Search Results

Search found 3431 results on 138 pages for 'david hall'.

facebook twitter digg google delicious technorati stumbleupon myspace wordpress linkedin gmail igoogle windows live tumblr viadeo yahoo buzz yahoo mail yahoo bookmarks favorites email print

Page 1/138 | 1 2 3 4 5 6 7 8 9 10 11 12  | Next Page >

  • A Video Chat with OAUG President David Ferguson

    - by Aaron Lazenby
    A week ago, I had a chance to sit down with OAUG president David Ferguson. I was really looking forward to this conversation after the sharp opinion piece David submitted to Profit Online last year about what it takes to implement social CRM in a sales organization.  Here, David shares his thoughts about this year's Collaborate 10 conference, the topics users are exited about, and the work the OAUG will be doing in the next twelve months.

    Read the article

  • Issue 15: Introducing David Callaghan

    - by rituchhibber
        DAVID'S VIEW INTRODUCING DAVID CALLAGHAN David Callaghan Senior Vice President, Oracle EMEA Alliances and Channels David Callaghan is the Senior Vice President, Alliances & Channels, for Oracle EMEA. He is responsible for all elements of the Oracle Partner Network across the region and leads Oracle as it continues to deliver customer success through the alignment of Oracle's applications and hardware engineered to work together. As I reflect on our last quarter, I thank all our partners for your continued commitment and expertise in embracing the unique opportunity we have before us. The ability to engage with hardware, applications and technology is a real differentiator. We have been able to engage with deep specialization in individual products for some time, which has brought tremendous benefits. But now we can strengthen this further with the broad stack specialization that Oracle on Oracle brings. Now is the time to make that count. While customers are finishing spending this year's budget and planning their spend for the next calendar year, it is now that we need to build the quality opportunities and pipeline for the rest of the year. We have OpenWorld just around the corner with its compelling new product announcements and environment to engage customers at all levels. Make sure you use this event, and every opportunity it brings. In the next quarter you can expect to see targeted 'value creation' campaigns driven by Oracle, and I encourage you to exploit these where they will have greatest impact. My team will be engaging closely with their Oracle sales colleagues to help them leverage the tremendous value you bring, and to develop their ability to work effectively and independently with you, our partners. My team and I are all relentlessly committed to achieving partner, and customer, satisfaction to demonstrate the value of the Passion for Partnering that we all share. With best regards David Back to the welcome page

    Read the article

  • Best-selling Author on Servlets and JSP, Marty Hall, to Keynote at GIDS 2010

    Hey Guys,Author of More Servlets and JSP, Marty Hall is coming to Bangalore this April to speak on Choosing an Ajax/JavaScript Toolkit: A Comparison of the Most Popular JavaScript Libraries, Pure Java Ajax: An Overview of GWT 2.0, Integrated Ajax Support in JSF 2.0 and Ajax Support in the Prototype JavaScript Library. You can get more information on developersummit dot com...Did you know that DotNetSlackers also publishes .net articles written by top known .net Authors? We already have over 80 articles in several categories including Silverlight. Take a look: here.

    Read the article

  • Message From David Callaghan: Be The Best We Can Be

    - by swalker
    In this new message, David Callaghan shares his observations on taking the lead of EMEA Alliances & Channels and outlines his personal mantra and priorities for FY13. Please watch this video to hear David's perspective on the most significant evolution of Alliances & Channels, and how we can be successful by making the most of the unique opportunities of Oracle on Oracle together.

    Read the article

  • The Oracle VM Hall of Fame

    - by Kristin Rose
    “Take me out to the ball game, take me out to the crowd. Buy me a new Oracle VM, I want my competition to be history!”...Yes, baseball is in full swing, and as we make our way to the closing of the quarter, Oracle is ready to “knock it out of the park” with its newly updated release of Oracle VM 3.1. This home run of a server virtualization solution will let you deploy software faster, as it intelligently manages your entire infrastructure, from application to disk. As if that wasn’t enough, the competition can’t even get on base! Have a look at the final score below: Partners will be hitting grand slams left and right because management tools, application templates and single source support, have all teamed up to create one heck of a curve ball for the competition, but more importantly, an absolute first draft pick for our partners. With no license cost and an affordable enterprise support cost, crowds have gathered to see this ‘All Star’ play some hard ball. Watch as Jeff Doolan, Sr. Director of Linux and Virtualization Channel Sales at Oracle, goes into more depth on how Oracle VM is a real game changer and eliminates the competition.Adding to the line-up are two key components of Oracle VM 3.1: Enhanced Ease-of-use: The new GUI design is engineered for faster execution of workflow and to maximize ease of use and reduce deployment time. Administrators have more time to spend at the ball park or focus on the business.New Oracle VM Templates: such as the Oracle E-Business Suite 12.1.3; Oracle PeopleSoft FSCM 9.1; Oracle Enterprise Manager 12c; Oracle Linux 5.8; Oracle Linux 6.1; Oracle Solaris 11 – which add to the existing 100+ existing templates that are ready for download. Oracle VM Templates are pre-configured as an entire stack including OS and application fully tested, production ready and certified from Oracle.For more information on Oracle newest player, Oracle VM 3.1, read this press release or visit our technology information page. Batter Up,The OPN Communications Team

    Read the article

  • FSFE Fellowship interview with David Reyes Samblas Martinez

    <b>FSFE:</b> "David Reyes Samblas Martinez is the founder of Spanish Copyleft Hardware store Tuxbrain, and attended the famous Open University of Catalunya. He's also the subject of this month's Fellowship interview, in which he answers questions on hardware manufacturing, e-learning and Free Software politics."

    Read the article

  • In JavaScript, curly brace placement matters: An example by David

    I used to follow Kernighan and Ritchie style of code formatting, but lost that habit. Not sure how may hours spent on fixing JS issues due to Allman format. Every time I feel bad whilst Visual Studio gives K&R style. Just realized the impotence of K&R style for JS. My Big thanks to David for pointing the curly brace placement issue with JS and posting such a nice article. In JavaScript, curly brace placement matters: An example span.fullpost {display:none;}

    Read the article

  • BPM best practice by David Read and Niall Commiskey

    - by JuergenKress
    At our SOA Community Workspace (SOA Community membership required) you can find best practice documents for BPM Implementations. Please make sure that your BPM experts and architects read this documents if you start or work on a BPM project. The material was created based on the experience with large BPM implementations: 11g-Runtime-Overview-v1.pptx Advanced-BPM-Session1-v2.pptx Error-Handling-v4.pptx BPM-MessageRecovery-Final.doc Also we can support you with your BPM project on-side. Please contact us if you need BPM support! SOA & BPM Partner Community For regular information on Oracle SOA Suite become a member in the SOA & BPM Partner Community for registration please visit www.oracle.com/goto/emea/soa (OPN account required) If you need support with your account please contact the Oracle Partner Business Center. Blog Twitter LinkedIn Facebook Wiki Technorati Tags: BPM,Niall Commiskey,David Read,BPM best practice,SOA Community,Oracle SOA,Oracle BPM,Community,OPN,Jürgen Kress

    Read the article

  • David Cameron addresses - The Oracle Retail Week Awards 2012

    - by user801960
    The Oracle Retail Week Awards 2012 were last night. In case you missed the action the introduction video for the Oracle Retail Week Awards 2012 is below, featuring interviews with UK Prime Minister David Cameron, Acting Editor of Retail Week George MacDonald, the judges for the awards and key figureheads in British retail. Check back on the blog in the next couple of days for more videos, interviews and insights from the awards. Oracle Retail and "Your Experience Platform" Technology is the key to providing that differentiated retail experience. More specifically, it is what we at Oracle call ‘the experience platform’ - a set of integrated, cross-channel business technology solutions, selected and operated by a retail business and IT team, and deployed in accordance with that organisation’s individual strategy and processes. This business systems architecture simultaneously: Connects customer interactions across all channels and touchpoints, and every customer lifecycle phase to provide a differentiated customer experience that meets consumers’ needs and expectations. Delivers actionable insight that enables smarter decisions in planning, forecasting, merchandising, supply chain management, marketing, etc; Optimises operations to align every aspect of the retail business to gain efficiencies and economies, to align KPIs to eliminate strategic conflicts, and at the same time be working in support of customer priorities.   Working in unison, these three goals not only help retailers to successfully navigate the challenges of today (identified in the previous session on this stage) but also to focus on delivering that personalised customer experience based on differentiated products, pricing, services and interactions that will help you to gain market share and grow sales.

    Read the article

  • Why do (Russian) characters in some received emails change when reading in David InfoCenter?

    - by waszkiewicz
    I'm using David InfoCenter as email Software, and I have troubles with some of my emails in Russian. It's only a few letters, in some emails (sent from different people), like for example the "R" ("P" in russian) will be shown as a "T". In other emails in Russian, the problem doesn't appear. Isn't it strange? Does anyone had the same problem already and found where it came from? When I transmit that email to an external mailbox (internet email account), it's even worse, and gives me symbols instead of all Russian letters... The default encoding was "Russian (ISO)", I changed it to "Russian (Windows)", but same problem. Another weird reaction is when I write an intern email and name it TEST in Russian (????), with ???? in the text window, it changes the title to "Oano"? But the content stays in Russian... With Mailinator I got the following, for message and subject "????": Subject: ???? [..] MIME-Version: 1.0 Content-Type: multipart/alternative; boundary="----_=_NextPart_000_00017783.4AF7FB71" This message is in MIME format. Since your mail reader does not understand this format, some or all of this message may not be legible. ------_=_NextPart_000_00017783.4AF7FB71 Content-Type: text/plain; charset="utf-8" Content-Transfer-Encoding: base64 0KLQtdGB0YI= ------_=_NextPart_000_00017783.4AF7FB71 Content-Type: text/html; charset="utf-8" Content-Transfer-Encoding: base64 PCFET0NUWVBFIEhUTUwgUFVCTElDICItLy9XM0MvL0RURCBIVE1MIDQuMCBUcmFuc2l0aW9uYWwv L0VOIj4NCjxIVE1MPjxIRUFEPg0KPE1FVEEgaHR0cC1lcXVpdj1Db250ZW50LVR5cGUgY29udGVu dD0idGV4dC9odG1sOyBjaGFyc2V0PXV0Zi04Ij4NCjxNRVRBIG5hbWU9R0VORVJBVE9SIGNvbnRl bnQ9Ik1TSFRNTCA4LjAwLjYwMDEuMTg4NTIiPjwvSEVBRD4NCjxCT0RZIHN0eWxlPSJGT05UOiAx MHB0IENvdXJpZXIgTmV3OyBDT0xPUjogIzAwMDAwMCIgbGVmdE1hcmdpbj01IHRvcE1hcmdpbj01 Pg0KPERJViBzdHlsZT0iRk9OVDogMTBwdCBDb3VyaWVyIE5ldzsgQ09MT1I6ICMwMDAwMDAiPtCi 0LXRgdGCPFNQQU4gDQppZD10b2JpdF9ibG9ja3F1b3RlPjxTUEFOIGlkPXRvYml0X2Jsb2NrcXVv dGU+PC9ESVY+PC9TUEFOPjwvU1BBTj48L0JPRFk+PC9IVE1MPg== ------_=_NextPart_000_00017783.4AF7FB71--

    Read the article

  • Ground Control by David Baum

    - by JuergenKress
    As cloud computing moves out of the early-adopter phase, organizations are carefully evaluating how to get to the cloud. They are examining standard methods for developing, integrating, deploying, and scaling their cloud applications, and after weighing their choices, they are choosing to develop and deploy cloud applications based on Oracle Cloud Application Foundation, part of Oracle Fusion Middleware. Oracle WebLogic Server is the flagship software product of Oracle Cloud Application Foundation. Oracle WebLogic Server is optimized to run on Oracle Exalogic Elastic Cloud, the integrated hardware and software platform for the Oracle Cloud Application Foundation family. Many companies, including Reliance Commercial Finance, are adopting this middleware infrastructure to enable private cloud computing and its convenient, on-demand access to a shared pool of configurable computing resources. “Cloud computing has become an extremely critical design factor for us,” says Shashi Kumar Ravulapaty, senior vice president and chief technology officer at Reliance Commercial Finance. “It’s one of our main focus areas. Oracle Exalogic, especially in combination with Oracle WebLogic, is a perfect fit for rapidly provisioning capacity in a private cloud infrastructure.” Reliance Commercial Finance provides loans to tens of thousands of customers throughout India. With more than 1,500 employees accessing the company’s core business applications every day, the company was having trouble processing more than 6,000 daily transactions with its legacy infrastructure, especially at the end of each month when hundreds of concurrent users need to access the company’s loan processing and approval applications. Read the complete article here. WebLogic Partner Community For regular information become a member in the WebLogic Partner Community please visit: http://www.oracle.com/partners/goto/wls-emea ( OPN account required). If you need support with your account please contact the Oracle Partner Business Center. Blog Twitter LinkedIn Mix Forum Wiki Technorati Tags: WebLogic,WebLogic Community,Oracle,OPN,Jürgen Kress

    Read the article

  • Informal Interviews: Just Relax (or Should I?)

    - by david.talamelli
    I was in our St Kilda Rd office last week and had the chance to meet up with Dan and David from GradConnection. I love what these guys are doing, their business has been around for two years and I really like how they have taken their own experiences from University found a niche in their market and have chased it. These guys are always networking. Whenever they come to Melbourne they send me a tweet to catch up, even though we often miss each other they are persistent. It sounds like their business is going from strength to strength and I have to think that success comes from their hard work and enthusiasm for their business. Anyway, before my meeting with ProGrad I noticed a tweet from Kevin Wheeler who was saying it was his last day in Melbourne - I sent him a message and we met up that afternoon for a coffee (I am getting to the point I promise). On my way back to the office after my meeting I was on a tram and was sitting beside a lady who was talking to her friend on her mobile. She had just come back from an interview and was telling her friend how laid back the meeting was and how she wasn't too sure of the next steps of the process as it was a really informal meeting. The recurring theme from this phone call was that 1) her and the interviewer got along really well and had a lot in common 2) the meeting was very informal and relaxed. I wasn't at the interview so I cannot say for certain, but in my experience regardless of the type of interview that is happening whether it is a relaxed interview at a coffee shop or a behavioural interview in an office setting one thing is consistent: the employer is assessing your ability to perform the role and fit into the company. Different interviewers I find have different interviewing styles. For example some interviewers may create a very relaxed environment in the thinking this will draw out less practiced answers and give a more realistic view of the person and their abilities while other interviewers may put the candidate "under the pump" to see how they react in a stressful situation. There are as many interviewing styles as there are interviewers. I think candidates regardless of the type of interview need to be professional and honest in both their skills/experiences, abilities and career plans (if you know what they are). Even though an interview may be informal, you shouldn't slip into complacency. You should not forget the end goal of the interview which is to get a job. Business happens outside of the office walls and while you may meet someone for a coffee it is still a business meeting no matter how relaxed the setting. You don't need to be stick in the mud and not let your personality shine through, but that first impression you make may play a big part in how far in the interview process you go. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

    Read the article

  • Social Media Talk: Facebook, Really?? How Has It Become This Popular??

    - by david.talamelli
    If you have read some of my previous posts over the past few years either here or on my personal blog David's Journal on Tap you will know I am a Social Media enthusiast. I use various social media sites everday in both my work and personal life. I was surprised to read today on Mashable.com that Facebook now Commands 41% of Social Media Trafic. When I think of the Social Media sites I use most, the sites that jump into my mind first are LinkedIn, Blogging and Twitter. I do use Facebook in both work and in my personal life but on the list of sites I use it probably ranks closer to the bottom of the list rather than the top. I know Facebook is engrained in everything these days - but really I am not a huge Facebook fan - and I am finding that over the past 3-6 months my interest in Facebook is going down rather than up. From a work perspective - SM sites let me connect with candidates and communities and they help me talk about the things that I am doing here at Oracle. From a personal perspective SM sites let me keep in touch with friends and family both here and overseas in a really simple and easy way. Sites like LinkedIn give me a great way to proactively talk to both active and passive candidates. Twitter is fantastic to keep in touch with industry trends and keep up to date on the latest trending topics as well as follow conversations about whatever keyword you want to follow. Blogging lets me share my thoughts and ideas with others and while FB does have some great benefits I don't think the benefits outweigh the negatives of using FB. I use TweetDeck to keep track of my twitter feeds, the latest LinkedIn updates and Facebook updates. Tweetdeck is a great tool as it consolidates these 3 SM sites for me and I can quickly scan to see the latest news on any of them. From what I have seen from Facebook it looks like 70%-80% of people are using FB to grow their farm on farmville, start a mafia war on mafiawars or read their horoscope, check their love percentage, etc...... In between all these "updates" every now and again you do see a real update from someone who actually has something to say but there is so much "white noise" on FB from all the games and apps that is hard to see the real messages from all the 'games' information. I don't like having to scroll through what seems likes pages of farmville updates only to get one real piece of information. For me this is where FB's value really drops off. While I use SM everyday I try to use SM effectively. Sifting through so much noise is not effective and really I am not all that interested in Farmville, MafiaWars or any similar game/app. But what about Groups and Facebook Ads?? Groups are ok, but I am not sure I would call them SM game changers - yes there is a group for everything out there, but a group whether it is on FB or not is only as good as the community that supports and participates in it. Many of the Groups on FB (and elsewhere) are set up and never used or promoted by the moderator. I have heard that FB ads do have an impact, and I have not really looked at them - the question of cost jumps and return on investment comes to my mind though. FB does have some benefits, it is a great way to keep in touch with people and a great way to talk to others. I think it would have been interesting to see a different statistic measuring how effective that 41% of Social Media Traffic via FB really is or is it just a case of more people jumping online to play games. To me FB does not equal SM effectiveness, at the moment it is a tool that I sometimes need to use as opposed to want to use. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

    Read the article

  • Making a Job Change That's Easy Why Not Try a Career Change

    - by david.talamelli
    A few nights ago I received a comment on one of our blog posts that reminded me of a statistic that I heard a while back. The statistic reflected the change in our views towards work and showed how while people in past generations would stay in one role for their working career - now with so much choice people not only change jobs often but also change careers 4-5 times in their working life. To differentiate between a job change and a career change: when I say job change this could be an IT Sales person moving from one IT Sales role to another IT Sales role. A Career change for example would be that same IT Sales person moving from IT Sales to something outside the scope of their industry - maybe to something like an Engineer or Scuba Dive Instructor. The reason for Career changes can be as varied as the people who make them. Someone's motivation could be to pursue a passion or maybe there is a change in their personal circumstances forcing the change or it could be any other number of reasons. I think it takes courage to make a Career change - it can be easy to stay in your comfort zone and do what you know, but to really push yourself sometimes you need to try something new, it is a matter of making that career transition as smooth as possible for yourself. The comment that was posted is here below (thanks Dean for the kind words they are appreciated). Hi David, I just wanted to let you know that I work for a company called Milestone Search in Melbourne, Victoria Australia. (www.mstone.com.au) We subscribe to your feed on a daily basis and find your blogs both interesting and insightful. Not to mention extremely entertaining. I wonder if you have missed out on getting in journalism as this seems to be something you'd be great at ?: ) Anyways back to my point about changing careers. This could be anything from going from I.T. to Journalism, Engineering to Teaching or any combination of career you can think of. I don't think there ever has been a time where we have had so many opportunities to do so many different things in our working life. While this idea sounds great in theory, putting it into practice would be much harder to do I think. First, in an increasingly competitive job market, employers tend to look for specialists in their field. You may want to make a change but your options may be limited by the number of employers willing to take a chance on someone new to an industry that will likely require a significant investment in time to get brought up to speed. Also, using myself as an example if I was given the opportunity to move into Journalism/Communication/Marketing career from my career as an IT Recruiter - realistically I would have to take a significant pay cut to make this change as my current salary reflects the expertise I have in my current career. I would not immediately be up to speed moving into a new career and would not be able to justify a similar salary. Yes there are transferable skills in any career change, but even though you may have transferable skills you must realise that you will also have a large amount of learning to do which would take time. These are two initial hurdles that I immediately think of, there may be more but nothing is insurmountable. If you work out what you want to do with your working career whatever that may be, you then need to just need to work out the steps to get to your end goal. This is where utilising the power of your networks and using Social Media can come in handy. If you are interested in working somewhere why not proactively take the opportunity to research the industry or company - find out who it is you need to speak to and get in touch with them. We spend so much time working, we should enjoy the work we do and not be afraid to try new things. Waiting for your dream job to fall into your lap or be handed to you on a silver platter is not likely going to happen, so if there is something you do want to do, work out a plan to make it happen and chase after it. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

    Read the article

  • Looking for Your Next Challenge...Don't Stretch Too Far

    - by david.talamelli
    In my role as a Recruiter at Oracle I receive a large number of resumes of people who are interested in working with us. People contact me for a number of reasons, it can be about a specific role that we may be hiring for or they may send me an email asking if there are any suitable roles for them. Sometimes when I speak to people we have similar roles available to the roles that they may actually be in now. Sometimes people are interested in making this type of sideways move if their motivation to change jobs is not necessarily that they are looking for increased responsibility or career advancement (example: money, redundancy, work environment). However there are times when after walking through a specific role with a candidate that they may say to me - "You know that is very similar to the role that I am doing now. I would not want to move unless my next role presents me with the next challenge in my career". This is a far statement - if a person is looking to change jobs for the next step in their career they should be looking at suitable opportunities that will address their need. In this instance a sideways step will not really present any new challenges or responsibilities. The main change would be the company they are working for. Candidates looking for a new role because they are looking to move up the ladder should be looking for a role that offers them the next level of responsibility. I think the best job changes for people who are looking for career advancement are the roles that stretch someone outside of their comfort zone but do not stretch them so much that they can't cope with the added responsibilities and pressure. In my head I often think of this example in the same context of an elastic band - you can stretch it, but only so much before it snaps. That is what you should be looking for - to be stretched but not so much that you snap. If you are for example in an individual contributor role and would like to move into a management role - you may not be quite ready to take on a role that is managing a large workforce or requires significant people management experience. While your intentions may be right, your lack of management experience may fit you outside of the scope of search to be successful this type of role. In this example you can move from an individual contributor role to a management role but it may need to be managing a smaller team rather than a larger team. While you are trying to make this transition you can try to pick up some responsibilities in your current role that would give you the skills and experience you need for your next role. Never be afraid to put your hand up to help on a new project or piece of work. You never know when that newly gained experience may come in handy in your career. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

    Read the article

  • hall.dll errors

    - by Robert Elliott
    I am getting frequent BSoDs, mostly with hall.dll errors. I have Dell Inspiron laptop running Windows 7 SP1. The following file, werfault, is shown below. Can anyone help me work out what is wrong? Version=1 EventType=BlueScreen EventTime=129987824768810026 ReportType=4 Consent=1 ReportIdentifier=1c3e1c58-3b30-11e2-9074-002219f61870 IntegratorReportIdentifier=113012-32557-01 Response.type=4 DynamicSig[1].Name=OS Version DynamicSig[1].Value=6.1.7601.2.1.0.768.3 DynamicSig[2].Name=Locale ID DynamicSig[2].Value=2057 UI[2]=C:\Windows\system32\wer.dll UI[3]=Windows has recovered from an unexpected shutdown UI[4]=Windows can check online for a solution to the problem. UI[5]=&Check for solution UI[6]=&Check later UI[7]=Cancel UI[8]=Windows has recovered from an unexpected shutdown UI[9]=A problem caused Windows to stop working correctly. Windows will notify you if a solution is available. UI[10]=Close Sec[0].Key=BCCode Sec[0].Value=a Sec[1].Key=BCP1 Sec[1].Value=0000000000000000 Sec[2].Key=BCP2 Sec[2].Value=0000000000000002 Sec[3].Key=BCP3 Sec[3].Value=0000000000000000 Sec[4].Key=BCP4 Sec[4].Value=FFFFF80002C0E477 Sec[5].Key=OS Version Sec[5].Value=6_1_7601 Sec[6].Key=Service Pack Sec[6].Value=1_0 Sec[7].Key=Product Sec[7].Value=768_1 File[0].CabName=113012-32557-01.dmp File[0].Path=113012-32557-01.dmp File[0].Flags=589826 File[0].Type=2 File[0].Original.Path=C:\Windows\Minidump\113012-32557-01.dmp File[1].CabName=sysdata.xml File[1].Path=WER-75941-0.sysdata.xml File[1].Flags=589826 File[1].Type=5 File[1].Original.Path=C:\Users\Robert\AppData\Local\Temp\WER-75941-0.sysdata.xml File[2].CabName=Report.cab File[2].Path=Report.cab File[2].Flags=196608 File[2].Type=7 File[2].Original.Path=Report.cab FriendlyEventName=Shut down unexpectedly ConsentKey=BlueScreen AppName=Windows AppPath=C:\Windows\System32\WerFault.exe *********From the minidump file**** RAX = fffff88002f22150 RBX = fffffa80074141f0 RCX = 000000000000000a RDX = 0000000000000000 RSI = fffffa8007278180 RDI = 0000000000000001 R9 = 0000000000000000 R10 = fffff80002c0e477 R11 = 0000000000000000 R12 = fffffa800523e7a0 R13 = 0000000000001000 R14 = 0000000000000028 R15 = fffffa80074141f0 RBP = fffff88002f22210 RIP = fffff80002cd3fc0 RSP = fffff88002f22048 SS = 0000 GS = 002b FS = 0053 ES = 002b DS = 002b CS = 0010 Flags = 00200286 fffff800`02e99ac0 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e99ad0 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e99ae0 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e99af0 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e99b00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e99b10 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e99b20 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e99b30 00 00 00 00 00 00 00 00 00 00 00 00 04 00 00 00 ................ fffff800`02e99b40 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e99b50 00 00 00 00 00 00 00 00 00 00 00 00 ............ fffff800`02e81928 00 00 00 00 .... fffff800`02e81924 00 00 00 00 .... fffff800`02e0a880 37 36 30 31 2E 31 37 39 34 34 2E 61 6D 64 36 34 7601.17944.amd64 fffff800`02e0a890 66 72 65 2E 77 69 6E 37 73 70 31 5F 67 64 72 2E fre.win7sp1_gdr. fffff800`02e0a8a0 31 32 30 38 33 30 2D 30 33 33 33 00 00 00 00 00 120830-0333..... fffff800`02e0a8b0 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e0a8c0 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e0a8d0 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e0a8e0 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e0a8f0 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e0a900 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e0a910 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e0a920 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e0a930 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e0a940 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e0a950 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 ................ fffff800`02e0a960 35 36 65 38 62 61 31 33 2D 37 30 32 39 2D 34 37 56e8ba13-7029-47 fffff800`02e0a970 32 38 2D 61 35 30 36 2D 32 64 64 62 34 61 30 63 28-a506-2ddb4a0c fffff800`02c0e000 C5 0F 85 79 02 00 00 8B 9C 24 90 00 00 00 E9 A5 ...y.....$...... fffff800`02c0e010 00 00 00 44 2B C3 45 33 C9 E8 5E 14 00 00 49 3B ...D+.E3..^...I; fffff800`02c0e020 C5 74 2B 44 8B 8C 24 90 00 00 00 48 8B C8 41 8D .t+D..$....H..A. fffff800`02c0e030 51 FF 41 3B D5 76 0D 44 8B C2 49 83 E8 01 48 8B Q.A;.v.D..I...H. fffff800`02c0e040 49 08 75 F6 48 89 79 08 41 03 D9 48 8B F8 3B DD I.u.H.y.A..H..;. fffff800`02c0e050 75 08 48 8B C7 E9 26 02 00 00 48 8B 96 98 00 00 u.H...&...H..... fffff800`02c0e060 00 48 8D 84 24 90 00 00 00 44 8B C5 48 89 44 24 .H..$....D..H.D$ fffff800`02c0e070 28 44 2B C3 45 33 C9 48 8B CE 44 88 6C 24 20 E8 (D+.E3.H..D.l$ . fffff800`02c0e080 CC 14 00 00 49 3B C5 74 2B 44 8B 8C 24 90 00 00 ....I;.t+D..$... fffff800`02c0e090 00 48 8B C8 41 8D 51 FF 41 3B D5 76 0D 44 8B C2 .H..A.Q.A;.v.D.. fffff800`02c0e0a0 49 83 E8 01 48 8B 49 08 75 F6 48 89 79 08 41 03 I...H.I.u.H.y.A. fffff800`02c0e0b0 D9 48 8B F8 3B DD 74 9A 44 38 AE 28 01 00 00 0F .H..;.t.D8.(.... fffff800`02c0e0c0 85 DF 00 00 00 48 8D 44 24 30 4C 8D 8C 24 A0 00 .....H.D$0L..$.. fffff800`02c0e0d0 00 00 4C 8D 84 24 A8 00 00 00 8B D5 48 8B CE 48 ..L..$......H..H fffff800`02c0e0e0 89 44 24 20 E8 F7 1F 00 00 8B F8 89 84 24 90 00 .D$ .........$.. fffff800`02c0e0f0 00 00 41 3B C5 0F 84 83 01 00 00 4C 8B A4 24 A8 ..A;.......L..$. fffff800`02c0e100 00 00 00 44 8B 84 24 A0 00 00 00 48 8B 8E 98 00 ...D..$....H.... fffff800`02c0e110 00 00 49 8B D4 44 8B C8 E8 DB 1B 00 00 49 3B C5 ..I..D.......I;. fffff800`02c0e120 74 35 48 8B 96 98 00 00 00 48 8D 84 24 90 00 00 t5H......H..$... fffff800`02c0e130 00 41 B1 01 48 89 44 24 28 44 8B C5 48 8B CE 44 .A..H.D$(D..H..D fffff800`02c0e140 88 6C 24 20 E8 43 12 00 00 49 3B C5 0F 84 2C 01 .l$ .C...I;...,. fffff800`02c0e150 00 00 E9 29 01 00 00 48 8B 5C 24 30 49 3B DD 74 ...)...H.\$0I;.t fffff800`02c0e160 2A 4D 3B E5 74 0C 48 8B D3 49 8B CC FF 15 AE CE *M;.t.H..I...... fffff800`02c0e170 01 00 48 8B CB FF 15 95 CF 01 00 33 D2 48 8B CB ..H........3.H.. fffff800`02c0e180 FF 15 AA CE 01 00 E9 F3 00 00 00 C1 E7 0C 41 B8 ..............A. fffff800`02c0e190 01 00 00 00 49 8B CC 8B D7 FF 15 99 CE 01 00 E9 ....I........... fffff800`02c0e1a0 DA 00 00 00 2B EB 33 C9 41 B8 48 61 6C 20 8B D5 ....+.3.A.Hal .. fffff800`02c0e1b0 44 8B FD 48 C1 E2 03 FF 15 33 D4 01 00 4C 8B F0 D..H.....3...L.. fffff800`02c0e1c0 49 3B C5 0F 84 8F 00 00 00 45 8B E5 41 3B ED 76 I;.......E..A;.v fffff800`02c0e1d0 3F 4C 8B E8 BA 00 10 00 00 B9 04 00 00 00 41 B8 ?L............A. fffff800`02c0e1e0 48 61 6C 20 FF 15 06 D4 01 00 49 89 45 00 48 85 Hal ......I.E.H. fffff800`02c0e1f0 C0 74 39 48 8B C8 FF 15 BC CE 01 00 48 C1 E8 20 .t9H........H.. fffff800`02c0e200 85 C0 75 28 41 FF C4 49 83 C5 08 44 3B E5 72 C4 ..u(A..I...D;.r. fffff800`02c0e210 48 8B 8E 98 00 00 00 44 8B C5 BA 01 00 00 00 E8 H......D........ fffff800`02c0e220 58 19 00 00 4C 8B E8 48 85 C0 75 6C 45 33 ED 45 X...L..H..ulE3.E fffff800`02c0e230 3B E5 76 19 49 8B EE 48 8B 4D 00 33 D2 FF 15 ED ;.v.I..H.M.3.... fffff800`02c0e240 CD 01 00 48 83 C5 08 49 83 EC 01 75 EA 33 D2 49 ...H...I...u.3.I fffff800`02c0e250 8B CE FF 15 D8 CD 01 00 41 3B DD 76 21 8B EB 48 ........A;.v!..H fffff800`02c0e260 8B 96 98 00 00 00 48 8B 5F 08 4C 8B C7 48 8B CE ......H._.L..H.. fffff800`02c0e270 E8 2B 15 00 00 48 83 ED 01 48 8B FB 75 E1 33 C0 .+...H...H..u.3. fffff800`02c0e280 48 8B 9C 24 98 00 00 00 48 83 C4 50 41 5F 41 5E H..$....H..PA_A^ fffff800`02c0e290 41 5D 41 5C 5F 5E 5D C3 8D 4D FF 85 C9 74 0C 8B A]A\_^]..M...t.. fffff800`02c0e2a0 D1 48 83 EA 01 48 8B 40 08 75 F6 48 89 78 08 49 [email protected] fffff800`02c0e2b0 8B FD 85 ED 74 29 49 8B DE 48 8B 0B FF 15 F6 CD ....t)I..H...... fffff800`02c0e2c0 01 00 41 89 45 00 48 8B 03 48 83 C3 08 48 83 C8 ..A.E.H..H...H.. fffff800`02c0e2d0 0F 49 83 EF 01 49 89 45 10 4D 8B 6D 08 75 DA 48 .I...I.E.M.m.u.H fffff800`02c0e2e0 8B 8E 98 00 00 00 48 8D 54 24 38 48 83 C1 78 FF ......H.T$8H..x. fffff800`02c0e2f0 15 83 CD 01 00 4C 8B 9E 98 00 00 00 48 8D 4C 24 .....L......H.L$ fffff800`02c0e300 38 41 01 AB D0 00 00 00 FF 15 3A CD 01 00 33 D2 8A........:...3. fffff800`02c0e310 49 8B CE FF 15 17 CD 01 00 E9 34 FD FF FF 90 90 I.........4..... fffff800`02c0e320 90 90 90 90 45 85 C0 74 43 48 89 5C 24 08 48 89 ....E..tCH.\$.H. fffff800`02c0e330 74 24 10 57 48 83 EC 20 48 8B F1 41 8B F8 48 8B t$.WH.. H..A..H. fffff800`02c0e340 5A 08 4C 8B C2 48 8B 96 98 00 00 00 48 8B CE E8 Z.L..H......H... fffff800`02c0e350 4C 14 00 00 48 83 EF 01 48 8B D3 75 E1 48 8B 5C L...H...H..u.H.\ fffff800`02c0e360 24 30 48 8B 74 24 38 48 83 C4 20 5F C3 90 90 90 $0H.t$8H.. _.... fffff800`02c0e370 90 90 90 90 48 8B C4 48 89 58 08 48 89 68 10 48 ....H..H.X.H.h.H fffff800`02c0e380 89 70 18 48 89 78 20 41 54 41 55 4C 8B D9 4D 8B .p.H.x ATAUL..M. fffff800`02c0e390 E0 48 8B F2 B9 FF 0F 00 00 4D 85 DB 75 08 4C 8B .H.......M..u.L. fffff800`02c0e3a0 D1 40 32 FF EB 12 4D 8B 93 88 00 00 00 41 8A BB [email protected].. fffff800`02c0e3b0 91 00 00 00 49 C1 EA 0C 44 8B 44 24 38 41 8B C1 ....I...D.D$8A.. fffff800`02c0e3c0 4C 2B 4E 20 23 C1 49 C1 E9 0C 41 BD 00 10 00 00 L+N #.I...A..... fffff800`02c0e3d0 41 8B D5 41 8B E9 2B D0 8B CA 4C 39 54 EE 30 76 A..A..+...L9T.0v fffff800`02c0e3e0 04 33 C9 EB 4F 41 3B D0 73 43 4C 8D 4C EE 38 4D .3..OA;.sCL.L.8M fffff800`02c0e3f0 39 11 77 39 49 8B 59 F8 48 8D 43 01 49 3B 01 75 9.w9I.Y.H.C.I;.u fffff800`02c0e400 2C 48 8B C3 49 33 01 48 A9 00 00 F0 FF 75 1E 40 ,H..I3.H.....u.@ fffff800`02c0e410 80 FF 01 74 0C 49 33 19 48 F7 C3 F0 FF FF FF 75 ...t.I3.H......u fffff800`02c0e420 0C 41 03 CD 49 83 C1 08 41 3B C8 72 C2 41 3B C8 .A..I...A;.r.A;. fffff800`02c0e430 41 0F 47 C8 4D 85 DB 0F 84 92 00 00 00 41 80 BB A.G.M........A.. fffff800`02c0e440 28 01 00 00 00 0F 84 84 00 00 00 4C 39 54 EE 30 (..........L9T.0 fffff800`02c0e450 76 7D 8B CA 48 8D 44 EE 38 41 3B D0 73 11 4C 39 v}..H.D.8A;.s.L9 fffff800`02c0e460 10 76 0C 41 03 CD 48 83 C0 08 41 3B C8 72 EF 49 .v.A..H...A;.r.I fffff800`02c0e470 8B 44 24 18 41 3B C8 44 8B 08 4C 8B 50 08 41 0F .D$.A;.D..L.P.A. fffff800`02c0e480 47 C8 41 C1 E9 0C EB 3A 45 8B 02 41 8D 41 01 41 G.A....:E..A.A.A fffff800`02c0e490 C1 E8 0C 44 3B C0 75 2E 41 8B C0 41 33 C1 A9 00 ...D;.u.A..A3... fffff800`02c0e4a0 00 F0 FF 75 21 40 80 FF 01 74 0D 41 8B C0 41 33 [email protected] fffff800`02c0e4b0 C1 A9 F0 FF FF FF 75 0E 4D 8B 52 08 45 8B C8 41 ......u.M.R.E..A fffff800`02c0e4c0 03 D5 3B D1 72 C2 3B D1 0F 47 D1 8B C2 EB 02 8B ..;.r.;..G...... fffff800`02c0e4d0 C1 48 8B 5C 24 18 48 8B 6C 24 20 48 8B 74 24 28 .H.\$.H.l$ H.t$( fffff800`02c0e4e0 48 8B 7C 24 30 41 5D 41 5C C3 90 90 90 90 90 90 H.|$0A]A\....... fffff800`02c0e4f0 48 89 5C 24 08 48 89 6C 24 10 48 89 74 24 18 57 H.\$.H.l$.H.t$.W fffff800`02c0e500 41 54 41 55 48 83 EC 30 48 8B 5C 24 70 4D 8B E1 ATAUH..0H.\$pM.. fffff800`02c0e510 49 8B F0 8B 03 4C 8B EA 48 8B E9 89 44 24 20 E8 I....L..H...D$ . fffff800`02c0e520 50 FE FF FF 49 8B CC 89 03 49 2B 4D 20 8B F8 48 P...I....I+M ..H fffff800`02c0e530 C1 E9 0C 8B C9 49 8B 54 CD 30 49 8B CC 48 C1 E2 .....I.T.0I..H.. fffff800`02c0e540 0C 81 E1 FF 0F 00 00 48 03 D1 48 85 F6 74 72 48 .......H..H..trH fffff800`02c0e550 39 95 88 00 00 00 73 69 4C 8B 4E 18 48 8B 84 24 9.....siL.N.H..$ fffff800`02c0e560 80 00 00 00 41 8B DC 41 8B 09 81 E3 FF 0F 00 00 ....A..A........ fffff800`02c0e570 03 CB 80 7C 24 78 01 48 89 08 75 17 4D 8B C4 49 ...|$x.H..u.M..I fffff800`02c0e580 8B D5 48 8B CD C6 44 24 28 01 89 7C 24 20 E8 C5 ..H...D$(..|$ .. fffff800`02c0e590 06 00 00 8B C7 C1 EF 0C 25 FF 0F 00 00 8D 8C 18 ........%....... fffff800`02c0e5a0 FF 0F 00 00 48 8B 46 18 C1 E9 0C 03 CF 74 0C 8B ....H.F......t.. fffff800`02c0e5b0 D1 48 83 EA 01 48 8B 40 08 75 F6 48 89 46 18 EB [email protected].. fffff800`02c0e5c0 0B 48 8B 84 24 80 00 00 00 48 89 10 48 8B 5C 24 .H..$....H..H.\$ fffff800`02c0e5d0 50 48 8B 6C 24 58 48 8B 74 24 60 48 83 C4 30 41 PH.l$XH.t$`H..0A fffff800`02c0e5e0 5D 41 5C 5F C3 90 90 90 90 90 90 90 4D 85 C0 0F ]A\_........M... fffff800`02c0e5f0 84 09 01 00 00 48 8B C4 48 89 58 08 48 89 68 10 .....H..H.X.H.h. fffff800`02c0e600 48 89 70 18 48 89 78 20 41 54 41 55 41 56 48 83 H.p.H.x ATAUAVH. fffff800`02c0e610 EC 30 44 8A 64 24 78 49 8B D8 49 8B F1 4C 8B EA .0D.d$xI..I..L.. fffff800`02c0e620 4C 8B F1 49 89 58 18 41 80 FC 01 0F 84 AF 00 00 L..I.X.A........ fffff800`02c0e630 00 8B 7C 24 70 85 FF 0F 84 9F 00 00 00 4C 8B CE ..|$p........L.. fffff800`02c0e640 4C 8B C3 49 8B D5 49 8B CE 89 7C 24 20 E8 22 FD L..I..I...|$ .". fffff800`02c0e650 FF FF 48 8B CE 49 2B 4D 20 8B E8 48 C1 E9 0C 8B ..H..I+M ..H.... fffff800`02c0e660 C9 49 8B 54 CD 30 48 8B CE 48 C1 E2 0C 81 E1 FF .I.T.0H..H...... fffff800`02c0e670 0F 00 00 48 03 D1 49 39 96 88 00 00 00 73 52 4C ...H..I9.....sRL fffff800`02c0e680 8B 4B 18 4C 8B C6 49 8B D5 49 8B CE 44 88 64 24 .K.L..I..I..D.d$ fffff800`02c0e690 28 89 6C 24 20 E8 BE 05 00 00 8B C5 44 8B DE 25 (.l$ .......D..% fffff800`02c0e6a0 FF 0F 00 00 41 81 E3 FF 0F 00 00 41 8D 8C 03 FF ....A......A.... fffff800`02c0e6b0 0F 00 00 8B C5 C1 E8 0C C1 E9 0C 03 C8 48 8B 43 .............H.C fffff800`02c0e6c0 18 74 0A 48 83 E9 01 48 8B 40 08 75 F6 48 89 43 [email protected] fffff800`02c0e6d0 18 48 03 F5 2B FD 0F 85 61 FF FF FF 48 89 5B 18 .H..+...a...H.[. fffff800`02c0e6e0 48 8B 5C 24 50 48 8B 6C 24 58 48 8B 74 24 60 48 H.\$PH.l$XH.t$`H fffff800`02c0e6f0 8B 7C 24 68 48 83 C4 30 41 5E 41 5D 41 5C C3 90 .|$hH..0A^A]A\.. fffff800`02c0e700 90 90 90 90 90 90 90 90 48 89 54 24 10 53 55 56 ........H.T$.SUV fffff800`02c0e710 57 41 54 41 55 41 56 41 57 48 83 EC 58 48 8B F2 WATAUAVAWH..XH.. fffff800`02c0e720 48 8B D9 48 8D 54 24 30 48 8D 0D B9 67 02 00 45 H..H.T$0H...g..E fffff800`02c0e730 8B E1 49 8B F8 4C 89 84 24 B0 00 00 00 FF 15 35 ..I..L..$......5 fffff800`02c0e740 C9 01 00 4C 8B 2D 86 67 02 00 4C 8B 35 77 67 02 ...L.-.g..L.5wg. fffff800`02c0e750 00 48 8B C6 44 8B C6 48 2B 43 20 41 81 E0 FF 0F .H..D..H+C A.... fffff800`02c0e760 00 00 BD 00 10 00 00 48 C1 E8 0C 45 89 45 2C 8B .......H...E.E,. fffff800`02c0e770 CD 8B C0 41 2B C8 41 89 4D 28 4C 8D 4C C3 30 48 ...A+.A.M(L.L.0H fffff800`02c0e780 8B C6 48 25 00 F0 FF FF 49 89 45 20 49 89 46 20 ..H%....I.E I.F fffff800`02c0e790 45 89 46 2C 41 89 4E 28 44 89 84 24 B8 00 00 00 E.F,A.N(D..$.... fffff800`02c0e7a0 4C 89 8C 24 A0 00 00 00 45 85 E4 0F 84 90 01 00 L..$....E....... fffff800`02c0e7b0 00 48 8B 5F 10 48 81 E3 00 F0 FF FF 75 3C 8B 07 .H._.H......u<.. fffff800`02c0e7c0 48 8B 0D 49 67 02 00 44 8D 4B 01 48 C1 E8 0C 4D H..Ig..D.K.H...M fffff800`02c0e7d0 8B C6 BA 48 61 6C 20 49 89 46 30 FF 15 DF C8 01 ...Hal I.F0..... fffff800`02c0e7e0 00 48 8B D8 48 85 C0 0F 84 36 01 00 00 4C 8B 8C .H..H....6...L.. fffff800`02c0e7f0 24 A0 00 00 00 41 B7 01 EB 09 41 8B C0 48 03 D8 $....A....A..H.. fffff800`02c0e800 45 32 FF 49 8B 01 33 FF 49 89 45 30 48 8B 0D C5 E2.I..3.I.E0H... fffff800`02c0e810 66 02 00 44 8B CF 4D 8B C5 BA 48 61 6C 20 FF 15 f..D..M...Hal .. fffff800`02c0e820 9C C8 01 00 48 8B F0 48 85 C0 75 24 FF C7 83 FF ....H..H..u$.... fffff800`02c0e830 06 7C D9 48 21 44 24 20 45 33 C9 41 B8 01 EF 00 .|.H!D$ E3.A.... fffff800`02c0e840 00 48 8B D5 B9 AC 00 00 00 FF 15 A1 CA 01 00 CC .H.............. fffff800`02c0e850 8B FD 2B BC 24 B8 00 00 00 44 3B E7 41 0F 42 FC ..+.$....D;.A.B. fffff800`02c0e860 80 BC 24 C0 00 00 00 01 8B EF 44 8B C7 75 0E 48 ..$.......D..u.H fffff800`02c0e870 8B D0 48 8B CB FF 15 AD 33 02 00 EB 0B 48 8B D3 ..H.....3....H.. fffff800`02c0e880 48 8B C8 E8 C8 A6 01 00 4D 8B C5 BA 48 61 6C 20 H.......M...Hal fffff800`02c0e890 48 8B CE FF 15 47 C8 01 00 41 80 FF 01 75 11 4D H....G...A...u.M fffff800`02c0e8a0 8B C6 BA 48 61 6C 20 48 8B CB FF 15 30 C8 01 00 ...Hal H....0... fffff800`02c0e8b0 48 8B 84 24 A8 00 00 00 4C 8B 8C 24 A0 00 00 00 H..$....L..$.... fffff800`02c0e8c0 44 2B E7 48 8B BC 24 B0 00 00 00 48 03 C5 BD 00 D+.H..$....H.... fffff800`02c0e8d0 10 00 00 48 8B 7F 08 49 83 C1 08 45 33 C0 44 3B ...H..I...E3.D; fffff800`02c0e8e0 E5 48 8B C8 41 8B D4 0F 47 D5 48 81 E1 00 F0 FF .H..A...G.H..... fffff800`02c0e8f0 FF 48 89 84 24 A8 00 00 00 49 89 4D 20 41 89 55 .H..$....I.M A.U fffff800`02c0e900 28 25 FF 0F 00 00 41 89 45 2C 49 89 4E 20 41 89 (%....A.E,I.N A. fffff800`02c0e910 46 2C 41 89 56 28 48 89 BC 24 B0 00 00 00 E9 75 F,A.V(H..$.....u fffff800`02c0e920 FE FF FF 48 83 64 24 20 00 45 33 C9 41 B8 00 EF ...H.d$ .E3.A... fffff800`02c0e930 00 00 48 8B D5 B9 AC 00 00 00 FF 15 B0 C9 01 00 ..H............. fffff800`02c0e940 CC 48 8D 4C 24 30 FF 15 FC C6 01 00 48 83 C4 58 .H.L$0......H..X fffff800`02c0e950 41 5F 41 5E 41 5D 41 5C 5F 5E 5D 5B C3 90 90 90 A_A^A]A\_^][.... fffff800`02c0e960 90 90 90 90 48 89 5C 24 08 48 89 6C 24 10 48 89 ....H.\$.H.l$.H. fffff800`02c0e970 74 24 18 57 41 54 41 55 48 83 EC 50 33 C0 49 8B t$.WATAUH..P3.I. fffff800`02c0e980 F9 41 8B F0 4C 8B E2 48 8B CA 49 C7 C3 00 F0 FF .A..L..H..I..... fffff800`02c0e990 FF 45 85 C0 74 10 4C 85 59 10 74 0A 48 8B 49 08 .E..t.L.Y.t.H.I. fffff800`02c0e9a0 FF C0 3B C6 72 F0 3B C6 75 09 49 83 21 00 E9 FB ..;.r.;.u.I.!... fffff800`02c0e9b0 00 00 00 65 48 8B 04 25 20 00 00 00 33 C9 44 8B ...eH..% ...3.D. fffff800`02c0e9c0 50 24 48 8B 05 F7 64 02 00 4A 8B 2C D0 4C 8D 4D P$H...d..J.,.L.M fffff800`02c0e9d0 30 45 85 C0 74 22 4C 8B C6 4C 85 5A 10 75 0F 8B 0E..t"L..L.Z.u.. fffff800`02c0e9e0 02 FF C1 48 C1 E8 0C 49 89 01 49 83 C1 08 49 83 ...H...I..I...I. fffff800`02c0e9f0 E8 01 48 8B 52 08 75 E1 33 DB C1 E1 0C 41 B5 01 ..H.R.u.3....A.. fffff800`02c0ea00 48 21 5D 20 21 5D 2C 89 4D 28 44 38 2D 07 65 02 H!] !],.M(D8-.e. fffff800`02c0ea10 00 75 10 48 8B 05 C6 64 02 00 4A 8B 1C D0 E9 29 .u.H...d..J....) fffff800`02c0ea20 01 00 00 48 8D 0D D6 64 02 00 FF 15 50 C6 01 00 ...H...d....P... fffff800`02c0ea30 48 85 C0 0F 85 F9 00 00 00 44 8D 40 01 45 33 C9 [email protected]. fffff800`02c0ea40 33 D2 48 8B CD C7 44 24 28 20 00 00 00 21 5C 24 3.H...D$( ...!\$ fffff800`02c0ea50 20 FF 15 71 C6 01 00 4C 8B D8 48 85 C0 74 69 45 ..q...L..H..tiE fffff800`02c0ea60 32 ED 49 8B D3 85 F6 74 36 48 8B CE 49 F7 44 24 2.I....t6H..I.D$ fffff800`02c0ea70 10 00 F0 FF FF 75 1D 41 8B 44 24 10 25 EF 0F 00 .....u.A.D$.%... fffff800`02c0ea80 00 48 0B C2 48 83 C8 10 48 81 C2 00 10 00 00 49 .H..H...H......I fffff800`02c0ea90 89 44 24 10 48 83 E9 01 4D 8B 64 24 08 75 CD 48 .D$.H...M.d$.u.H fffff800`02c0eaa0 89 2F 4C 89 5F 08 48 89 5F 10 44 88 6F 30 4C 8D ./L._.H._.D.o0L. fffff800`02c0eab0 5C 24 50 49 8B 5B 20 49 8B 6B 28 49 8B 73 30 49 \$PI.[ I.k(I.s0I fffff800`02c0eac0 8B E3 41 5D 41 5C 5F C3 48 8D 54 24 30 48 8D 0D ..A]A\_.H.T$0H.. fffff800`02c0ead0 4C 64 02 00 FF 15 66 C5 01 00 48 8B 15 FF 63 02 Ld....f...H...c. fffff800`02c0eae0 00 44 8B 0D 10 64 02 00 48 8B 02 B9 01 00 00 00 .D...d..H....... fffff800`02c0eaf0 44 8B 40 18 44 3B C9 76 1E 48 83 C2 08 48 8B 02 [email protected];.v.H...H.. fffff800`02c0eb00 44 39 40 18 7D 06 44 8B 40 18 8B D9 FF C1 48 83 D9@.}[email protected]. fffff800`02c0eb10 C2 08 41 3B C9 72 E6 48 8D 4C 24 30 FF 15 0E C6 ..A;.r.H.L$0.... fffff800`02c0eb20 01 00 48 8B 05 B7 63 02 00 44 8B DB 4A 8B 1C D8 ..H...c..D..J... fffff800`02c0eb30 EB 07 83 60 1C 00 48 8B D8 F0 83 43 18 01 48 8D ...`..H....C..H. fffff800`02c0eb40 57 18 48 8D 4B 20 FF 15 F4 C4 01 00 48 8B 4B 10 W.H.K ......H.K. fffff800`02c0eb50 41 B9 01 00 00 00 4C 8B C5 BA 48 61 6C 20 FF 15 A.....L...Hal .. fffff800`02c0eb60 5C C5 01 00 4C 8B D8 48 85 C0 0F 85 F2 FE FF FF \...L..H........ fffff800`02c0eb70 48 21 44 24 20 45 33 C9 BA 00 10 00 00 B9 AC 00 H!D$ E3......... fffff800`02c0eb80 00 00 41 B8 02 EF 00 00 FF 15 62 C7 01 00 CC 90 ..A.......b..... fffff800`02c0eb90 90 90 90 90 90 90 90 90 48 89 5C 24 08 48 89 6C ........H.\$.H.l fffff800`02c0eba0 24 18 48 89 74 24 20 57 48 83 EC 20 41 80 78 30 $.H.t$ WH.. A.x0 fffff800`02c0ebb0 00 49 8B F8 8B F2 48 8B D9 BD 01 00 00 00 75 0F .I....H.......u. fffff800`02c0ebc0 49 8B 10 49 8B 48 08 FF 15 53 C4 01 00 EB 4A 4D I..I.H...S....JM fffff800`02c0ebd0 8B 00 48 8B 4F 08 BA 48 61 6C 20 FF 15 FF C4 01 ..H.O..Hal ..... fffff800`02c0ebe0 00 80 3D 30 63 02 00 00 75 2F 48 8D 4F 18 FF 15 ..=0c...u/H.O... fffff800`02c0ebf0 3C C5 01 00 48 8B 57 10 83 C8 FF F0 0F C1 42 18 <...H.W.......B. fffff800`02c0ec00 83 C0 FF 75 14 F0 0F B1 6A 1C 75 0D 48 8D 0D ED ...u....j.u.H... fffff800`02c0ec10 62 02 00 FF 15 4F C4 01 00 85 F6 74 1E 48 8B CE b....O.....t.H.. fffff800`02c0ec20 F6 43 10 10 74 0C 8B 43 10 25 EF 0F 00 00 48 89 .C..t..C.%....H. fffff800`02c0ec30 43 10 48 2B CD 48 8B 5B 08 75 E5 48 8B 5C 24 30 C.H+.H.[.u.H.\$0 fffff800`02c0ec40 48 8B 6C 24 40 48 8B 74 24 48 48 83 C4 20 5F C3 [email protected]$HH.. _. fffff800`02c0ec50 90 90 90 90 90 90 90 90 48 89 5C 24 18 48 89 4C ........H.\$.H.L fffff800`02c0ec60 24 08 55 56 57 41 54 41 55 41 56 41 57 48 83 EC $.UVWATAUAVAWH.. fffff800`02c0ec70 70 4D 8B F1 4D 8B E8 48 8B F2 4C 8B D1 44 0F 20 pM..M..H..L..D. fffff800`02c0ec80 C7 F6 42 0A 05 74 06 48 8B 5A 18 EB 2A 45 33 C9 ..B..t.H.Z..*E3. fffff800`02c0ec90 33 D2 48 8B CE 45 8D 41 01 C7 44 24 28 20 00 00 3.H..E.A..D$( .. fffff800`02c0eca0 00 83 64 24 20 00 FF 15 1C C4 01 00 4C 8B 94 24 ..d$ .......L..$ fffff800`02c0ecb0 B0 00 00 00 48 8B D8 BD 02 00 00 00 48 85 DB 75 ....H.......H..u fffff800`02c0ecc0 4A 40 3A FD 76 1F 48 21 5C 24 20 45 33 C9 BA 00 J@:.v.H!\$ E3... fffff800`02c0ecd0 10 00 00 B9 AC 00 00 00 41 B8 05 EF 00 00 FF 15 ........A....... fffff800`02c0ece0 0C C6 01 00 CC 8A 84 24 D8 00 00 00 44 8B 8C 24 .......$....D..$ fffff800`02c0ecf0 D0 00 00 00 4D 8B C6 49 8B D5 48 8B CE 88 44 24 ....M..I..H...D$ fffff800`02c0ed00 20 E8 02 FA FF FF E9 4D 01 00 00 44 8B BC 24 D0 ......M...D..$. fffff800`02c0ed10 00 00 00 BA FF 0F 00 00 41 8B CD 23 CA 41 8B C7 ........A..#.A.. fffff800`02c0ed20 C6 84 24 B8 00 00 00 00 23 C2 44 8D A4 01 FF 0F ..$.....#.D..... fffff800`02c0ed30 00 00 41 8B C7 41 C1 EC 0C C1 E8 0C 44 03 E0 44 ..A..A......D..D fffff800`02c0ed40 89 64 24 30 40 3A FD 76 41 33 C9 49 8B C6 45 85 .d$0@:.vA3.I..E. fffff800`02c0ed50 E4 74 64 48 F7 40 10 00 F0 FF FF 74 0D 48 8B 40 [email protected].@ fffff800`02c0ed60 08 FF C1 41 3B CC 72 EB EB 4D 48 83 64 24 20 00 ...A;.r..MH.d$ .

    Read the article

  • Our Oracle Recruitment Team is Growing - Multiple Job Opportunities in Bangalore, India

    - by david.talamelli
    DON"T GET STUCK IN THE MATRIXSEE YOUR FUTUREVISIT THE ORACLE The position(s): CORPORATE RECRUITING RESEARCH ANALYST(S) ABOUT ORACLE Oracle's business is information--how to manage it, use it, share it, protect it. For three decades, Oracle, the world's largest enterprise software company, has provided the software and services that allow organizations to get the most up-to-date and accurate information from their business systems. Only Oracle powers the information-driven enterprise by offering a complete, integrated solution for every segment of the process industry. When you run Oracle applications on Oracle technology, you speed implementation, optimize performance, and maximize ROI. Great hiring doesn't happen by accident; it's the culmination of a series of thoughtfully planned and well executed events. At the core of any hiring process is a sourcing strategy. This is where you come in... Do you want to be a part of a world-class recruiting organization that's on the cutting edge of technology? Would you like to experience a rewarding work environment that allows you to further develop your skills, while giving you the opportunity to develop new skills? If you answered yes, you've taken your first step towards a future with Oracle. We are building a Research Team to support our North America Recruitment Team, and we need creative, smart, and ambitious individuals to help us drive our research department forward. Oracle has a track record for employing and developing the very best in the industry. We invest generously in employee development, training and resources. Be a part of the most progressive internal recruiting team in the industry. For more information about Oracle, please visit our Web site at http://www.oracle.com Escape the hum drum job world matrix, visit the Oracle and be a part of a winning team, apply today. POSITION: Corporate Recruiting Research Analyst LOCATION: Bangalore, India RESPONSIBILITIES: •Develop candidate pipeline using Web 2.0 sourcing strategies and advanced Boolean Search techniques to support U.S. Recruiting Team for various job functions and levels. •Engage with assigned recruiters to understand the supported business as well as the recruiting requirements; partner with recruiters to meet expectations and deliver a qualified pipeline of candidates. •Source candidates to include both active and passive job seekers to provide a strong pipeline of qualified candidates for each recruiter; exercise creativity to find candidates using Oracle's advanced sourcing tools/techniques. •Fully evaluate candidate's background against the requirements provided by recruiter, and process leads using ATS (Applicant Tracking System). •Manage your efforts efficiently; maintain the highest levels of client satisfaction as well as strong operations and reporting of research activities. PREFERRED QUALIFICATIONS: •Fluent in English, with excellent written and oral communication skills. •Undergraduate degree required, MBA or Masters preferred. •Proficiency with Boolean Search techniques desired. •Ability to learn new software applications quickly. •Must be able to accommodate some U.S. evening hours. •Strong organization and attention to detail skills. •Prior HR or corporate in-house recruiting experiences a plus. •The fire in the belly to learn new ideas and succeed. •Ability to work in team and individual environments. This is an excellent opportunity to join Oracle in our Bangalore Offices. Interested applicants can send their resume to david[email protected] or contact David on +61 3 8616 3364

    Read the article

  • Is HR/Recruitment Really Ready For Innovative Candidates

    - by david.talamelli
    Before I begin this blog post, I want to acknowledge that there are some great HR/Recruitment people out there who are innovative and are leading the way in using new means to successfully attract and connect with talented people. For those of you who fit in this category, please keep thinking outside the square - just because what you do may not be the norm doesn't mean it is bad. Ok, with that acknowledgment out of the way - Earlier this morning (I started this post Friday morning) I came across this online profile via a tweet from Philip Tusing I love the information that Jason has put on his web-pages. From his work Jason clearly demonstrates not only his skills/experience but also I love how he relates his experience and shows how it will help an employer and what the value add of having him on your team is. Looking at Jason's profile makes me think though, is HR/Recruitment in general terms ready to deal with innovative candidates. Sure most Recruiters are online in some form or another, but how many actually have a process that is flexible enough to deal with someone who may not fit into your processes. Is your company's recruitment practice proactive enough to find Jason's web-pages? I am not sure what he is doing in terms of a job search, but if he is not mailing a resume or replying to ads on a Job Board - hopefully Jason comes up on some of the candidate searching you are doing. Once you find this information, would the information Jason provides fit nicely into your Applicant Tracking System or your Database? If not, how much of the intangible information are you losing and potentially not passing on to a Hiring Manager. I think what has worked in the past will not necessarily work in the future. Candidates want to work somewhere they will be challenged and learn and grow. If your HR/Recruitment team displays processes that take don't necessarily convey this message, this potentially could turn people away who were once interested in your company. For example (and I have to admit I still do some of these things myself), once calling up and having a talk to a candidate a company may say: 1) HR Question: Send me in a copy of your resume - Candidate Reply - you actually already have my resume, the web-page is http:// 2) HR Question:Come in for a chat so we can get to know you - Candidate Reply - if this is the basis of a meeting, you already know me and my thoughts by looking at my online links (blog, portfolio, homepage, etc...) These questions if not handled properly could potentially turn a candidate from being interested in your company to not being interested in your company. It potentially could demonstrate that your company is not social media savvy or maybe give the impression of not really being all that innovative. A candidate may think, if this company isn't able to take information I have provided in the public forum and use it, is it really a company I want to work for? I think when liaising with candidates a company should utilise the information the person has provided in the public domain. A candidate may inadvertantly give you answers to many of the questions you are seeking on their online presence and save everyone time instead of having to fill out forms or paperwork. If you build this into your conversations with your candidates it becomes a much more individualised service you are providing and really demonstrates to a candidate you are thinking of them as an individual. Yes I know we need to have processes in place and I am not saying don't work to those processes, but don't let process take away a candidates individuality. Don't let your process inadvertently scare away the top candidates that you may want in your company. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

    Read the article

  • Book Review Charlene Li's New Book: Open Leadership

    - by david.talamelli
    A few weeks ago, I was surprised when I looked in our mail box. I had received an Advance Copy of Charlene Li's new book titled "Open Leadership: How Social Technology Can Transform the Way You Lead". Charlene sent a tweet a while back asking anyone interested in receiving the book to submit their details. I sent off my details and didn't think I would hear anything back, so it was a pleasant surprise. With that I almost feel bad that it has taken me 3 weeks to read her book. It took this long mainly because it has been hard to fit in some quality reading time for myself with work, the kids, volunteering, etc..... I am happy to report I have finished her book and wanted to run through my initial thoughts with you. I first came across Charlene Li after reading her book "Groundswell" a few years ago, her latest book "Open Leadership" is a follow on from Groundswell and to me it seems like a natural progression from the question "Ok the business landscape is changing, what do we do now?" For me these two books have a different writing style to them. Groundswell from memory spoke about broad social media concepts and adoption and alerted us to some of the changes taking place in the SM landscape. Open Leadership seems to be focussed on taking those broad concepts and finding ways to implement them into your environment. That is breaking broad concepts down into individual action items that can be measured and analysed. As the business world changes Leaders must change their approach and let go of control to more control. One of the things I love reading about is seeing real life examples of how people and organisations are making these things happen. In this book Charlene has collected some great collateral and case studies from companies such as Cisco, Best Buy, The Red Cross and The State Bank of India (as a side-note, I wish now that I submitted my input for the Leaders I work with here at Oracle - there are some great examples here of people who empower their staff). As society becomes more adept at using social media it is inevitable that Leaders must become open with their employees, clients and partners. From the book some of the key points I took away are (I actually took away a lot more from this book, this is just an overview) : 1) Organisations should encourage risk taking. Without being a "hacker", how can we improve ourselves, our processes, our business, etc... The old saying you only fail by not trying applies here. If Leaders create a culture where people are afraid to stick their neck out - how will you innovate? 2) Leaders need to lead by example - if you want to promote an open and transparent business, a Leader needs to exemplify the traits they would like to see out of their employees. 3) The definition of a Leader is changing, open leadership is about being a catalyst to change that uses networks to spread a vision as opposed to traditional leadership that is viewed as a role. 4) There is a cultural and business shift taking place. Information is more wide-spread and is being disseminated faster than any other time in the past. Leaders who are open and transparent will thrive in this new business environment. 5) Leadership is not defined by a title - it is defined by a person's actions. Also anyone can be a Leader or has Leadership potential in them- it is a matter of drawing that out of people. I found this book useful and I also found myself looking at my own actions and the actions of others around me (including my management) to see how open and transparent I am in my work. For me I am glad I read this book as it validated my own thoughts of the changes we are seeing take place. This book has certainly given me some new ideas and helped me push my own boundaries of what I can do. The book has a number of action plans at the end of some of the chapters such as "Conducting you Openness Audit" that I think have helped me take thoughts and ideas and turn them into concrete action items. I have included a link to the introduction of the book here if anyone wants to have a read of it. If anyone else has read this book, it would be great to hear your thoughts/comments/review. Leave your comments below. This article was originally posted on David Talamelli's Blog - David's Journal on Tap

    Read the article

  • Increase efficiency for an R simulator of the Monty Hall Puzzle

    - by jahan_m
    The Monty Hall Problem is a simple puzzle involving probability that even stumps professionals in careers dealing with some heavy-duty math. Here's the basic problem: Suppose you're on a game show, and you're given the choice of three doors: Behind one door is a car; behind the others, goats. You pick a door, say No. 1, and the host, who knows what's behind the doors, opens another door, say No. 3, which has a goat. He then says to you, "Do you want to pick door No. 2?" Is it to your advantage to switch your choice? You can find numerous explanations of the solution here: http://en.wikipedia.org/wiki/Monty_Hall_problem Goal of my simulation: Prove that a switching strategy will win you the car 2/3 of the time. I got curious and wanted to write a little function that simulates the problem many times and returns the proportion of wins if you switched and the proportion of wins if you stayed with your first choice. The function then plots the cumulative wins. First and foremost, I'm interested in hearing if my simulation is indeed replicating the Monty Problem, or if some aspect of the code got it wrong. Secondly, this function takes a long time to run once I get to about 10,000 simulations. I know I don't need this many simulations to prove this but I'd love to hear some ideas on how to make it more efficient. Thanks for your feedback! Monty_Hall=function(repetitions){ doors=c('A','B','C') stay_wins=0 switch_wins=0 series=data.frame(sim_num=seq(repetitions),cum_sum_stay=replicate(repetitions,0),cum_sum_switch=replicate(repetitions,0)) for(i in seq(repetitions)){ winning_door=sample(doors,1) contestant_chooses=sample(doors,1) if(contestant_chooses==winning_door) stay_wins=stay_wins+1 else switch_wins=switch_wins+1 series[i,'cum_sum_stay']=stay_wins series[i,'cum_sum_switch']=switch_wins } plot(series$sim_num,series$cum_sum_switch,col=2,ylab='Cumulative # of wins', xlab='Simulation #',main=sprintf('%d Simulations of the Monty Hall Paradox',repetitions),type='l') lines(series$sim_num,series$cum_sum_stay,col=4) legend('topleft',legend=c('Cumulative wins from switching', 'Cumulative wins from staying'),col=c(2,4),lty=1) result=list(series=series,stay_wins=stay_wins,switch_wins=switch_wins, proportion_stay_wins=stay_wins/repetitions, proportion_switch_wins=switch_wins/repetitions) return(result) } #Theory predicts that it is to the contestant's advantage if he #switches his choice to the other door. This function simulates the game #many times, and shows you the proportion of games in which staying or #switching would win the car. It also plots the cumulative wins for each strategy. Monty_Hall(100)

    Read the article

  • Oracle's Australian Graduate Recruitment Program

    - by david.talamelli
    I have been with Oracle for 5 years now and one thing that I have found that there is never a shortage of here is - Variety. Over the last 5 years I have had the opportunity to work on projects across various countries, across various technologies and skill-sets and also across various level of seniority. No two days are the same. One of the projects I was fortunate to be involved in occurred last year and it is one of the ones that is closest to me. Last year I was able to take responsibility for our 2011 Graduate Recruitment drive in Australia. Two weeks ago I went to Sydney to meet our Graduates who started in February 2011 with us and it was great to see them come to the end (or beginning actually) of our journey together. I am excited at the potential of what our Graduates careers will develop into here with us. I remember at our interviewing last year trying to explain life in Oracle, it is great to see those same Graduates with us now learning and developing life and business skills that I hope they will take with them in their professional careers. I was talking to one of my colleagues this week who mentioned the excitement and energy that our new Graduates bring is infectious, and I agree it really is. Our Graduates have a big learning curve ahead of them and they are about to start going on rotations into some of our Business Groups - but I think it is a great experience to see how a global company operates and pulls together to achieve results together. Here is a picture we took the other week of this year's Oracle Graduates (if any of our Graduates are reading this blog - it was great seeing you in NSW and I do wish you all the success here at Oracle) Once again Oracle's Graduate Program will be running in 2011 in Australia (Graduates will start in Jan/Feb 2012). The Oracle Australia Graduate Development Program is a one-year program consisting of orientation, formal training, project rotations in one core line of business and finally job placement. The formal training is a combination of structured development programs on soft skills and functional competencies via various delivery formats. Graduates are also expected to work in a team environment and complete multiple projects addressing real business challenges and at the time gaining a broad business understanding. For our Australia program we are hiring in our North Ryde and Melbourne offices. Resume submissions are being accepted now. First Round interviews will take place in June 2011 with Final Round interviews in July 2011. The Australia Graduate Program is open to Australian Residents and Citizens who are either in the final year of their studies or have graduated the previous year. For more details on Oracle and our Graduate Program visit our Campus website To express your interest, mail your resume to [email protected]

    Read the article

  • Interviews Gone Bad.....Now What Do I Do?

    - by david.talamelli
    We have all done it at some stage of our working careers - you know those times when you leave an interview and then you think to yourself "why didn't I ask that question" or "I can't believe I said that" or "how could I have forgotten to say that". It happens to everyone but how you handle things moving forwards could be critical in helping you land that dream job. There is nothing better than seeing that dream job with the dream company that you are looking to work for advertised (or in some cases getting called by the Recruiter to let you know about that job). The role may seem perfect and it could be just what you are looking for and it is with the right company as well. You have sent in your resume and have subsequently had one, two or maybe three interviews for the role. After each step of the process you get a little bit more excited about the role as you start to think about your work day in your new role/company. Then it happens, you get it: you get The Phone Call to inform you that you have not been successful in securing the position that you have invested so much time and effort into. It can be disappointing to hear this news but what you do next is important in potentially keeping that door open for future opportunities with that company. How you handle yourself in this situation is important: if any of you remember the Choose Your Own Adventure Books do you: Tell the Recruiter (maybe get aggressive) they are wrong in their assessment and that you are the right candidate for the role Switch off and say ok thanks and hang up without engaging in any further dialogue Thank the company for their time and enquire if there may be any other opportunities in the future to explore If you chose the first option - the company in question may consider whether or not to look at you for other opportunities. How you handle yourself in the recruitment process could be an indication of how you would deal with clients/colleagues in your role and the impression that you leave a potential employer may be what sticks in their mind when they think of you (eg: isn't that the person who couldn't handle it when we told him he wasn't right for our role). The second option potentially produces a similar outcome. If you rush to get off the phone, the company may come back to you to talk about other roles when they come up, but you also leave open the potential thought with the company you were only interested in that role and therefore not interested in any other opportunities. Why take the risk of the company thinking that and potentially not getting back to you in the future. By picking the third option, you actively engage with the company and keep the dialogue open for future discussions. Ok, so you didn't get the role you interviewed for - you don't know who else the company may have been interviewing - maybe they found someone who was a better fit, or maybe there were too many boxes you didn't tick to step straight into that specific role. Take a deep breath and keep the company engaged. You are fresh in their mind - take advantage of that fact and let them know that while you respect their decision, that you are still interested in the company and would like to be kept in mind for future roles. Ask if it is ok to keep in touch and when they would like to keep in touch, as long as you are interested let them know you are still interested. You do need to balance that though if you come across as too keen or start stalking people - it could equally damage your brand. Companies normally have more than one open role. New roles are created all the time, circumstances change and hiring people is not a static business, it changes course from everyone's best laid initial plans. If you didn't get that initial role you wanted, keep the door open with that company so that when those new roles do come up or when circumstances do change you have already laid the ground to step into those new positions.

    Read the article

  • Your Job Search Should be More Than Just a New Year's Resolution

    - by david.talamelli
    I love the beginning of a new year, it is a great chance to refocus and either re-evaluate goals you are working to or even set new ones. I don't have any statistics to measure this but I am sure that one of the more popular new year's resolutions in the general workforce is to either get a new job or work to further develop one's career. I think this is a good idea, in today's competitive work force people should have a plan of what they want to do, what role they are after and how to get there. One common mistake I think many people make though is that a career plan shouldn't be a once a year thought. When people finish with the holiday season with their new year's resolution to find a new job fresh in their mind, you can see the enthusiasm and motivation a person has to make something happen. Emails are sent, calls are made, applications are made, networking is happening, etc..... Finding the right role that you are after however can be difficult, while it would be great if that dream role was available just at the time you happened to be looking for it - in reality this is not always the case. Job Seekers need to keep reminding themselves that while sometimes that dream job they are after is available at the same time they are looking, that also a Job search can be a difficult and long process. Many people who set out with the best of intentions in January to find a new job can soon lose interest in a job search if they do not immediately find a role. Just like the Christmas decorations are put away and the photos from New Year's are stored away - a Job Seeker's motivation may slowly decrease until that person finds themselves 12 months later in the same situation in same role and looking for that new opportunity again. Rather than just "going for it" and looking for a role in the month of January, a person's job search or career plan should be an ongoing activity and thought process that is constantly updated and evaluated over the course of the year. It can be hard to stay motivated over an extended period of time, especially when you are newly motivated and ready for that new role and the results are not immediate. Rather than letting your job search fall down the priority list and into the "too hard basket" a few ideas that may keep your enthusiasm fresh Update your resume every 6 months, even if you are not looking for a job - it is easy to forget what you have accomplished if you don't keep your details updated. Also it is good to be prepared and have a resume ready to go in case you do get an unexpected phone call for that 'dream job' you have been hoping for. Work out what you want out of your next role before you begin your job search - rather than aimlessly searching job ads or talking to people - think of the organisations or type of role you would like before you search. If you know what you are looking for it will be much easier to work out how to get there than if you do not know what you want. Don't expect immediate results once you decide to look for another job, things don't always fall into place. Timing and delivery can be important pieces of being selected for a role, companies don't hire every role in January. Have an open mind - people you meet or talk to may not result in immediate results for your job search but every connection may help you get a bit closer to what you are after . These actions will not guarantee a positive result, but in today's competitive work force every little of extra preparation and planning helps. All the best for 2011 and I hope your career plan whatever it may be is a success.

    Read the article

  • The 2010 JavaOne Java EE 6 Panel: Where We Are and Where We're Going

    - by janice.heiss(at)oracle.com
    An informative article, based on a 2010 JavaOne (San Francisco, California) panel session, surveys a variety of expert perspectives on Java EE 6.The panel, moderated by Oracle's Alexis Moussine-Pouchkine, consisted of:* Adam Bien, Consultant Author/ Speaker, adam-bien.com* Emmanuel Bernard, Principal Software Engineer, JBoss by Red Hat,* David Blevins, Senior Software Engineer, and co-founder of the OpenEJB project and a     founder of Apache Geronimo* Roberto Chinnici, Technical Staff Consulting Member, Oracle* Jim Knutson, Java EE Architect, IBM* Reza Rahman, Lead Engineer, Caucho Technology, Inc.,* Krasimir Semerdzhiev, Development Architect, SAP Labs BulgariaThe panel addressed such topics as Platform and API Adoption, Contexts and Dependency Injection (CDI), Java EE vs. Spring, the impact of Java EE 6 on tooling and testing, Java EE.next, along with a variety of audience questions. Read the entire article for the whole picture.

    Read the article

facebook twitter digg google delicious technorati stumbleupon myspace wordpress linkedin gmail igoogle windows live tumblr viadeo yahoo buzz yahoo mail yahoo bookmarks favorites email print

1 2 3 4 5 6 7 8 9 10 11 12  | Next Page >