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  • Technology Insights

    - by GavinPayneUK
    In my day job I speak to both technical and business people about the subjects which matter to them the most, in depths of detail which please them the most.  This allows me to ensure the technical people work in a way that meets the client’s business goals.   Sadly, I sometimes meet technical people who due to time constraints or lack of opportunity rarely get to do anything but focus on the bits, bytes, parameters and switches which they need to manage in order to make the “machine do...(read more)

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  • WebCenter Customer Spotlight: Textron Inc.

    - by me
    Author: Peter Reiser - Social Business Evangelist, Oracle WebCenter  Solution SummaryTextron Inc. is one of the world's best known multi-industry companies and is a pioneer of the diversified business model. Founded in 1923, it has grown into a network of businesses—including Bell Helicopter, E-Z-GO, Cessna, and Jacobsen—with facilities and a presence in 25 countries, serving a diverse and global customer base. Textron is ranked 236th on the Fortune 500 list of the largest US companies. Textron needed a Web experience management solution to centralize control, minimize costs, and enable more efficient operations. Specifically, the company wanted to take IT out of the picture as much as possible, enabling sales and marketing leads for subsidiaries to make Website updates as they deem appropriate for their business.   Textron worked with Oracle partner Element Solutions to consolidate its Website management systems onto Oracle WebCenter Sites. The implementation enables Textron’s subsidiaries to adjust more quickly to customer demands,  reduced Website management cost & time to update content on a Website while allowing to integrate its Website updates more closely with social media and mobile platforms. Company OverviewTextron Inc. is one of the world's best known multi-industry companies and is a pioneer of the diversified business model. Founded in 1923, it has grown into a network of businesses—including Bell Helicopter, E-Z-GO, Cessna, and Jacobsen—with facilities and a presence in 25 countries, serving a diverse and global customer base. Textron is ranked 236th on the Fortune 500 list of the largest US companies. Business ChallengesWith numerous subsidiaries and more than 50 public Websites, Textron needed a Web experience management solution to centralize control, minimize costs, and enable more efficient operations. Specifically, the company wanted to take IT out of the picture as much as possible, enabling sales and marketing leads for subsidiaries to make Website updates as they deem appropriate for their business.   Solution DeployedTextron worked with Oracle partner Element Solutions to consolidate its Website management systems onto Oracle WebCenter Sites. Specifically, Textron: Used Oracle WebCenter Sites to integrate Web experience management capabilities for all Textron brands, including Bell Helicopter, E-Z-GO, Cessna, and Jacobsen Developed Website templates to enable marketing and communications professionals to easily make updates to their Websites, without having to work with IT Reduced Website management costs, as it costs more for IT to coordinate Website updates as opposed to marketing and communications Enabled IT to concentrate on other activities to enhance overall operations for Textron, such as project workflows Acquired a platform that enables marketing teams to integrate their Websites with social media and mobile platforms, allowing subsidiaries to make updates and contact customers anytime and everywhere—including through tablets and smartphones Reduced the time it takes to update content on a Website, including press releases, by enabling communications professionals to make updates directly Developed more appealing visual designs for Websites to help enhance customer purchase Business ResultsThe implementation enabled Textron’s subsidiaries to adjust more quickly to customer demands and Textron’s IT staff to concentrate on other processes, such as writing code and developing new workflows, enabling them to enhance company processes. In addition, Textron can use Oracle WebCenter Sites to integrate its Website updates more closely with social media and mobile platforms, enabling marketing and communications teams to make updates anytime and everywhere. The initiative has enabled Textron to save money by freeing IT up to work on more important tasks, instituting new e-commerce and mobile initiatives to better engage customers, and by ensuring efficient Website management processes to quickly adjust to customer demands.  “We considered a number of products, but chose Oracle WebCenter Sites because it provides the best user interface. We reviewed customer references and analyst reports, and Oracle WebCenter Sites was consistently at the top of the list,” Brad Hof, Manager, Advanced Business Solutions and Web Communications, Textron Inc. Additional Information Tectron Inc. Customer Snapshot Oracle WebCenter Sites

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  • HTML / CSS autonumber headings?

    - by Technical Bard
    Is there a way (ideally easy) to make headings and sections autonumber in HTML/CSS? Perhaps a JS library? Or is this something that is hard to do in HTML? I'm looking at an application for a corporate wiki but we want to be able to use heading numbers like we always have in word processors.

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  • Django template can't see CSS files

    - by Technical Bard
    I'm building a django app and I can't get the templates to see the CSS files... My settings.py file looks like: MEDIA_ROOT = os.path.join(os.path.abspath(os.path.dirname(__file__)), 'media') MEDIA_URL = '/media/' I've got the CSS files in /mysite/media/css/ and the template code contains: <link rel="stylesheet" type="text/css" href="/media/css/site_base.css" />` then, in the url.py file I have: # DEVELOPMENT ONLY (r'^media/(?P<path>.*)$', 'django.views.static.serve', {'document_root': '/media'}), but the development server serves the plain html (without styles). What am I doing wrong?

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  • Lancement de la plateforme Microsoft Online Services : testez-la et venez en discuter avec Microsoft

    [IMG]http://www.lgmorand.com/blog/image.axd?picture=2010%2f3%2fhome_header-bg+-+Copie.jpg[/IMG] Après le lancement de sa plateforme Azure en début d'année, Microsoft a lancé début mars sa nouvelle plateforme MOS, pour Microsoft Office Services, une plateforme d'outils de communication externalisés mais restants au service de l'entreprise. Il s'agit un service destiné aux professionnels uniquement qui permet de confier certaines fonctions à Microsoft : messagerie collaborative (Exchange), travail collaboratif (Sharepoint), communications temps réel (Office Communications, Live Meeting, Communicator) et bureautique (Office).

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  • Do you want to be an ALM Consultant?

    - by Martin Hinshelwood
    Northwest Cadence is looking for our next great consultant! At Northwest Cadence, we have created a work environment that emphasizes excellence, integrity, and out-of-the-box thinking.  Our customers have high expectations (rightfully so) and we wouldn’t have it any other way!   Northwest Cadence has some of the most exciting customers I have ever worked with and even though I have only been here just over a month I have already: Provided training/consulting for 3 government departments Created and taught courseware for delivering Scrum to teams within a high profile multinational company Started presenting Microsoft's ALM Engagement Program  So if you are interested in helping companies build better software more efficiently, then.. Enquire at [email protected] Application Lifecycle Management (ALM) Consultant An ALM Consultant with a minimum of 8 years of relevant experience with Application Lifecycle Management, Visual Studio (including Visual Studio Team System) and software design is needed. Must provide thought leadership on best practices for enterprise architecture, understand the Microsoft technology solution stack, and have a thorough understanding of enterprise application integration. The ALM Practice Lead will play a central role in designing and implementing the overall ALM Practice strategy, including creating, updating, and delivering ALM courseware and consultancy engagements. This person will also provide project support, deliverables, and quality solutions on Visual Studio Team System that exceed client expectations. Engagements will vary and will involve providing expert training, consulting, mentoring, formulating technical strategies and policies and acting as a “trusted advisor” to customers and internal teams. Sound sense of business and technical strategy required. Strong interpersonal skills as well as solid strategic thinking are key. The ideal candidate will be capable of envisioning the solution based on the early client requirements, communicating the vision to both technical and business stakeholders, leading teams through implementation, as well as training, mentoring, and hands-on software development. The ideal candidate will demonstrate successful use of both agile and formal software development methods, enterprise application patterns, and effective leadership on prior projects. Job Requirements Minimum Education: Bachelor’s Degree (computer science, engineering, or math preferred). Locale / Travel: The Practice Lead position requires estimated 50% travel, most of which will be in the Continental US (a valid national Passport must be maintained).  This is a full time position and will be based in the Kirkland office. Preferred Education: Master’s Degree in Information Technology or Software Engineering; Premium Microsoft Certifications on .NET (MCSD) or MCPD or relevant experience; Microsoft Certified Trainer (MCT) or relevant experience. Minimum Experience and Skills: 7+ years experience with business information systems integration or custom business application design and development in a professional technology consulting, corporate MIS or software development environment. Essential Duties & Responsibilities: Provide training, consulting, and mentoring to organizations on topics that include Visual Studio Team System and ALM. Create content, including labs and demonstrations, to be delivered as training classes by Northwest Cadence employees. Lead development teams through the complete ALM and/or Visual Studio Team System solution. Be able to communicate in detail how a solution will integrate into the larger technical problem space for large, complex enterprises. Define technical solution requirements. Provide guidance to the customer and project team with respect to technical feasibility, complexity, and level of effort required to deliver a custom solution. Ensure that the solution is designed, developed and deployed in accordance with the agreed upon development work plan. Create and deliver weekly status reports of training and/or consulting progress. Engagement Responsibilities: · Provide a strong desire to provide thought leadership related to technology and to help grow the business. · Work effectively and professionally with employees at all levels of a customer’s organization. · Have strong verbal and written communication skills. · Have effective presentation, organizational and planning skills. · Have effective interpersonal skills and ability to work in a team environment. Enquire at [email protected]

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  • WebCenter Customer Spotlight: Global Village Telecom Ltda

    - by me
    Author: Peter Reiser - Social Business Evangelist, Oracle WebCenter  Solution SummaryGlobal Village Telecom Ltda. (GVT)  is a leading Brazilian telecommunications company, developing solutions and providing services for corporate and end users. GVT is located in Curitiba, Brazil, employs 6,000 people and has an annual revenue of around US$1 billion.  GVT business objectives were to improve corporate communications, accelerate internal information flow, provide continuous access to the all business files and  enable the company’s leadership to provide information to all departments in real time. GVT implemented Oracle WebCenter Content to centralize the company's content and they built  a portal to share and find content in real-time. Oracle WebCenter Content enabled GVT to quickly and efficiently integrate communication among all company employees—ensuring that GVT maintain a competitive edge in the market. Human Resources reduced the time required for issuing internal statements to all staff from three weeks to one day. Company OverviewGlobal Village Telecom Ltda. (GVT)  is a leading telecommunications company, developing solutions and providing services for corporate and end users. The company offers diverse innovative products and advanced solutions in conventional fixed telephone communications, data transmission, high speed broadband internet services, and voice over IP (VoIP) services for all market segment. GVT is located in Curitiba, Brazil, employs 6,000 people and have an  annual revenue of around US$1 billion.   Business ChallengesGVT business objectives were to improve corporate communications, accelerate internal information flow, provide continuous access to the all business files and enable the company’s leadership to provide information to all departments in real time. Solution DeployedGVT worked with the Oracle Partner IT7 to deploy Oracle WebCenter Content to securely centralize the company's content such as growth indicators, spreadsheets, and corporate and descriptive project schedules. The solution enabled real-time information sharing through the development of Click GVT, a portal that currently receives 100,000 monthly impressions from employee searches. Business ResultsGVT gained a competitive edge in the communications market by accelerating internal information flow, streamlining the content standardizing information and enabled real-time information sharing and discovery. Human Resources  reduced the time required for issuing  internal statements to all staff from three weeks to one day. “The competitive nature of telecommunication industry demands rapid information in the internal flow of the company. Oracle WebCenter Content enabled us to quickly and efficiently integrate communication among all company employees—ensuring that we maintain a competitive edge in the market.” Marcel Mendes Filho, Systems Manager, Global Village Telecom Ltda. Additional Information Global Viallage Telecom Ltda Customer Snapshot Oracle WebCenter Content

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  • SEO & Digital Marketing - Social Media Intangibles

    'Social Media' is certainly one of the most often used, yet least understood terms in the marketing space. In terms of purely defining the term, Social Media can be defined as communications among people in the digital space. These communications typically involve the exchange of ideas, experiences, information and insight, along with various media such as images and videos.

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  • Search Engine Optimization PR - Is it Buzz Worthy Or Over Hyped?

    Public Relations (PR) is a business practice that plays a pivotal role in defining a business' relationship with its employees, customers, and shareholders. Good PR strengthens brands and builds the public's trust in it - the primary reason most businesses have PR professionals to take care of public communications such as conferences, press releases, social media engagement, crisis communication, and media and employee communications.

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  • Using hg repository as web site

    - by Tex
    This is somewhat related to my security question here. Is it a bad idea to use an hg / mercurial repository for a live website? If so, why? Furthermore, we have dev, test and production installations of our website, like dev.example.com, test.example.com and www.example.com. If it's a bad idea to use a repository for a live/production website, would it be OK to use an hg repository for the dev and test sites? I'm also concerned about ease of deployment. We have technical and less technical co-workers who will be working with the site. The technical guys (software engineers) won't have any problem working with the command line or TortoiseHG. I'm more concerned about the less technical guys (web designers). They won't be comfortable working on the command line, and may even find TortoiseHG daunting. These guys mostly upload .css files and images to the server. I'd like for these files (at least the .css files) to be under version control, but I want this to be as transparent as possible for the non technical guys. What's the best way to achieve this? Edit: Our 'site' is actually a multi-site CMS setup with a main repository and several subrepositories. Mock-up of the repository structure: /root [main repository containing core files and subrepositories] /modules [modules subrepository] /sites/global [subrepository for global .css and .php files] /sites/site1 [site1 subrepository] ... /sites/siteN [siteN subrepository] Software engineers would work in the root, modules and sites/global repositories. Less technical guys (web designers) would work only in the site1 ... siteN subrepositories.

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  • Microsoft MVP Award Nomination

    - by Mark A. Wilson
    I am extremely honored to announce that I have been nominated to receive the Microsoft MVP Award for my contributions in C#! Hold on; I have not won the award yet. But to be nominated is really humbling. Thank you very much! For those of you who may not know, here is a high-level summary of the MVP award: The Microsoft Most Valuable Professional (MVP) Program recognizes and thanks outstanding members of technical communities for their community participation and willingness to help others. The program celebrates the most active community members from around the world who provide invaluable online and offline expertise that enriches the community experience and makes a difference in technical communities featuring Microsoft products. MVPs are credible, technology experts from around the world who inspire others to learn and grow through active technical community participation. While MVPs come from many backgrounds and a wide range of technical communities, they share a passion for technology and a demonstrated willingness to help others. MVPs do this through the books and articles they author, the Web sites they manage, the blogs they maintain, the user groups they participate in, the chats they host or contribute to, the events and training sessions where they present, as well as through the questions they answer in technical newsgroups or message boards. - Microsoft MVP Award Nomination Email I guess I should start my nomination acceptance speech by profusely thanking Microsoft as well as everyone who nominated me. Unfortunately, I’m not completely certain who those people are. While I could guess (in no particular order: Bill J., Brian H., Glen G., and/or Rob Z.), I would much rather update this post accordingly after I know for certain who to properly thank. I certainly don’t want to leave anyone out! Please Help My next task is to provide the MVP Award committee with information and descriptions of my contributions during the past 12 months. For someone who has difficulty remembering what they did just last week, trying to remember something that I did 12 months ago is going to be a real challenge. (Yes, I should do a better job blogging about my activities. I’m just so busy!) Since this is an award about community, I invite and encourage you to participate. Please leave a comment below or send me an email. Help jog my memory by listing anything and everything that you can think of that would apply and/or be important to include in my reply back to the committee. I welcome advice on what to say and how to say it from previous award winners. Again, I greatly appreciate the nomination and welcome any assistance you can provide. Thanks for visiting and till next time, Mark A. Wilson      Mark's Geekswithblogs Blog Enterprise Developers Guild Technorati Tags: Community,Way Off Topic

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  • Oracle Open World starts on Sunday, Sept 30

    - by Mike Dietrich
    Oracle Open World 2012 starts on Sunday this week - and we are really looking forward to see you in one of our presentations, especially theDatabase Upgrade on SteriodsReal Speed, Real Customers, Real Secretson Monday, Oct 1, 12:15pm in Moscone South 307(just skip the lunch - the boxed food is not healthy at all): Monday, Oct 1, 12:15 PM - 1:15 PM - Moscone South - 307 Database Upgrade on Steroids:Real Speed, Real Customers, Real Secrets Mike Dietrich - Consulting Member Technical Staff, Oracle Georg Winkens - Technical Manager, Amadeus Data Processing Carol Tagliaferri - Senior Development Manager, Oracle  Looking to improve the performance of your database upgrade and learn about other ways to reduce upgrade time? Isn’t everyone? In this session, you will learn directly from Oracle’s Upgrade Development team about what you can do to speed things up. Find out about ways to reduce upgrade downtime such as using a transient logical standby database and/or Oracle GoldenGate, and get other hints and tips. Learn about new features that improve upgrade performance and reduce downtime. Hear Georg Winkens, DB Services technical manager from Amadeus, speak about his upgrade experience, and get real-life performance measurements and advice for a successful upgrade. . And don't forget: we already start on Sunday so if you'd like to learn about the SAP database upgrades at Deutsche Messe: Sunday, Sep 30, 11:15 AM - 12:00 PM - Moscone West - 2001Oracle Database Upgrade to 11g Release 2 with SAP Applications Andreas Ellerhoff - DBA, Deutsche Messe AG Mike Dietrich - Consulting Member Technical Staff, Oracle Jan Klokkers - Sr.Director SAP Development, Oracle Deutsche Messe began to use Oracle6 Database at the end of the 1980s and has been using Oracle Database technology together with SAP applications successfully since 2002. At the end of 2010, it took the first steps of an upgrade to Oracle Database 11g Release 2 (11.2), and since mid-2011, all SAP production systems there run successfully with Oracle Database 11g. This presentation explains why Deutsche Messe uses Oracle Database together with SAP applications, discusses the many reasons for the upgrade to Release 11g, and focuses on the operational top aspects from a DBA perspective. . And unfortunately the Hands-On-Lab is sold out already ... We would like to apologize but we have absolutely ZERO influence on either the number of runs or the number of available seats.  Tuesday, Oct 2, 10:15 AM - 12:45 PM - Marriott Marquis - Salon 12/13 Hands On Lab:Upgrading an Oracle Database Instance, Using Best Practices Roy Swonger - Senior Director, Software Development, Oracle Carol Tagliaferri - Senior Development Manager, Oracle Mike Dietrich - Consulting Member Technical Staff, Oracle Cindy Lim - PMTS, Oracle Carol Palmer - Principal Product Manager, Oracle This hands-on lab gives participants the opportunity to work through a database upgrade from an older release of Oracle Database to the very latest Oracle Database release available. Participants will learn how the improved automation of the upgrade process and the generation of fix-up scripts can quickly help fix database issues prior to upgrading. The lab also uses the new parallel upgrade feature to improve performance of the upgrade, resulting in less downtime. Come get inside information about database upgrades from the Database Upgrade development team. . See you soon

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  • Down Tools Week Cometh: Kissing Goodbye to CVs/Resumes and Cover Letters

    - by Bart Read
    I haven't blogged about what I'm doing in my (not so new) temporary role as Red Gate's technical recruiter, mostly because it's been routine, business as usual stuff, and because I've been trying to understand the role by doing it. I think now though the time has come to get a little more radical, so I'm going to tell you why I want to largely eliminate CVs/resumes and cover letters from the application process for some of our technical roles, and why I think that might be a good thing for candidates (and for us). I have a terrible confession to make, or at least it's a terrible confession for a recruiter: I don't really like CV sifting, or reading cover letters, and, unless I've misread the mood around here, neither does anybody else. It's dull, it's time-consuming, and it's somewhat soul destroying because, when all is said and done, you're being paid to be incredibly judgemental about people based on relatively little information. I feel like I've dirtied myself by saying that - I mean, after all, it's a core part of my job - but it sucks, it really does. (And, of course, the truth is I'm still a software engineer at heart, and I'm always looking for ways to do things better.) On the flip side, I've never met anyone who likes writing their CV. It takes hours and hours of faffing around and massaging it into shape, and the whole process is beset by a gnawing anxiety, frustration, and insecurity. All you really want is a chance to demonstrate your skills - not just talk about them - and how do you do that in a CV or cover letter? Often the best candidates will include samples of their work (a portfolio, screenshots, links to websites, product downloads, etc.), but sometimes this isn't possible, or may not be appropriate, or you just don't think you're allowed because of what your school/university careers service has told you (more commonly an issue with grads, obviously). And what are we actually trying to find out about people with all of this? I think the common criteria are actually pretty basic: Smart Gets things done (thanks for these two Joel) Not an a55hole* (sorry, have to get around Simple Talk's swear filter - and thanks to Professor Robert I. Sutton for this one) *Of course, everyone has off days, and I don't honestly think we're too worried about somebody being a bit grumpy every now and again. We can do a bit better than this in the context of the roles I'm talking about: we can be more specific about what "gets things done" means, at least in part. For software engineers and interns, the non-exhaustive meaning of "gets things done" is: Excellent coder For test engineers, the non-exhaustive meaning of "gets things done" is: Good at finding problems in software Competent coder Team player, etc., to me, are covered by "not an a55hole". I don't expect people to be the life and soul of the party, or a wild extrovert - that's not what team player means, and it's not what "not an a55hole" means. Some of our best technical staff are quiet, introverted types, but they're still pleasant to work with. My problem is that I don't think the initial sift really helps us find out whether people are smart and get things done with any great efficacy. It's better than nothing, for sure, but it's not as good as it could be. It's also contentious, and potentially unfair/inequitable - if you want to get an idea of what I mean by this, check out the background information section at the bottom. Before I go any further, let's look at the Red Gate recruitment process for technical staff* as it stands now: (LOTS of) People apply for jobs. All these applications go through a brutal process of manual sifting, which eliminates between 75 and 90% of them, depending upon the role, and the time of year**. Depending upon the role, those who pass the sift will be sent an assessment or telescreened. For the purposes of this blog post I'm only interested in those that are sent some sort of programming assessment, or bug hunt. This means software engineers, test engineers, and software interns, which are the roles for which I receive the most applications. The telescreen tends to be reserved for project or product managers. Those that pass the assessment are invited in for first interview. This interview is mostly about assessing their technical skills***, although we're obviously on the look out for cultural fit red flags as well. If the first interview goes well we'll invite candidates back for a second interview. This is where team/cultural fit is really scoped out. We also use this interview to dive more deeply into certain areas of their skillset, and explore any concerns that may have come out of the first interview (these obviously won't have been serious or obvious enough to cause a rejection at that point, but are things we do need to look into before we'd consider making an offer). We might subsequently invite them in for lunch before we make them an offer. This tends to happen when we're recruiting somebody for a specific team and we'd like them to meet all the people they'll be working with directly. It's not an interview per se, but can prove pivotal if they don't gel with the team. Anyone who's made it this far will receive an offer from us. *We have a slightly quirky definition of "technical staff" as it relates to the technical recruiter role here. It includes software engineers, test engineers, software interns, user experience specialists, technical authors, project managers, product managers, and development managers, but does not include product support or information systems roles. **For example, the quality of graduate applicants overall noticeably drops as the academic year wears on, which is not to say that by now there aren't still stars in there, just that they're fewer and further between. ***Some organisations prefer to assess for team fit first, but I think assessing technical skills is a more effective initial filter - if they're the nicest person in the world, but can't cut a line of code they're not going to work out. Now, as I suggested in the title, Red Gate's Down Tools Week is upon us once again - next week in fact - and I had proposed as a project that we refactor and automate the first stage of marking our programming assessments. Marking assessments, and in fact organising the marking of them, is a somewhat time-consuming process, and we receive many assessment solutions that just don't make the cut, for whatever reason. Whilst I don't think it's possible to fully automate marking, I do think it ought to be possible to run a suite of automated tests over each candidate's solution to see whether or not it behaves correctly and, if it does, move on to a manual stage where we examine the code for structure, decomposition, style, readability, maintainability, etc. Obviously it's possible to use tools to generate potentially helpful metrics for some of these indices as well. This would obviously reduce the marking workload, and would provide candidates with quicker feedback about whether they've been successful - though I do wonder if waiting a tactful interval before sending a (nicely written) rejection might be wise. I duly scrawled out a picture of my ideal process, which looked like this: The problem is, as soon as I'd roughed it out, I realised that fundamentally it wasn't an ideal process at all, which explained the gnawing feeling of cognitive dissonance I'd been wrestling with all week, whilst I'd been trying to find time to do this. Here's what I mean. Automated assessment marking, and the associated infrastructure around that, makes it much easier for us to deal with large numbers of assessments. This means we can be much more permissive about who we send assessments out to or, in other words, we can give more candidates the opportunity to really demonstrate their skills to us. And this leads to a question: why not give everyone the opportunity to demonstrate their skills, to show that they're smart and can get things done? (Two or three of us even discussed this in the down tools week hustings earlier this week.) And isn't this a lot simpler than the alternative we'd been considering? (FYI, this was automated CV/cover letter sifting by some form of textual analysis to ideally eliminate the worst 50% or so of applications based on an analysis of the 20,000 or so historical applications we've received since 2007 - definitely not the basic keyword analysis beloved of recruitment agencies, since this would eliminate hardly anyone who was awful, but definitely would eliminate stellar Oxbridge candidates - #fail - or some nightmarishly complex Google-like system where we profile all our currently employees, only to realise that we're never going to get representative results because we don't have a statistically significant sample size in any given role - also #fail.) No, I think the new way is better. We let people self-select. We make them the masters (or mistresses) of their own destiny. We give applicants the power - we put their fate in their hands - by giving them the chance to demonstrate their skills, which is what they really want anyway, instead of requiring that they spend hours and hours creating a CV and cover letter that I'm going to evaluate for suitability, and make a value judgement about, in approximately 1 minute (give or take). It doesn't matter what university you attended, it doesn't matter if you had a bad year when you took your A-levels - here's your chance to shine, so take it and run with it. (As a side benefit, we cut the number of applications we have to sift by something like two thirds.) WIN! OK, yeah, sounds good, but will it actually work? That's an excellent question. My gut feeling is yes, and I'll justify why below (and hopefully have gone some way towards doing that above as well), but what I'm proposing here is really that we run an experiment for a period of time - probably a couple of months or so - and measure the outcomes we see: How many people apply? (Wouldn't be surprised or alarmed to see this cut by a factor of ten.) How many of them submit a good assessment? (More/less than at present?) How much overhead is there for us in dealing with these assessments compared to now? What are the success and failure rates at each interview stage compared to now? How many people are we hiring at the end of it compared to now? I think it'll work because I hypothesize that, amongst other things: It self-selects for people who really want to work at Red Gate which, at the moment, is something I have to try and assess based on their CV and cover letter - but if you're not that bothered about working here, why would you complete the assessment? Candidates who would submit a shoddy application probably won't feel motivated to do the assessment. Candidates who would demonstrate good attention to detail in their CV/cover letter will demonstrate good attention to detail in the assessment. In general, only the better candidates will complete and submit the assessment. Marking assessments is much less work so we'll be able to deal with any increase that we see (hopefully we will see). There are obviously other questions as well: Is plagiarism going to be a problem? Is there any way we can detect/discourage potential plagiarism? How do we assess candidates' education and experience? What about their ability to communicate in writing? Do we still want them to submit a CV afterwards if they pass assessment? Do we want to offer them the opportunity to tell us a bit about why they'd like the job when they submit their assessment? How does this affect our relationship with recruitment agencies we might use to hire for these roles? So, what's the objective for next week's Down Tools Week? Pretty simple really - we want to implement this process for the Graduate Software Engineer and Software Engineer positions that you can find on our website. I will be joined by a crack team of our best developers (Kevin Boyle, and new Red-Gater, Sam Blackburn), and recruiting hostess with the mostest Laura McQuillen, and hopefully a couple of others as well - if I can successfully twist more arms before Monday.* Hopefully by next Friday our experiment will be up and running, and we may have changed the way Red Gate recruits software engineers for good! Stay tuned and we'll let you know how it goes! *I'm going to play dirty by offering them beer and chocolate during meetings. Some background information: how agonising over the initial CV/cover letter sift helped lead us to bin it off entirely The other day I was agonising about the new university/good degree grade versus poor A-level results issue, and decided to canvas for other opinions to see if there was something I could do that was fairer than my current approach, which is almost always to reject. This generated quite an involved discussion on our Yammer site: I'm sure you can glean a pretty good impression of my own educational prejudices from that discussion as well, although I'm very open to changing my opinion - hopefully you've already figured that out from reading the rest of this post. Hopefully you can also trace a logical path from agonising about sifting to, "Uh, hang on, why on earth are we doing this anyway?!?" Technorati Tags: recruitment,hr,developers,testers,red gate,cv,resume,cover letter,assessment,sea change

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  • Configuring Expert Search in Communicator 14 and SharePoint 2010

    Communicator 14 provides functionality to be able to search for contacts not just by name, but by skill.  For example a customer service agent at an airline can search for other agents with Travel Advisory experience by typing the search criteria into the Communicator search box and performing a search by keyword.  The search results will return users who have specified that skill in their profile on their SharePoint My Site.  This is actually pretty easy to configure, Ill show you how. Create Search and People Search Results Pages in SharePoint Communicator 14 Expert Search works by using the SharePoint 2010 Search Service to search SharePoint for user profiles with matching keywords.  This requires that you have an Enterprise Search site in your site collection which includes the search service and also the People Results pages.  The easiest way to do this is to create a Search Center site in your site collection. Note: I get an error when trying to create an Enterprise Search site in a Team Site in the SharePoint 2010 RTM bits, so I created it as a site collection that is evident in the URLs you see below. In the screenshots below, you can see that the URL of the SharePoint search service in the Search site collection is http://sps2010/sites/search/_vti_bin/search.asmx, and the URL of the People Search Results page is http://sps2010/sites/Search/Pages/peopleresults.aspx. Point Communications Server 14 to Search and People Search Results Pages For Communicator 14 to be able to perform an Expert Search, you need to configure Communications Server 14 to point to the Search Service and People Search Results page URLs. From a server with the OCS Core bits installed, fire up the Communications Server Management Shell and type Get-CsClientPolicy. Scroll down to the bottom of the output, were interested in setting the values of: SPSearchInternalURL SPSearchExternalURL SPSearchCenterInternalURL SPSearchCenterExternalURL SPSearchInternalURL and SPSearchExternalURL correspond to the internal and external URLs of the SharePoint search service in the Search site collection, while SPSearchCenterInternalURL and SPSearchCenterExternalURL correspond to the internal and external URLs of the people search results pages. Well use the Communications Server Management Shell to set the values of these CS policy properties. For simplicity, Im only going to set the internal URLs here. Set-CsClientPolicy SPSearchInternalURL http://sps2010/sites/search/_vti_bin/search.asmx     -SPSearchCenterInternalURL http://sps2010/sites/Search/Pages/peopleresults.aspx Log out and back into Communicator.  You can verify that these settings were applied by running the Get-CsClientPolicy cmdlet again from the Communications Server Management Shell. However, theres another super-secret ninja trick to verify that the settings were applied: Find the Communicator icon in the Windows System Tray Hold down the Ctrl button Click (left) the Communicator icon in the Windows System Tray do not depress the Ctrl button You should now see an extra menu item called Configuration Information, click it. Scroll down and locate the Expert Search URL and SharePoint Search Center URL keys and verify that their values correspond to those you set using the Set-CsClientPolicy PowerShell cmdlet. Configure a Sharepoint User Profile Import Im not going to provide detailed steps here except to say that you need to configure the SharePoint 2010 User Profile  Service Application to import user account details from Active Directory on a scheduled basis. This is a critical step because there are several user profile properties e.g. SipAddress that are only populated by a user profile import.  When performing an Expert Search, Communicator can only render results for users who have a SipAddress specified. Add Skills to User Profiles Navigate to your My Site and click on My Profile.  This page allows you to set many contact details that are searchable in SharePoint.  Were particularly interested in the Ask Me About property of a users profile.  Expert Search searches against this property to find users with matching skills. Configure a SharePoint Search Crawl Ensure that you have a scheduled job to crawl your Local SharePoint Sites content source.  Depending on how you have this configured, it will also crawl the My Site site collection and add user properties such as Ask Me About to the search index. Thats It! SharePoint 2010 provides new social and collaboration features to help users find other users with similar skills or interests. Expert Search extends this functionality directly into Microsoft Communicator 14, allowing you to interact with the users directly from the search results. 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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  • Using GUI ftp on Win7 and Vista without additional software

    - by Stephen Jones
    Goal: provide a 'no-software' method for 'less technical' users to access password protect ftp location from Win7 and Vista (existing approach for WinXP works). 'No software' method to mean without installing additional software (e.g. FileZilla, WinSCP) - the solution is supplied to external non-technical users. WinXP (works): Using Windows Explorer, WinXP supports non-technical ftp access by pasting: ftp://username:[email protected] into the address bar. The remote ftp site's files / directory structure becomes available and can be copied to / from easily (in the style of local file copy / paste) by a 'less technical' user. Win7 / Vista (doesn't work): Pasting the same URL into the Windows Explorer on Win7 or Vista causes an error: An error occurred opening that folder on the FTP server. Make sure you have permission to access that folder. Details: The connection with the server was reset. Notes: a) The same username/password/server typed from the (DOS) command line achieves access to the server, but this is a more 'technical' solution than desired. I am looking for a WinXP equivalent solution. b) Under 'Control Panel' / 'Internet options' / 'Advanced' tab - the boxes for 'Enable FTP folder view' and 'Use Passive FTP' are ticked (enabled) c) Adding an inbound firewall rule for local port 20 (TCP) was attempted with no difference in results (i.e. failure)

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  • SharePoint 2010 MSDN Labs

    - by Kelly Jones
    Eric Ligman, from Microsoft, posted a great blog post this week listing all of the SharePoint 2010 Virtual Labs that are available from Microsoft.  His blog entry is here: http://blogs.msdn.com/b/mssmallbiz/archive/2012/03/13/sharepoint-server-2010-msdn-virtual-labs-available-to-you-online-plus-more-sharepoint-2010-resources.aspx He also posted other resources as well. I’ve copied his Virtual Lab links here: SharePoint Server 2010 Virtual Labs MSDN Virtual Lab: SharePoint Server 2010: Introduction MSDN Virtual Lab: Getting Started with SharePoint 2010 MSDN Virtual Lab: SharePoint 2010 User Interface Advancements MSDN Virtual Lab: SharePoint Server 2010 Connectors & Using the Business Data Connectivity (BDC) Service MSDN Virtual Lab: SharePoint Server 2010: Advanced Search Security MSDN Virtual Lab: SharePoint Server 2010: Configuring Search UIs MSDN Virtual Lab: SharePoint Server 2010: Content Processing and Property Extraction MSDN Virtual Lab: SharePoint Server 2010: Developing a Custom Connector MSDN Virtual Lab: SharePoint Server 2010: Fast Search Web Crawler MSDN Virtual Lab: SharePoint Server 2010: Federated Search MSDN Virtual Lab: SharePoint Server 2010: Linguistics MSDN Virtual Lab: SharePoint Server 2010: People Search Administration and Management MSDN Virtual Lab: SharePoint Server 2010: Relevancy and Ranking MSDN Virtual Lab: Customizing MySites MSDN Virtual Lab: Designing Lists and Schemas MSDN Virtual Lab: Developing a BCS External Content Type with Visual Studio 2010 MSDN Virtual Lab: Developing a Sandboxed Solution with Web Parts MSDN Virtual Lab: Developing a Visual Web Part in Visual Studio 2010 MSDN Virtual Lab: Developing Business Intelligence Applications MSDN Virtual Lab: Enterprise Content Management MSDN Virtual Lab: LINQ to SharePoint 2010 MSDN Virtual Lab: Visual Studio SharePoint Tools MSDN Virtual Lab: Workflow In addition to the SharePoint Server 2010 Virtual Labs, here are a few other SharePoint 2010 resources that I thought you might also be interested in: Technical reference for Microsoft SharePoint Server 2010 SharePoint 2010: IT Pro Evaluation Guide Connecting SharePoint 2010 to Line-of-Business Systems to Deliver Business-Critical Solutions Configure SharePoint Server 2010 as a Single Server with Microsoft SQL Server: Test Lab Guide Microsoft SQL Server 2012 Reporting Services Add-in for Microsoft SharePoint Technologies 2010 Deploying FAST Search Server 2010 for SharePoint FAST Search Server 2010 for SharePoint Add or Remove an Index Column Upgrade worksheet for SharePoint Server 2010 Microsoft SharePoint Server 2010 Technical Library in Compiled Help format Microsoft SharePoint Foundation 2010 Technical Library in Compiled Help format Microsoft FAST Search Server 2010 for SharePoint Technical Library in Compiled Help format Microsoft Reseller partner Learning Path Microsoft solutions partners and ISVs Learning Path Microsoft partner Practice Accelerator for SharePoint Microsoft partner SharePoint 2010 Internal Use Licenses SharePoint Case Studies SharePoint MSDN Forums SharePoint TechNet Forums Microsoft SharePoint 2010 page on Microsoft Partner Network portal

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  • Integrating with Oracle Fusion Applications: Discovering Integration Artifacts

    - by Lionel Dubreuil
    Oracle Enterprise Repository serves as the core element to the Oracle SOA Governance solution. An industry-leading metadata repository, Oracle Enterprise Repository provides a solid foundation for delivering governance throughout the service-oriented architecture (SOA) lifecycle by acting as the single source of truth for information surrounding SOA assets and their dependencies. For Fusion Applications, the use of OER has been extended to include other integration asset types such as interface tables and other technical information such as data models, tables, views, lookups, profile options, et cetera. E-Business Suite users familiar with iRepository or eTRM will recognize the functionality in Fusion Applications OER. Oracle Enterprise Repository for Fusion Applications provides a common catalog of technical information, searchable using many different mechanisms. Customers can locate technical information by the name, description or keyword of the information they are looking for. They can also search by the type of asset they are trying to locate and/or where the asset sits in the product taxonomy. They can also see the how the asset dances in the choreography of some illustrative co-existence scenarios. These scenarios are laid out as both functional flow diagrams as well as technical interaction diagrams. Rajesh Raheja, software architect at Oracle, has recently posted an article on this topic: visibility and control are the key tenets to SOA governance, and the first step in integrating with Oracle Fusion Applications is to find out what are the integration options available. Oracle Enterprise Repository, an industry-leading metadata repository, provides this visibility. You can find his full blog post here.

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  • A Panorama of JavaOne Latin America

    - by reza_rahman
    As you know, JavaOne Latin America 2012 was held at the Transamerica Expo Center in Sao Paulo, Brazil on December 4-6. It was a resounding success with a great vibe, excellent technical content and numerous world class speakers, both local and international. Various folks like Tori Wieldt, Steve Chin, Arun Gupta, Bruno Borges and myself looked at the conference from slightly different colored lenses. It's interesting to put them all together in a panoramatic collage: Tori wrote about the Sao Paulo Geek Bike Ride held the Saturday before the conference here (enjoy the photos and video). She also discusses the keynotes in great detail here. Steve looked at it from the viewpoint of someome instrumental to putting the event together. Read his thoughts here (he has more geek bike ride photos as well as material for his JavaFX/HTML 5 talk). Arun had a more holistic view of the conference. He covers the geek bike ride, the GlassFish party (organized by Bruno Borges), his Java EE talks, and more. Check out the cool photos as well as the technical material. Bruno provides the critical local perspective in his 7 reasons you had to be at JavaOne Latin America 2012. He discusses the OTN Lounge, the hands-on-lab, the Java community keynote, Java EE technical sessions and of course the GlassFish party! I covered the GlassFish booth, the lab and my technical sessions (as well as Sao Paulo's lively metal underground) here.

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  • Is it wise for a programmer to move into management?

    - by Desolate Planet
    Many times, a developer has suggested that I become a team leader because I'm motivated, but during my career in the IT industry, I've seen so many people who are great at programming, move into management and they are miserable. I've also seen many managers return to programming stating "I'm a technical person, I like technical problems". If this is such a common thing, why do developers feel compelled to leave the technical domain and move into management? Sure you'll have more money and more control, but if you don't enjoy your work and take your problems out on your tream. Secondly, I've been asked in developer interviews, "Would you consider leading a team?" and I'm always tempted to cite the Peter Principle based on what I've seen. I am interested in furthering myself, but not in the way the company may want i.e "Vice President of department blah". To be honest, I've seen this more often in the corporate world than in small development houses and it's always put me off ever going back to a corporate environment. I just feel that this is becoming more and more the norm and it's impacting team morale and degrading the quality of the work. Question: Based on what I've said, Is it a smart move for a technical person to move into management?

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  • MySQL documentation writer wanted

    - by stefanhinz
    As MySQL is thriving and growing, we're looking for an experienced technical writer located in Europe or North America to join the MySQL documentation team.For this job, we need the best and most dedicated people around. You will be part of a geographically distributed documentation team responsible for the technical documentation of all MySQL products. Team members are expected to work independently, requiring discipline and excellent time-management skills as well as the technical facilities to communicate across the Internet.Candidates should be prepared to work intensively with our engineers and support personnel. The overall team is highly distributed across different geographies and time zones. Our source format is DocBook XML. We're not just writing documentation, but also handling publication. This means you should be familiar with DocBook, and willing to learn our publication infrastructure.Candidates should therefore be interested not just in writing but also in the technical aspects of publishing documentation. Regarding your initial areas of authoring, those would be MySQL Cluster, MySQL Enterprise Monitor and Backup, and various parts of the MySQL server documentation (also known as the MySQL Reference Manual). This means you should be familiar with MySQL in general, and preferably also with MySQL Cluster and the MySQL Enterprise offerings.Other qualifications: Native English speaker 3 or more years previous experience in writing software documentation Excellent written and oral communication skills Ability to provide (online) samples of your work, e.g. books or articles Curiosity to learn new technologies Familiarity with distributed working environments and versioning systems such as SVN Comfortable with working on multiple operating systems, particularly Windows, Mac OS X, and Linux Ability to administer own workstations and test environment If you're interested, contact me under [email protected].

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