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  • H1 Visa interview tips–What you must know before attending the interview?

    - by Gopinath
    USA’s H1 visa allows highly qualified professionals from other countries to work in America. Many IT professionals in India aspire to go to USA on H1 and work for their clients. Recently I had a chance to study H1 visa process to help one of my friends and I would like to share what I learned. With the assumption that your H1 petition is approved and you got an interview scheduled at US Embassy for your visa stamping, here are tips you must know before attending the interview Dress Code – Formals Say no to casuals or any fancy dress when you attend the interview. It’s not a party or friends home you are visiting. Consider H1 Visa interview as your job interview and dress up in formals. There is no option B for your, you must be in formals. A plain formal shirt with a matching pant is suggested for men. Tie and Suit would not be required, but if you are a professional at management level you can consider wearing suit. Women can wear either formal Salwar or formal pant-shirt. Avoid heavy jewellery, wear what is must as per your tradition or culture. Body Language -  Smile on your face Your body language reflects what you are and what’s going on in your mind. Don’t be nervous or restless, be relaxed and wear a beautiful smile on your face. A smile is a curve that sets everything straight. When you are called for the interview, greet the interviewer with a beautiful smile. Say Good Morning/Afternoon/Evening depending on time you are visiting them. Whenever appropriate say Thank You. Generally American professionals are very friendly people and they reciprocate for your greetings. Make sure that you make them comfortable to start the interview. Carry original documents in a separate folder I don’t want to talk much about the documents that are required for your H1B interview as it’s big subject on it’s own and it requires a separate post. I assume that your consultant or employer helped you in gathering all the required documents like – petition, DS 160 forms, education & job related documents, resume, interview call letters, client letters, etc. For all the documents you are going to submit at the interview make sure that you have originals in a separate folder.  If required interviewer may ask you show the originals of any of the document you submitted for visa processing. Don’t mix the original documents with the documents you need to submit for interview. Have a separate folder for them. For those who are going to stamping along with their spouse and children, they need to carry few extra original documents like – marriage certificate, marriage photos(30 numbers)/album, birth certificates, passports, education and profession related certificates of the spouse and children. Know your role & responsibilities The interviewer will ask you questions on your roles and responsibilities at client location. Be clear what is your day to day tasks at client place and prepared to face detailed questions on the same. When asked explain clearly and also make sure what you say is inline with what is mentioned in your petition and client invitation letter. At times they may ask you questions specific to the project/technology you are going to work. So doing some homework in this area will help you easily answer the questions. Failing to answer basic questions on your role & responsibilities may result in rejection. You work for your Employer at Client location but NOT FOR CLIENT One of the important things to keep in mind that you work for your employer and you are being deputed to client location on a work visa.  Your employer is going to be solely responsible for your salary, work, promotion, pay hikes or what so ever during your stay at USA. Your client will not be responsible for anything. Lets say you are employed with Company X in India and they are applying for H1B to work at your client(ex: Microsoft) in USA, you must keep in my mind that Microsoft is not your employer. Microsoft will not pay your salaries or responsible for any employment related activities. Company X will be solely responsible for all your employer related activities. If you don’t get this correctly and say to Visa interviewer that your client is responsible, then you may get into troubles. Know your client It’s always good to know the clients with whom you are going to work in USA and their business. If your client is a well know organisation then you may not get many questions from interviewer else you need to be well prepared to provide details like – nature of business, location, size of the organisation, etc.  Get to know the basic details about your client and be confident while providing those details to the interviewer. Also make sure that you never talk about any confidential details of your client projects and business. Revealing confidential details of your client may land your job itself in soup. Make sure that your spouse is also in sync with you If you’ve applied a H4 visa for your spouse along with your H1, make sure that spouse is in sync with you. Your spouse also should know the basic details of your job, your employer, client and location where you will be travelling. Your spouse should also be prepared to answers questions related to marriage, their profession(if working), kids, education, etc. Interviewers will try to asses your spouse communication skills, whereabouts while staying in USA and would they prefer to work USA or not. On H4, which is a dependent visa, your spouse is not allowed to work in USA and at any point your spouse should not show the intentions to search for work in USA. Less luggage more comfort You would have definitely heard that there are lot of restrictions on what you can carry along with you to an US Embassy while attending the interview. To be frank it’s not good to say there are many restrictions, but there are a hell a lot of restrictions. There are unbelievable restrictions and it’s for the safety of everyone. You are not allowed to carry mobile phones, CD/DVDs, USBs, bank cards, cameras, cosmetics, food(except baby food), water, wallets, backpacks, sealed covers, etc. Trust me most of the things we carry with us regularly every day are not allowed inside. As there are 100s of restrictions, it would be easier if you understand what you can carry along with you and just carry them alone. Ask your employer/consultant to provide you a checklist of items that you can carry. Most what you would require are H1B related documents provided by the employer/consultant Photographs All original documents supporting your H1B Passports Some cash for your travel expenses (avoid coins) Any important phone number / details written in a paper(like your cab driver number, etc.) If you carry restricted stuff then you will be stopped at security checks, you have to find people who can safely keep all the restricted items. Due to heavy restrictions in and around the US Embassy you will not find any  place to keep your luggage. So just carry the bare minimum things required so that you feel more comfortable. Useful Links THE U.S. NON IMMIGRANT VISA APPLICATION PROCESS U.S VISA SECURITY REGULATIONS GENERAL FAQS Hope this information is helpful to you and best of luck for your interview. Creative commons Image credit: Flickr/ alexfrance, vinothchandar. hughelectronic, architratan, striatic

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  • Accessing SSRS Report Manager on Windows 7 and Windows 2008 Server

    - by Testas
      Here is a problem I was emailed last night   Problem   SSRS 2008 on Windows 7 or Windows 2008 Server is configured with a user account that is a member of the administrator's group that cannot access report Manager without running IE as Administrator and adding  the SSRS server into trusted sites. (The Builtin administrators account is by default made a member of the System Administrator and Content Manager SSRS roles).   As a result the OS limits the use of using elevated permissions by removing the administrator permissions when accessing applications such as SSRS     Resolution - Two options   Continue to run IE as administrator, you must still add the report server site to trusted sites Add the site to trusted sites and manually add the user to the system administrator and content manager role Open a browser window with Run as administrator permissions. From the Start menu, click All Programs, right-click Internet Explorer, and select Run as administrator. Click Allow to continue. In the URL address, enter the Report Manager URL. Click Tools. Click Internet Options. Click Security. Click Trusted Sites. Click Sites. Add http://<your-server-name>. Clear the check box Require server certification (https:) for all sites in this zone if you are not using HTTPS for the default site. Click Add. Click OK. In Report Manager, on the Home page, click Folder Settings. In the Folder Settings page, click Security. Click New Role Assignment. Type your Windows user account in this format: <domain>\<user>. Select Content Manager. Click OK. Click Site Settings in the upper corner of the Home page. Click security. Click New Role Assignment. Type your Windows user account in this format: <domain>\<user>. Select System Administrator. Click OK. Close Report Manager. Re-open Report Manager in Internet Explorer, without using Run as administrator.   Problems will also exist when deploying SSRS reports from Business Intelligence Development Studio (BIDS) on Windows  7 or Windows 2008, therefore you should run Business Intelligence Development Studio as Administor   information on this issue can be found at <http://msdn.microsoft.com/en-us/library/bb630430.aspx>

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  • Benefits of an Online SEO Course

    SEO (Search Engine Optimization) is the process one takes in optimizing their website to be on the top of search results for Search Engines. As a new online business owner doing SEO may seem to be a daunting task.

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  • Where can I download list of all .com domains registered in the world

    - by John
    I just need registered .com domain names. I know this list is available at: http://www.verisigninc.com/en_US/products-and-services/domain-name-services/grow-your-domain-name-business/tld-zone-access/index.xhtml ( looks like it could take 4 weeks for approval) http://www.premiumdrops.com/zones.html Also I can extract domain names using domain search API at domaintools.com Is there any other source where I can find this list?

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  • Expectations + Rewards = Innovation

    - by D'Arcy Lussier
    “Innovation” is a heavy word. We regard those that embrace it as “Innovators”. We describe organizations as being “Innovative”. We hold those associated with the word in high regard, even though its dictionary definition is very simple: Introducing something new. What our culture has done is wrapped Innovation in white robes and a gold crown. Innovation is rarely just introducing something new. Innovations and innovators are typically associated with other terms: groundbreaking, genius, industry-changing, creative, leading. Being a true innovator and creating innovations are a big deal, and something companies try to strive for…or at least say they strive for. There’s huge value in being recognized as an innovator in an industry, since the idea is that innovation equates to increased profitability. IBM ran an ad a few years back that showed what their view of innovation is: “The point of innovation is to make actual money.” If the money aspect makes you feel uneasy, consider it another way: the point of innovation is to <insert payoff here>. Companies that innovate will be more successful. Non-profits that innovate can better serve their target clients. Governments that innovate can better provide services to their citizens. True innovation is not easy to come by though. As with anything in business, how well an organization will innovate is reliant on the employees it retains, the expectations placed on those employees, and the rewards available to them. In a previous blog post I talked about one formula: Right Employees + Happy Employees = Productive Employees I want to introduce a new one, that builds upon the previous one: Expectations + Rewards = Innovation  The level of innovation your organization will realize is directly associated with the expectations you place on your staff and the rewards you make available to them. Expectations We may feel uncomfortable with the idea of placing expectations on our staff, mainly because expectation has somewhat of a negative or cold connotation to it: “I expect you to act this way or else!” The problem is in the or-else part…we focus on the negative aspects of failing to meet expectations instead of looking at the positive side. “I expect you to act this way because it will produce <insert benefit here>”. Expectations should not be set to punish but instead be set to ensure quality. At a recent conference I spoke with some Microsoft employees who told me that you have five years from starting with the company to reach a “Senior” level. If you don’t, then you’re let go. The expectation Microsoft placed on their staff is that they should be working towards improving themselves, taking more responsibility, and thus ensure that there is a constant level of quality in the workforce. Rewards Let me be clear: a paycheck is not a reward. A paycheck is simply the employer’s responsibility in the employee/employer relationship. A paycheck will never be the key motivator to drive innovation. Offering employees something over and above their required compensation can spur them to greater performance and achievement. Working in the food service industry, this tactic was used again and again: whoever has the highest sales over lunch will receive a free lunch/gift certificate/entry into a draw/etc. There was something to strive for, to try beyond the baseline of what our serving jobs were. It was through this that innovative sales techniques would be tried and honed, with key servers being top sellers time and time again. At a code camp I spoke at, I was amazed to see that all the employees from one company receive $100 Visa gift cards as a thank you for taking time to speak. Again, offering something over and above that can give that extra push for employees. Rewards work. But what about the fairness angle? In the restaurant example I gave, there were servers that would never win the competition. They just weren’t good enough at selling and never seemed to get better. So should those that did work at performing better and produce more sales for the restaurant not get rewarded because those who weren’t working at performing better might get upset? Of course not! Organizations succeed because of their top performers and those that strive to join their ranks. The Expectation/Reward Graph While the Expectations + Rewards = Innovation formula may seem like a simple mathematics formula, there’s much more going under the hood. In fact there are three different outcomes that could occur based on what you put in as values for Expectations and Rewards. Consider the graph below and the descriptions that follow: Disgruntled – High Expectation, Low Reward I worked at a company where the mantra was “Company First, Because We Pay You”. Even today I still hear stories of how this sentiment continues to be perpetuated: They provide you a paycheck and a means to live, therefore you should always put them as your top priority. Of course, this is a huge imbalance in the expectation/reward equation. Why would anyone willingly meet high expectations of availability, workload, deadlines, etc. when there is no reward other than a paycheck to show for it? Remember: paychecks are not rewards! Instead, you see employees be disgruntled which not only affects the level of production but also the level of quality within an organization. It also means that you see higher turnover. Complacent – Low Expectation, Low Reward Complacency is a systemic problem that typically exists throughout all levels of an organization. With no real expectations or rewards, nobody needs to excel. In fact, those that do try to innovate, improve, or introduce new things into the organization might be shunned or pushed out by the rest of the staff who are just doing things the same way they’ve always done it. The bigger issue for the organization with low/low values is that at best they’ll never grow beyond their current size (and may shrink actually), and at worst will cease to exist. Entitled – Low Expectation, High Reward It’s one thing to say you have the best people and reward them as such, but its another thing to actually have the best people and reward them as such. Organizations with Entitled employees are the former: their organization provides them with all types of comforts, benefits, and perks. But there’s no requirement before the rewards are dolled out, and there’s no short-list of who receives the rewards. Everyone in the company is treated the same and is given equal share of the spoils. Entitlement is actually almost identical with Complacency with one notable difference: just try to introduce higher expectations into an entitled organization! Entitled employees have been spoiled for so long that they can’t fathom having rewards taken from them, or having to achieve specific levels of performance before attaining them. Those running the organization also buy in to the Entitled sentiment, feeling that they must persist the same level of comforts to appease their staff…even though the quality of the employee pool may be suspect. Innovative – High Expectation, High Reward Finally we have the Innovative organization which places high expectations but also provides high rewards. This organization gets it: if you truly want the best employees you need to apply equal doses of pressure and praise. Realize that I’m not suggesting crazy overtime or un-realistic working conditions. I do not agree with the “Glengary-Glenross” method of encouragement. But as anyone who follows sports can tell you, the teams that win are the ones where the coaches push their players to be their best; to achieve new levels of performance that they didn’t know they could receive. And the result for the players is more money, fame, and opportunity. It’s in this environment that organizations can focus on innovation – true innovation that builds the business and allows everyone involved to truly benefit. In Closing Organizations love to use the word “Innovation” and its derivatives, but very few actually do innovate. For many, the term has just become another marketing buzzword to lump in with all the other business terms that get overused. But for those organizations that truly get the value of innovation, they will be the ones surging forward while other companies simply fade into the background. And they will be the organizations that expect more from their employees, and give them their just rewards.

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  • Chargeback and showback...both a 'throw back'

    - by llaszews
    Been getting asked again by customers and partners about chargeback and showback in the cloud so thought I would blog on my response to this question. Charge Back background, information and industry analysis: Cloud computing is all about shared resources. These shared resources are computer servers (including memory and CPU), network devices, hard disk storage, database servers, application servers, cooling, floor space, electricity and more. These resources are shared by departments within a company, or by a number of companies, when resources are hosted in the public or hybrid cloud. Currently, hosting providers that run other companies on their cloud platforms do not have an accurate way to measure the shared computing resources used by a specific user let alone used by a specific customer. Additionally, companies running their own cloud data centers, for private or hybrid clouds, have no way of measure and charging back the departments in the company that are using these shared cloud resources. In both cases, the lack of determine shared resource costs and to charge them back to the company, department or user that is using this resources is limited a clear measure of business benefit and impacting company’s ability to measure the Return on Investment (ROI). An IT chargeback system is an accounting strategy that applies the costs of IT services, hardware or software to the business unit in which they are used. This system contrasts with traditional IT accounting models in which a centralized department bears all of the IT costs in an organization and those costs are treated simply as corporate overhead. Showback involves showing the IT costs to a department or customer but not actually charging them for their IT usage. Showback is a gradual method of introducing chargeback into an enterprise. Most companies implement a show back mechanism before a full chargeback system is put in place. Oracle chargeback product: Oracle Enterprise Manager provides tools for defining detailed Chargeback plans spanning different metrics collected for each type of resources as well as defining Cost Centers for grouping costs across multiple developers. Chargeback plans can use not only usage based costs, but also configuration based costs (e.g. version of the platform) or fixed costs (e.g. flat-rate management fee). Chargeback has rich out of the box reports. Trending reports show how charge and resource consumption varies over time, while Summary reports show the breakdown of charges or usage by different dimensions such as Cost Center or Target Type. These reports help consumers in understanding how their charges relate to their consumption and also assist the IT department with budgeting and planning activities. With BI Publisher, the reports can be made available in a variety of formats such as PDF, HTML, Word, Excel or PowerPoint.

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  • WPF Control Toolkits Comparison for LOB Apps

    In preparation for a new WPF project Ive been researching options for WPF Control toolkits.  While we want a lot of the benefits of WPF, the application is a fairly typical line of business application (LOB).  So were not focused on things like media and animations, but instead a simple, solid, intuitive, and modern user interface that allows for well architected separation of business logic and presentation layers. While WPF is mature, it hasnt lived the long life that Winforms has yet, so there is still a lot of room for third party and community control toolkits to fill the gaps between the controls that ship with the Framework.  There are two such gaps I was concerned about.  As this is an LOB app, we have needs for presenting lots of data and not surprisingly much of it is in grid format with the need for high performance, grouping, inline editing, aggregation, printing and exporting and things that weve been doing with LOB apps for a long time.  In addition we want a dashboard style for the UI in which the user can rearrange and shrink and grow tiles that house the content and functionality.  From a cost perspective, building these types of well performing controls from scratch doesnt make sense.  So I evaluated what you get from the .NET Framework along with a few different options for control toolkits.  I tried to be fairly thorough, but know that this isnt a detailed benchmarking comparison or intense evaluation.  Its just meant to be a feature set comparison to be used when thinking about building an LOB app in WPF.  I tried to list important feature differences and notes based on my experience with the trial versions and what I found in documentation and reference materials and samples.  Ive also listed the importance of the controls based on how I think they are needed in LOB apps.  There are several toolkits available, but given I dont have unlimited time, I picked just a few.  Maybe Ill add on more later.  The toolkits I compared are: Teleriks RadControls for WPF since I had heard some good things about Telerik Infragistics NetAdvantage WPF since both I and the customer have some experience with the vendors tools WPF Toolkit on codeplex since many of my colleagues have used it Blacklight codeplex project which had WPF support for the Tile View control  (with Release 4.3 WPF is not going to be supported in favor of focusing only on SilverLight controls, so I dropped that from the comparison) Click Here to Download the WPF Control Toolkits Comparison Hopefully this helps someone out there.  Feel free to post a comment on your experiences or if you think something I listed is incorrect or missing.  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.

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  • Tackle Wi-Fi Security Issues Proficiently

    In today?s world, Wi-Fi has become a convention and as a matter of fact, many big business giants are coming forward for offering service and gadgets for wireless communication. As an immediate effec... [Author: Susan Brown - Computers and Internet - March 21, 2010]

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  • Will Outsourcing Your SEO Increase Your MLM Leads?

    Search engine optimization or SEO is absolutely booming in the MLM home business industry right now. Configuring your MLM website to look attractive to search engines will raise your page rank, put you higher in search results, and increase your organic traffic, and thus MLM lead generation.

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  • EntitySpaces 2008 Alpha Released

    - by Editor
    From the EntitySpaces Team: EntitySpaces 2008 Persistence Layer and Business Objects for Microsoft .NET We are very excited to offer this Alpha release for those who want to get a head start with EntitySpaces 2008 (ES2008). This Alpha release supports only C# class generation from within CodeSmith, and only supports Microsoft SqlServer. A subsequent [...]

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  • GDL Presents: Women Techmakers with bitly

    GDL Presents: Women Techmakers with bitly April Anderson and Amanda Surya chat with Bitly Chief Scientist Hilary Mason about the role data plays in making business decisions, the intersection of government, policy, and technology, and her experience in the New York tech community. Hosts: April Anderson - Industry Director, Retail Sales at Google | Amanda Surya - Manager, Developer Relations Guest: Hilary Mason - Chief Scientist, Bitly From: GoogleDevelopers Views: 0 0 ratings Time: 30:00 More in Science & Technology

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  • Women Techmakers

    Women Techmakers A panel of technical women leaders at Google talk about innovation, product leadership, and getting more women to the table. Susan Wojcicki (SVP, Advertising) Angela Lai (VP, Engineering of Payments) Anna Patterson (Director, Engineering) Gayathri Rajan (Director, Product Management) Megan Smith (VP, New Business Development) as moderator From: GoogleDevelopers Views: 10 3 ratings Time: 00:00 More in Education

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  • How To Protect Yourself From Bad Logo Services?

    The World Wide Web is so full of service providers in almost every field of business. However the recent boom in small businesses and home run businesses across the globe has also resulted in a boom ... [Author: Emily Matthew - Web Design and Development - May 20, 2010]

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  • Is Your Corporate Network Secure and Confidential?

    - by Chandra Vennapoosa
    Businesses are increasingly conducted over IT networks and it is imperative for them to maintain network confidentiality more than ever before. A failure to ensure the security of business IT network can lead to dire consequences. In order to secure these network, a number of changes are made to the infrastructure of the underlying network, and a network administrator is designated to create policies which will protect the network from unauthorized access. Read here:  Is Your Corporate Network Secure and Confidential?

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  • How to Choose a Web Design Company

    There are certain things that you should take into consideration, if you want to choose an apt Web Design Company, which would fulfill your business requirements. In the first instance, you should ca... [Author: Andrew Burt - Web Design and Development - June 06, 2010]

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  • Which TLD would be suited to a personal site?

    - by Grant Palin
    I'm planning what is essentially a "business card" website for myself, and have been looking at domains. My primary site (a .com) is for my blog and portfolio and the like, but I want a separate site for basic information, contact, networks, and the like. In this light, there are a few TLDs that seem to be suitable: .info, .me, and .name. I'd appreciate remarks on the differences between these options, and suggestion on which would be suitable for my need.

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  • Good free CSS Sprite for icons

    - by Saif Bechan
    I am working on a small project where I need some of the basic icons: edit, favorite, delete. You know them. Now i can download them all seperate, and put them together in a sprite, but I was wondering if there are ready to download sprites which I can use. Now I am working on an accounting app, so it would be nice if the icons were not too childish. A little but of fancy business type icons. Thanks

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  • Get Free Backlinks

    Having a good ranking from Google or Yahoo, or any other search engine is the key of online business. No matter how good is the product that you are selling online, nobody will buy it if it can not be found on the Internet. Search engine optimization helps you to increase the coefficient of ratings and the backlinks have an important role.

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  • SEO, Social Media & Skinny Jeans

    No longer is social media just the "cool thing" to do - like rocking an 80's inspired flat top hairdo in 2010. Social networking now has a definitive effect on your SEO efforts, and as such, it must be monitored closely. While previous social networking efforts were generally tied to connecting with a business's customer base, Google is now including real-time social media into their search results - resulting in increased (and practically effortless) SEO opportunities.

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  • Privacy policy and terms of use language

    - by L. De Leo
    I have a Czech registered business with which I'm serving a web app mostly (but not exclusively) targeted to Italian customers. The server is in Amsterdam. The site will be multilingual (with 4 languages supported) but for now it's Italian only. What language should the privacy policy and terms and conditions be? What law should they refer to? Could I just offer these two docs in English? (Easier to write and to maintain)

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  • Less Useful Soft Skills

    - by andyleonard
    Introduction This post is the fifty-sixth part of a ramble-rant about the software business. The current posts in this series can be found on the series landing page . Over a career that spans decades, one encounters useful and “less useful” soft skills in the modern enterprise. I thought I would share a few of the less useful variety: Free Advice If someone asks another for advice, that’s a cool compliment. The person asking has seen something that compels them to seek information about how-another-does-or-sees-things....(read more)

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