of why you would be good for this job.
Instead, be nice and accommodating. Concentrate on fulfilling
their needs, not yours. That's
right: your needs come second - until you get hired!
To conclude, I would like to give you a couple of different *power* examples.
Follow these examples as a structure or a template, not a full text:
Equal stature conversation:
Hi, this is Anna Tulchinsky speaking. I applied for the position of a Regional
Director with your company last week and I'd like to find out whether there has
been any decision made already or is this position is still available? Would you
connect me with your Director, please?
Subordinate conversation:
Good afternoon. I was wondering if you would have a couple of minutes to answer my question. [wait for the answer and then proceed]: Thank you very much! My name is Anna Tulchinsky. I sent my resume to your office last week applying for the position of a Regional Director and would like to follow up on my application. How do you think I should proceed? [if you don't hear anything specific, then] You don't think it would be better If I speak with the President/Manager in person…or...? [leave it up to them to decide how you should proceed and whom you should be talking to. If you do not hear anything that would be somewhat acceptable to you, then] D’ you mind if I call again in a couple of days to find out...[something that would be non-threatening and non-pushy, but which would allow you to maintain the connection you have just established with them].
Equal stature letter:
Dear Recipient:
I would like to apply for the position of a Regional Director at your company.
My experience and education fully satisfy the requirements for this job. Please
forward my resume to the person making hiring decisions.
I would call your office early next week to follow up on my application.
Thank you.
Sincerely,
Signature
Full contact info
[remember that this is not the full text, merely a structure, in reality I would
include a couple more sentences].
Subordinate letter:
Dear
Hiring Manager:
While conducting my job search, I found an opportunity with your company. I would like to apply and be considered for the position of a Regional Director.
I can offer you all the skills and knowledge you require for this position [focus on what they need], as they have been outlined in the job description posted on your website [show them that their efforts are acknowledged - remember, your letter will first be read by someone who is responsible for posting a job, not your real *boss*]. For example, [such and such] skills are listed as the first priority. In my former capacity of a Senior Manager at [place of employment], I have been responsible for [list only what is relevant for this particular requirement; then bring two more examples, also in the priority order; then mention your education and other work experience you may have, but only if it is relevant for the job; nothing else].
My interest in your company is particularly strong, because [here I would say why I want to work for them, as opposed to all others. If I have been referred by someone from this company, I would say so. If I do not have insider privilege, I would do my research by carefully studying their website and looking at their annual reports and news releases. This may take me a couple of hours, because I would want to find out and say something that other applicants will most likely not mention in their cover letter].
I would be delighted to have an opportunity to speak with you in person, should you decide to interview me for this position. [you do need to express your desire to be invited for an interview, but you need to leave this decision entirely "up to them"].
I thank you for your time and look forward to your opinion [do not tell them to call you or to reply to you, because you don’t want to tell them what to do!].
Yours truly,
Signature
Full contact info
[This is just a template. Not more 10-15 sentences in total].
Needless to say, we all are very good at the first example (equal stature). No one needs training in that!
It is the second example, however, that can help you make a difference in your life.
Let me know if you have any questions or write to me if you'd like to tell me what you think. I welcome your feedback! anna@pulsehr.com .
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Interesting links
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·
Executive Resume Writing Services
Please mention my name,
if you hire them to write a resume for you.
·
Encyclopedia of Food Science and Nutrition, May 2003
10-Volume Set
Editor-in-Chief B. Caballero
Hardcover, 6000 pp.
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Conference announcement
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The First Montreal International Lymphedema Congress
May 28 – 30, 2003
Montreal, Quebec, Canada
This International Congress is organized by the Department of Oncology,
McGill University.
The Congress will address the general topic of lymphedema and will cover
subjects of importance to both health professionals and patients. The faculty
will represent the international nature of the congress, comprising members from
Europe, the United States and Canada. The plenary addresses and workshops will
address subjects ranging from Lymphedema diagnosis and treatment to research and
quality of life issues.
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- The End -
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To give me your feedback or ask a question, write to me at anna@pulsehr.com. I personally reply to all questions in the hope that my information and advice will be of help to people seeking employment, i.e. means to advance in life while supporting themselves and their loved ones. If you send me an email and do not receive a reply from me within two business days, there might have been a communication error or our server may have rejected your email, in which case please re-send your message.
Anna Tulchinsky
PulseHR Co-founder
+1 (613) 231-6308
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