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• 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.

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• 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

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• Podcast: Advanced MVVM with Josh Smith

  - by craigshoemaker

  Author, Microsoft MVP and accomplished pianist Josh Smith, Sr. UX Developer at IdentityMine, joins the show to discuss some of Model View ViewModel’s more advanced scenarios. Full Speed: download Fast Version: download Josh shares is experience using MVVM gives some real-world advice on: Using modal dialogs Evils and virtues of code behind in views Use of attached behaviors Undo/redo strategies Working with animations Building a task based architecture for managing communication between View and ViewModel Frameworks in the MVVM space The Book Get first-hand experience implementing the solutions to the challenges discussed in the show by reading Josh’s new book ‘Advanced MVVM’. Resources The following resources are mentioned in the show: Laurent Bugnion's mix talk ‘Understanding the Model-View-ViewModel Pattern Josh Smith’s MVVM Foundation Laurent Bugnion’s MVVM Light framework Rob Eisenberg's Caliburn

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• Java Spotlight Episode 97: Shaun Smith on JPA and EclipseLink

  - by Roger Brinkley

  Interview with Java Champion Shaun Smith on JPA and EclipseLink. Right-click or Control-click to download this MP3 file. You can also subscribe to the Java Spotlight Podcast Feed to get the latest podcast automatically. If you use iTunes you can open iTunes and subscribe with this link:  Java Spotlight Podcast in iTunes. Show Notes News Project Jigsaw: Late for the train: The Q&A JDK 8 Milestone schedule The Coming M2M Revolution: Critical Issues for End-to-End Software and Systems Development JSR 355 passed the JCP EC Final Approval Ballot on 13 August 2012 Vote for GlassFish t-shirt design GlassFish on Openshift JFokus 2012 Call for Papers is open Who do you want to hear in the 100 JavaSpotlight feature interview Events Sep 3-6, Herbstcampus, Nuremberg, Germany Sep 10-15, IMTS 2012 Conference,  Chicago Sep 12,  The Coming M2M Revolution: Critical Issues for End-to-End Software and Systems Development,  Webinar Sep 30-Oct 4, JavaONE, San Francisco Oct 3-4, Java Embedded @ JavaONE, San Francisco Oct 15-17, JAX London Oct 30-Nov 1, Arm TechCon, Santa Clara Oct 22-23, Freescale Technology Forum - Japan, Tokyo Nov 2-3, JMagreb, Morocco Nov 13-17, Devoxx, Belgium Feature InterviewShaun Smith is a Principal Product Manager for Oracle TopLink and an active member of the Eclipse community. He's Ecosystem Development Lead for the Eclipse Persistence Services Project (EclipseLink) and a committer on the Eclipse EMF Teneo and Dali Java Persistence Tools projects. He’s currently involved with the development of JPA persistence for OSGi and Oracle TopLink Grid, which integrates Oracle Coherence with Oracle TopLink to provide JPA on the grid. Mail Bag What’s Cool James Gosling and GlassFish (youtube video) Every time I see a piece of C code I need to port, my heart dies a little. Then I port it to 1/4 as much Java, and feel better. Tweet by Charles Nutter #JavaFX 2.2 is really looking like a great alternative to Flex. SceneBuilder + NetBeans 7.2 = Flash Builder replacement. Tweet by Danny Kopping

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• Conversation with David Chappell on Windows Azure and Cloud Computing

  - by Eric Nelson

  My colleague David spent some time with David Chappell recently and recorded a short interview which is now available on Channel 9. Watch now on Channel 9. They cover off: IaaS vs PaaS Private vs Public Cloud Applications that are not a great fit for Windows Azure and those which are. The threat of Public Cloud to IT departments Not bad for 10minutes :-)

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• Java Spotlight Episode 77: Donald Smith on the OpenJDK and Java

  - by Roger Brinkley

  Tweet An interview with Donald Smith about Java and OpenJDK. Joining us this week on the Java All Star Developer Panel are Dalibor Topic, Java Free and Open Source Software Ambassador and Arun Gupta, Java EE Guy. Right-click or Control-click to download this MP3 file. You can also subscribe to the Java Spotlight Podcast Feed to get the latest podcast automatically. If you use iTunes you can open iTunes and subscribe with this link:  Java Spotlight Podcast in iTunes. Show Notes News Jersey 2.0 Milestone 2 available Oracle distribution of Eclipse (OEPE) now supports GlassFish 3.1.2 Oracle Linux 6 is now part of the certification matrix for 3.1.2 3rd part of Spring -> Java EE 6 article series published Joe Darcy - Repeating annotations in the works JEP 152: Crypto Operations with Network HSMs JEP 153: Launch JavaFX Applications OpenJDK bug database: Status update OpenJDK Governing Board 2012 Election: Results jtreg update March 2012 Take Two: Comparing JVMs on ARM/Linux The OpenJDK group at Oracle is growing App bundler project now open Events April 4-5, JavaOne Japan, Tokyo, Japan April 11, Cleveland JUG, Cleveland, OH April 12, GreenJUG, Greenville, SC April 17-18, JavaOne Russia, Moscow Russia April 18–20, Devoxx France, Paris, France April 17-20, GIDS, Bangalore April 21, Java Summit, Chennai April 26, Mix-IT, Lyon, France, May 3-4, JavaOne India, Hyderabad, India May 5, Bangalore, Pune, ?? - JUG outreach May 7, OTN Developer Day, Mumbai May 8, OTN Developer Day, Delhi Feature InterviewDonald Smith, MBA, MSc, is Director of Product Management for Oracle. He brings worldwide enterprise software experience, ranging from small "dot-com" through Fortune 500 companies. Donald speaks regularly about Java, open source, community development, business models, business integration and software development politics at conferences and events worldwide including Java One, Oracle World, Sun Tech Days, Evans Developer Relations Conference, OOPSLA, JAOO, Server Side Symposium, Colorado Software Summit and others. Prior to returning to Oracle, Donald was Director of Ecosystem Development for the Eclipse Foundation, an independent not-for-profit foundation supporting the Eclipse open source community. Mail Bag What’s Cool OpenJDK 7 port to Haiku JEP 154: Remove Serialization Goto for the Java Programming Language

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• 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.

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• "Oracle Fusion Is Worth Your Consideration," States Mark Smith of Ventana Research

  - by Richard Lefebvre

  After attending OOW 2012, Mark Smith of Ventana Research has written a great blog post on Oct 4th, 2012 titled "Oracle Fusion for CRM and HCM Ready with a Mobile Tap." In this blog post, Mark goes on to say: "It was a great opportunity to get close to the Oracle Fusion Applications, which the company presented as proven and ready, with customers using them on-premises and in private and public cloud computing usage methods. In keynotes from executives Larry Ellison, Mark Hurd and Thomas Kurian and application-focused sessions with executives Steve Miranda and Chris Leone, Oracle repeated the message that Fusion Applications are not just for cloud computing and web services but are also accessible through mobile technology called Oracle Fusion Tap that operates natively on the Apple iPad. The company left no confusion about its applications' readiness for cloud and mobile computing, and provided insight into future advancements." Mark also states: " After two days of Oracle and customer sessions, along with a visit to the demonstration stands in the exposition area, it was clear that Oracle has made an important change in its approach to the market and its executive-level commitment to Fusion Applications. I saw more dialogue with partners to complement its applications, and many announcements, including Oracle's on partners in Fusion CRM, who were also visible during presentations and demonstrations." In closing, Mark makes the following proclamation: "Oracle Fusion is worth your consideration whether you are considering a move to cloud computing or still run applications on-premises or use a hybrid approach which provides more choices to customers than just a cloud computing only approach. We are now in a renaissance of business driving what it needs from business applications, and vendors that convince business they can be trusted will be at the center of a new world of cloud, mobile and social computing." This post is really worth a read. You can find the entire post here.

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• Book Review: Inside Windows Communicat?ion Foundation by Justin Smith

  - by Sam Abraham

  In gearing up for a new major project, I have taken it upon myself to research and review various aspects of our Microsoft stack of choice seeking new creative ways for us to leverage in our upcoming state-of-the-art solution projected to position us ahead of the competition. While I am a big supporter of search engines and online articles as a quick and usually reliable source of information, I have opted in my investigative quest to actually “hit the books”.  I have also made it a habit to provide quick reviews for material I go over hoping this can be of help to someone who may be looking for items others may have had success using for reference. I have started a few months ago by investigating better ways to implementing, profiling and troubleshooting SQL Server 2008. My reference of choice was Itzik Ben-Gan et al’s “Inside Microsoft SQL Server 2008” series. While it has been a month since my last book review, this by no means meant that I have been sitting idle. It has been pretty challenging to balance research with the continuous flow of projects and deadlines all while balancing that with my family duties which, of course, always comes first. In this post, I will be providing a quick review of my latest reading: Inside Windows Communication Foundation by Justin Smith. This book has been on my reading list for a very long time and I am proud to have finally tackled it. Justin’s book presents a great coverage of WCF internals. His simple, concise and well-worded style has simplified the relatively complex internals of WCF and made it comprehensible. Justin opted to organize the book into three parts: an introduction to WCF, coverage of the Channel Layer and a look at WCF internals at the ServiceModel layer. Part I introduced the concepts and made the case behind WCF while covering a simplified version of WCF’s message patterns, endpoints and contracts. In Part II, Justin provided a thorough coverage of the internals of Messages, Channels and Channel Managers. Part III concluded this nice reading with coverage of Bindings, Contracts, Dispatchers and Clients. While one would not likely need to extend WCF at that low level of the API, an understanding of the inner-workings of WCF is a must to avoid pitfalls mainly caused by misinformation or erroneous assumptions. Problems can quickly arise in high-traffic hosted solutions, but most can be easily avoided with some minimal time investment and education. My next goal is to pay a closer look at WCF from the programmer’s API perspective now that I have acquired a better understanding of its inner working.   Many thanks to the O’Reilly User Group Program and its support of our West Palm Beach Developers’ Group.   Stay tuned for more… All the best, --Sam

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• 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."

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• 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;}

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• 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

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• (and a new ray smith equipment webpage)

  - by raysmithequip

  Originally posted on: http://geekswithblogs.net/raysmithequip/archive/2013/10/15/154351.aspxPlease bear with me, apparently we lost jabry.com to what I am not sure.  I have yet another webpage coming to http://www.raysmithequip.netai.net/ . Right now it is pretty bare, I just spent an hour configuring web matrix 2.0 (3 no likey like vista!!).  I should have the shoppers corner sub page back up intime for black friday though, soo keep your eyes posted.To keep you busy meantime, be sure to check out inmoov, a really cool open source 3d printed diy robot.I chanced upon it from the dangerous prototypes web site some time ago and consider it the one project that will rock the world in the immediate future.inmoov.blogspot.com/ raysmithn3twu

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• 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.

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• 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--

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• 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

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• 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

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• 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

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• 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

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• 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

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• 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

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• 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

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• 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

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• Trying to reconcile global ip address and Vhosts

  - by puk

  I have been using my local machine as a web server for a while, and I have several websites set up locally on my machine, all with similar Vhost files like the one seen here /etc/apache2/sites-available/john.smith.com: <VirtualHost *:80> RewriteEngine on RewriteOptions Inherit ServerAdmin www-data@john.smith.com ServerName john.smith.com ServerAlias www.john.smith.com DocumentRoot /home/john/smith # Possible values include: debug, info, notice, warn, error, crit, # alert, emerg. LogLevel warn LogFormat "%v %l %u %t \"%r\" %>s %b" comonvhost CustomLog /var/log/apache2/access.log comonvhost </VirtualHost> then I set up the /etc/hosts file like so for every Vhost: 192.168.1.100 www.john.smith.com john.smith.com 192.168.1.100 www.jane.smith.com jane.smith.com 192.168.1.100 www.joe.smith.com joe.smith.com 192.168.1.100 www.jimbob.smith.com jimbob.smith.com Now I am hosting my friend's website until he gets a permanent domain. I have port forwarding set up to redirect port 80 to my machine, but I don't understand how the global ip fits into all of this. Do I for example use the following web site addresses (assume global ip is 12.34.56.789): 12.34.56.789.john.smith 12.34.56.789.jane.smith 12.34.56.789.joe.smith 12.34.56.789.jimbob.smith

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• 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]

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