Rise One World Trade Center

Rise One World Trade Center Rise One World Trade Center To anyone lucky enough to have visited the old World Trade Center, there will always be a complex mix of emotions. Despair at the tragedy and loss often mingle with nostalgia for an old structure that was beloved by so many. Just as images of heartbreak come to mind readily, so too, is it still possible for many to envision the long, green carpet that led to the tourist elevators, picture the grandeur of the giant chandeliers in the foyer, and feel the drop in their stomachs as they sped upward in the high-speed elevator.That is why it will be such a momentous and emotional moment when a new building opens on the site later this summer in the gestalt of the 9/11 Memorial. And why it will be even more emotional when One World Trade Center (or as it will always be known to many, The Freedom Tower), is completed months later for its 2013 opening.The placement of behauptung mega columns allowed for the first few floors of One WTC to be built out. Image courtesy of the Port Authority/WTCProgess.An Engineering MarvelLynda Tollner, program director on1 WTC with The Port Authority of New York New Jersey, knows this work is special. There are a few fun moments, I have to say. Sometimes if I need to clear my head a little bit, Ill take my camera, go out to the site, take a few pictures and say Ok, were really doing something spectacular here. Spectacular may be an understatement.For, in addition to becoming the spiritual center of a city and to a large extent, a country, 1 WTC will also become one of the worlds preeminent engineering marvels when it opens its doors.Using 14,000-psi concrete up to the 20th floor and then 12,000-psi and 8,000-psi concrete on higher floors, this will be one of the sturdiest structures ever built. This high-rise is a kind of a hybrid building. It has a concrete core and steel frame, said Tollner. Your typical high-rise would be all steel, or if it was a hotel or residential building, i t might be all concrete.The facade of One World Trade Centers base is made of prismatic glass and an aluminum screen. The crystalline form captures an ever-evolving display of refracted light. Image courtesy of the Port Authority/WTCProgess.Starting with the 185-foot podium, the enormous concrete base of the building that will be draped in ultra-clear Sapphire glass (PPG Industries, Pittsburgh, PA), the next 69 floors will be sheathed behind an innovativeglass curtain wall that will give the building a stunningly sleek appearance. A spire will then top off the structure, rising more than 400 feet off the roof.However, this is just the beginning, as unlike its 1970s predecessor, the 21st century version of the World Trade Center will also be a marvel of green engineering. Scheduled to receive a LEED Gold rating, the Port Authority is calling the 1,776-foot-tall structure, designed by David Childs of Skidmore, Owings and Merrill LLP, The most environmentally sustainable project of its size in the world.Making Green Business as UsualAccording to Eduardo del Valle, lead architect with the Port Authoritys program manager, STV, Inc., New York City, its energy performance exceeds code requirements by 20%, in large part due to three fuel cells that will generate 1.2 MW of power, 23% of the sitewide load. Steam created by the heat generated by these fuel cells will be used for hot water and heating in the podium of the structure and the entrances, amounting to 70,000 Btus of high-grade heat and 500,000 Btus of low-grade heat. In addition, rainwater will be harvested for a variety of uses, including fire protection, supplemental cooling, and even irrigation for the landscaping in the plaza.Steel reinforcing bars were intsalled before the concrete was poured to form the floors of the Memorial Museum. Image courtesy of the Port Authority/WTCProgess.Overall, the goal is to eventually power 35% of the complex with green power, and the more ambitious, long-term plan is to r each as much as 70%.Del Valle describes the thinking behind the project. We all talk about making sustainability a way of life for us designers and builders. And in this project, I think weve gotten pretty close to that, he says. I remember when I became LEED AP way back when, it was a big deal just to put the focus on it. Now with this project, its just become business as usual.The original World Trade Center will always retain a nostalgic glow for many, and it goes without saying that it will never truly be replaced. But with this tower growing daily as it ascends into the horizont it will someday dominate, it is clear to see that something awe-inspiring is taking shape. For the engineers involved, however, there are still mountains to climb before the celebration can begin.Im still aiming for the top, says Tollner. Im trying to get to the top of that building.Im still aiming for the top. Im trying to get to the top of that building.Lynda Tollner, 1 WTC program director, Port Auth ority of New York/New Jersey

Fitness Standards for Officer Accessions

Fitness Standards for Officer AccessionsFitness Standards for Officer AccessionsThere are three typical ways to become an officer in the Air Force.The Air Force Academy (USAFA) is a service academy that is highly competitive with some of the toughest colleges in the nation.The USAFA graduates roughly 800 officers each year after a challenging four-year program.The Air Force Reserve Officer Training Course (AFROTC) is also a highly competitive four-year training program that creates roughly 2,000 officers each year.The third method to become an Air Force Officer is to complete college and apply to Officer Training School (OTS). OTS is designed to be a flexible training program that increases or decreases its applicants depending upon the needs of the Air Force.OTS has ranged in annual graduation rates from numbers as low as 300 or as high as 7,000. Assessment Regardless of your accession into the Air Force, you will be required to take a fitness test.Typically, your first fitness test will be an assessment called the Physical Fitness Baseline (PFB) and usually occurs within the first week of your training.There are four components to the Physical Fitness Baseline / Physical Fitness AssessmentPushups (1 minute), Czustromches (1 minute), Abdominal Circumference Measurement (inches), and the 1.5 miles timed run.All events and the measurement are timed and monitored. All event point scores vary according to age and gender. The body composition score varies with gender, but not height or age. While attending OTS, AFROTC, or the Air Force Academy, you will be required to participate in daily physical conditioning (PC), and you must also pass the Physical Fitness Assessment (PFA), to graduate from the program. Daily PC will entail aerobic, anaerobic, and flexibility conditioning.Slow runs in the 3-5 mile range are typical, but a focus on faster paced timed runs in preparation for the 1.5 miles timed run will also be practiced. The Air Force has recently implemente d new fitness standards (effective Oct 2013 and updated 2015), all Basic Officer Trainees must achieve a minimum passing composite score to meet the physical fitness requirement to graduate from the program. (see minimums below) To pass the PFA, you must achieve a total minimum score of 75pts, the total from all three events and body composition measurement. Members will receive a score on a 0 to 100 point scale based on the following maximum component scores 60 points for cardio-respiratory / aerobic fitness assessment (1.5-mile run), 20 points for body composition (abdominal circumference), 10 points for push-ups, and 10 points for crunches. To receive the maximum possible score for push-ups, crunches, and the 1.5-mile run, you would have to perform the following Maximum Points to Max the PT Test Males under the age of 30 must obtain the following scores and measurementsThe Abdominal Circumference (AC) must be less than 32.5 inches, 58 crunches, 67 push-ups, 1.5 miles in 912 F emales under the age of 30 must obtain the following scores and measurementsThe Abdominal Circumference (AC) must be less than 29 inches,51 crunches, 42 push-ups, 1.5 miles in 1106 Minimum Points to Pass the PT Test Males under the age of 30 must obtain the following scores and measurementsThe Abdominal Circumference (AC) must be no greater than 39 inches.42crunches, 33 push-ups, 1.5 miles in 1336. Females under the age of 30 must obtain the following scores and measurementsThe Abdominal Circumference (AC) must be no greater than 35.5 inches.38 crunches, 18 push-ups, 1.5 miles in 1622. If you are over the age of 30 at the time of your officer training at OTS or AFROTC, you will have different charts for your age group. However, it is a bit of an unwritten rule to strive for the youngest age groups running times and PT scores for as long as you can throughout your career.Setting the example as a junior officer is almost a requirement.Setting the example as a senior officer on the Physical Fitness Assessment can platzset the tone for your entire command. The scores at your officer training will go into your record and recorded by theArmed Forces Medical Examiner System (AFMES II) This is the militarys database which provides worldwide medico-legal services and investigations.

Use this after-interview thank you note sample to crush the hiring process

Use this after-interview thank you note sample to crush the hiring processUse this after-interview thank you note sample to crush the hiring processEveryone knows that sending a thank you email after an interview is extremely important, but what about a mora personal handwritten note? In some cases, handwritten thank you notes can be extremely valuable in helping you stand out to a prospective employer.If youre lost on where to start, use this after interview thank you note sample to really impress your hiring manager.Tara Cassady, the executive vice president of Americas Client Services at Cielo, said that sending a handwritten after interview thank you note isnt necessary in every interview situation, but can be a useful practice to differentiate yourself from other candidates.How to write a thank you note after an interviewWho?While sending a thank you email to anyone who helped you through the interview process is encouraged, its not necessary to send each an every person a handw ritten note.Handwritten thank you notes should be considered for people who took time out of their schedule to sit and chat with you about the company, position, and your past experience.That being said, if there was someone in the bro who didnt interview you but really helped you out in some way, like a human resources manager, sending a handwritten note never hurts.According to Cassady, its a great way to create a buzz about yourself in the office. The mora people that view you favorably, the better your shot at securing the job.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreDeciding to whom you should send a handwritten note also depends largely on timelines. Candidates should send a quick email to a recruiter or human resources representative to thank them for keeping them moving in the hiring process, according to Cassady. If candidates meet with hiring leaders and they know that the dec ision wont be made within the next day or two, putting a note in the mail that night is a good idea.What?Your thank you note should contain different content from the thank you email that you sent a few hours after your interview. With that being said, you should make sure you have enough to say to be able to differentiate your email and note before sending both. If you only had a brief conversation with someone and cant think of anything different to send in a note, just an email will suffice for that particular person.Thank you emails have a pretty set structure that includes thanking the person for their time, complimenting the company, commenting on a topic you discussed, and restating why youre the best fit for the position. In contrast, handwritten thank you notes give you the opportunity to get a little more personal. Sending a handwritten note is a thoughtful gesture, so be thoughtful with what you include in it.Its a good idea to pick a subject that you discussed during the interview and expand on it. Youll have more time to write this note than that the email, so take your time to think deeper about the topic and try to come up with something insightful. The action of going above and beyond will impress the hiring manager and help them feel more secure in choosing you.When?As youll be sending this thank you note via snail mail, it wont get there as quickly as an email, which actually works in your favor. According to Cassady, a candidate who really wants to stand out can send a thank you email a few hours after an interview and also drop a thank you note in the mailbox that night.Is it overkill to send both? NoThis system is beneficial because the email will add on to a good first impression later that day. The thank you note, which will arrive a few days later, will then remind the hiring manager of your skills, manners, and thoughtfulness later that week.Theres one thing that you probably wont do and thats over-communicate or over follow up, Cassad y said.Where?Send the thank you note to the hiring manager at the offices address. If you hadnt been corresponding with the hiring manager in order to set up the interview, ask for a business card during the conclusion of the meeting. This ensures that youll have all the necessary information to contact them.In terms of where you write the note, it should be a professional thank you note card that you can pick up in stores. When choosing a card, make sure to keep in mind the atmosphere of the office. If the office is more formal, choose a plainer, more proper thank you card. If the office is more creative and relaxed, feel free to have some fun while picking out the card, while still keeping the office tone in mind.Why?Sending a handwritten thank you note is not a practice every candidate does, making it one that helps candidates really stand out when done correctly. Creating a handwritten thank you note takes more effort than typing up an email, showing you have the thoughtfulness and effort to go the extra mile.How?The tone of your article should match the company culture, which you should have a strong grasp of after one or two interviews.You have to step back and assess the culture because you want to be able to mirror what you experienced during that day, Cassady said.Just like the after interview thank you email, your after interview thank you note shouldnt be a novel about why you want to work for the company. Writing a note thats too long will show you dont value their time, you dont understand the company culture, and you dont know how to edit.You want to keep it concise enough that it can actually be on a note card, Cassady said.Sample after interview thank you noteHi (Hiring managers first name),I wanted to write to say thank you so much for meeting with me on (the day you met). I really appreciate you taking the time to tell me more about the (title of the position youre applying to), (name of the team youre applying to), and (company name) in gene ral.I was thinking more about what you said regarding the restructuring of the (name of the team youre applying to) and I realized that its similar to changes made on my team at (past company). Its a great idea to switch things up, and I think I could be a beneficial member during this transition.This is definitely an exciting time for the (name of the team youre applying to) at (company name) and Id love a chance to be a part of the growth we discussed. I hope to hear from you soon.Best,(Your First and brde name)

Uber 3 management lessons we can learn from the scandal

Uber 3 management lessons we can learn from the scandalUber 3 management lessons we can learn from the scandalOn Tuesday, Uber CEO Travis Kalanick announced an indefinite leave of absence on the same day hiscompany released the recommendations of an internal investigation into its workplace culture, especially around its treatment of women.The company started the investigation after a former engineer at Uber, Susan Fowler, alleged sexual harassment, discrimination - and a human resources department that ignored these claims.Kalanick, 40, has won a reputation for brashleadership and overgrown-schwimmbad-boy behavior- including nicknaming the company Boober for how it boosted his dating life. The company has been looking at how Kalanicks behavior has the tendency to trickle down to other executives, and as a result he had been working with an executive coach and taking up meditation before he went on leave this week.Kalanicks stamp on Uber is unavoidable, demonstrating the power of a n executives approach to form the culture of a company. Uber is almost a $70 billion company, and it got there through Kalanicks management style of not letting anything- class-action lawsuits over labor practices for drivers, God view surveillance of its users private data, repeated sexual harassment allegations byits executives, and government regulations- stand in the way of the companys growth.Now, the company is paying for it.Here are three lessons we can learn how we can use Uber as a case study on avoidable mismanagement.1. Create values you can be proud of and live up to themUber had a set of values. Unfortunately, they were pretty aggressive and incentivized employees to treat each other badly in the pursuit of their own personal success. These abrasive mottos inspired employees to act with impunity.Among those values, which sound ripe for conflict Let Builders Build, Always Be Hustlin, Meritocracy and Toe-Stepping, and Principled Confrontation.One of the recommendations f rom the Eric Holder-led investigation was to eliminate those values which have been identified as redundant or as having been used to justify poor behavior.Its notsurprising that under the workplace cultureof Meritocracy and Toe-Stepping, a top Uber executive would feel compelled to obtain and keep the medical records of an Uber drivers rape victim he believed may belying. That executive was among the dozens of people the company firedafter the law firms investigation uncovered multiple instances of sexual harassment, retaliation and unprofessional behavior.Whats significant about that the high number of people being reported and fired shows that this toxic work culture was encouragedand enabled by Ubers aggressive culture.And for the decent people that remain at Uber, working in this environment still affects their present mood and future employment opportunities. New York Times reporter Mike Isaac said hiring managers were wary of hiring people who worked at Uber after the scandal s.Its a reminder thateven when youre not directly contributing to its toxicity, a badworkplace culture still directly impacts you.also am being told dozens of people are quitting each week inside of Uber. attrition is getting to them.- rat king (MikeIsaac) June 13, 20172. Listen to your employees concerns early and oftenThis headache of an internal investigation could have been avoided if management had listened to Fowlers concerns sooner.She went through the proper channels to be heard and said she was dismissed and ignored. When she reported an employee who was pressuring her to have sex with him, she was told by HR that they wouldnt do anything because he was a high performer.To fix this behavior, Uber would need to change how it treats criticisms and complaints. It would need to create an empowering environment where employees like Fowler couldstep forward without fear.Now Uber has to create that culture anyway - but in a seriously weakened position they could have avoided if they had just listened in the first place. Ubers solution The internal investigation recommended implementing a robust and effective complaint process that would include multiple avenues for lodging a complaint, including an employees immediate manager or next-level manager, the organizations Human Resources Business Partner, or the Integrity Helpline.3. Have zero tolerance for misbehavior, especiallyat the topCreating zero-tolerance policies for harassment and discriminationis a basic human resources practice that should be easy enough to follow, andit was what the investigation recommended.But as one Uber board member showed, behaviors dont change overnight.In the immediate aftermath of the recommendations being released, board member Arianna Huffington discussed what Uber policies could be changed in front of employees. When she said that adding more female board members leads to more women joining boards, her fellow board member David Bonderman responded with a sexist remark Act ually, what it shows is that its much more likely to be more talking.Bonderman resigned from the board hours after audio of the exchange had been leaked. The quick response to his remarks shows that post-investigation, senior leadership is going to be held more accountable in public. Thats a good thing for Uber, although Kalanick still remains CEO. Although Kalanick himself was not recommended to resign, the investigation concluded thatUber should reduce his responsibilities.Overall, the recommendations are a cautionary tale of what happens when you let founders and high performers get away with bad behavior for far too long. With the release of its recommendation, Uber is signaling that its willing to change. Time will tell if these written promises will lead to action.For now, cleaning up your actmeans cleaning house.

Charles Clark, Former Fed HR Manager, Joins Federal Career Training Institutes Certification Team

Charles Clark, Former Fed HR Manager, Joins Federal Career Training Institutes Certification TeamCharles Clark, Former Fed HR Manager, Joins Federal Career Training Institutes Certification TeamCharles Clark, Former Fed HR Manager, Joins Federal Career Training Institutes Certification TeamThe Federal Career Training Institute (FCTI) is pleased to announce the addition of Charles Clark, former Chief of the Diversity and Inclusion Office for the US Census Bureau, as a coach in its Ten Steps to a Federal Job Certification Programs. Clark will be handling the third day (Federal HR Day) of its three-day train-the-trainer classes. Offered since 2002, the unique Federal Job Search Trainer and Federal Career Coach Certifications are designed for those who advise jobseekers applying for civilian employment with the US government.Kathryn Troutman, Founder of the Institute and the originator of the Certification training, observes that Clarks background from being former military (24 years wit h the US Air Force, culminating as the Superintendent of the Air Force District of Washingtons Manpower, Personnel and Service Directorate) and former federal HR make him perfect to be able to instruct the trainings Human Resurces Day. He has so much hands-on experience from his stttes in federal HR work, Troutman says. That makes his training so valuable, and he can answer in-depth questions about vets and other individuals being hired into the government.On HR Day, Clark will be covering federal human resource principles, merit system principles, practices that are not permitted by law/practices that follow the law, special hiring programs, veterans preference, Schedule A hiring for individuals with disabilities, Pathways internships for students and new grads, priority placement for military spouses, and more.Charles is a natural trainer, Troutman notes. Hes very comfortable and he smiles and laughs. And hes just very unique and honest with people. Hes not a typical stand-up Powe rPoint presenter.Attendees at the Institutes most recent certification training offered on the campus of the University of California, La Jolla agreed that Clark deserves high assessments as a trainer. I really enjoyed Charles presentations, said James E. Johnson Jr. So very informative. All of his topics were very relevant and very well understood. Martines Martinez, who journeyed with two Navy Fleet and Family Program co-workers from Japan, commented, I traveled halfway around the world and this training was worth it I received the most up-to-date HR information.In a recent interview, Clark affirmed his passion for helping veterans in particular learn to put their best boot forward by presenting their qualifications clearly. He offered these tips for veterans applying for federal jobs.1. Do your reconnaissance, just like in the military. Look at the organizational structure of the agency youve selected. Where would your equivalent position be? Whats it called? Then when you write your resume, you can put the term for the equivalent position in parenthesis by the military term. This is part of writing about experience in a way thats easily translatable by the HR person reading it, he said.2. Understand veterans rules.Clark said that there are rules out there that allow certain vets to apply for federal jobs that are already closed. Also, not every vet is eligible for vets preference. Get to know as many of the rules as possible, he said. There are so many. Working with a transition specialist with your branch of the military will clue you into these rules. Staying current on the ever-changing rules is one reason federal career advisors take Troutmans certification training.3. Apply through every avenue and source. Some jobs may be released as being open to all US citizens, which includes veterans, and this is when vets preference applies. Other positions may be released as open only to federal employees with status. Under the Veterans Employment Opportunity Act, vets can also apply for the federal employee job announcements though they should be aware that vets preference will not apply in these cases.4. Submit all the requested documentation every time. Clark says that some applicants believe that an HR person will make an effort to get documentation that may be missing. Or that if the applicant submitted their docs with an earlier application, they dont need to do it again. If you dont submit the documentation that has been requested, then you will be disqualified, he warned. By not submitting what was needed, you wont meet the requirements for the job.5. Make sure your qualifications are proven in your resume. Clark said that some applicants will try to enhance their status while answering the questionnaire attached to a jobs announcement on the USAJobs website. Theyre trying to get a qualifying score. However, if their resume doesnt back it up, HR can actually go in and lower their score. Resumes determine qualifications, Clark e xplained.Im really proud that Charles is now part of our team and that he has such great credentials, Troutman says. I realized back in 2002 that career advisors and employment readiness and transition counselors need special training because the federal government is such a unique employer. The knowledge Charles has is a true asset to our program.The Federal Career Training Institutes certification programs are on the list of recommended trainings for all the joint services. The next Ten Steps to a Federal Job certification training will be held Tuesday, September 16 through Thursday, September 18 at the Institute in Columbia, MD. More at fedjobtraining.com/certification-programs.htm.

The Debate Over Skills and Abilities on a Resume

The Debate Over Skills and Abilities on a Resume Since many job seekers may list skills in another section of their resume, in addition, it is important to weave them into descriptions under every one of your prior positions. Actually, there are particular jobs in which its important to platzset a skill section at or close to the top of the resume. You may find below a list of the greatest skills you may put on your resume based on the sort of job which you are applying for. Look through the work description and see whether any soft skills are mentioned. In truth, it might be appropriate to incorporate a mora prominent core competencies section at the peak of your resume with comprehensive descriptions of certain skills if theyre absolutely central to success in the desired position. For example, if you try to apply for a Chinese-English interpreting job, you need to be fluent in both languages otherwise you would not really qualify for the position. Strong planning abiliti es and organization are traits which are highly desired in an employee, particularly in the plan world. How far a candidate gets in the application method will probably be set by the capacity to convincingly cover the agencys requested KSAs. The capability to communicate effectively with your team, clients and managers is important. While being bilingual is not normally required for administrative assistants, it might be a fine bonus for businesses that work with international customers. Review their About Us page and see whether your soft abilities or attributes are aligned with the businesss core values. Zetys resume templates are made with the aid of recruiters and adhere to the best practices in HR. There are some distinct kinds of skill sections and formatting alternatives that you should think about when crafting your resume. The skill section may be the most important section on your resume if you set it together correctly. Getting the Best Skills and Abilities on a Resume Some skills could be relevant while others arent. Job-specific skills vary depending on the position. Professional skills are extremely important additionally to include on your resume. More technical or computer-centric hard skills are occasionally also known as technical skills. If you are in possession of a wide variety of technical abilities, however, your abilities might end up being precisely what gets you hired. The skills section of your resume shows employers youve got the abilities necessary to be successful in the function. Youre able to combine your skill by means of your understanding and capacity. As you proceed through the list of skills above, make a distinct list with the skills which you already possess. The New Fuss About Skills and Abilities on a Resume As a medical assistant you would need to administrative and clinical guidance in a healthcare setting. As there are different job functions that are required to be done within the field of sales, an assortment of professional positions are offered for people that wish to create sales activities as their profession. Volunteer work gives you many opportunities to display leadership abilities. Moreover, there are the more tangible skills you have to have in order to do the work effectively. The Pain of Skills and Abilities on a Resume Along with having the ability to analyze, employees are predicted to have the ability to organize, plan and prioritize effectively. Your skills are an overview of what you could do for the possible employer if you were offered the work at this time. You need to realize that while its relatively simple for an employer to influence the abilities and knowledge of workers, it is just as important for employees to better their skills. Be confident in yourself and what you are able to offer employers. Finding the Best Skills and Abilities on a Resume Abilities are not readily quantifiable, and that means you may rather not harp too much on it during the interview practice. Soft skills are a little more vague and open to interpretation. Therefore, if you come to an interview, the absence of Soft Skills may be one reason you werent chosen for the job. What Everybody Dislikes About Skills and Abilities on a Resume and Why According to her, its also the reason putting your information just in the header or footer isnt a good idea. Importance of Resume wording Resume wording is a significant factor to think about when constructing a resume. The resume wording needs to be employer-oriented so he knows what you could do for him. Finding the Best Skills and Abilities on a Resume At times, youve got to work with someone for some time to observe he or she is, actually, a superior leader. Youre able to continuously develop and polish your skills over a time period. When youre searching for work, the ideal way to boost your odds of getting hired is to include things like the most suitable qualifications on your resume and online profiles. Actually, if you prefer to occupy in work in the health care field, you will need to use different action words than a man or woman who is aims at work in the sales sector.

10 Ways to Make the Most of Your First Days on the Job [Ask Away]

10 Ways to Make the Most of Your First Days on the Job Ask Away This weeks questionA new hires first 90 days on the job can make or break their experience with their employer. Given this fact, what do you recommend all new hires do during their first 90 days in order to get off to the best possible start? What are the one or two most important things a new hire can do? Every hire should hit the ground running as soon as he/she begins a new job. Ask for more work or start a new project to benefit the company at some point before the end of your 90 days. It is a great way to show your willingness to take the initiative.- Patrice RiceCEO and FounderPatrice AssociatesIts all about establishing a North Star for new hires to follow in the first 90 days. In the first 3 months, new hires should ask what theirspecific goals are and what they need to do to be successful. They need to know what to aim for s o they dont feel lost. Asking questions is the mostimportant thing to do if you dont, youll be dead in the water.- Eric SiuCEOSingle Grain My only thing is for new hires not to overcommit and overextend themselves in the first 90 days. Take the time to learn the ins and outs of the business, the people, the idiosyncrasies, and the preferences. Soak up as much as you can during this time, because once you get moving on the daily work, its hard to stop because its too much.Also, dont be afraid to ask questions. Yes, you were hired to do the job, but you dont know everything. Youre not psychic or omnipotent. A question about even the most basic things is better than being silent and getting everything wrong.- Andr LedgisterAccount ManagerSPR Atlanta To show your progress and position yourself for future advancement, write a short note to your anfhrer at the end of each week, just keeping them apprised of everything you did during that week. Come evaluation time, the boss may well use those notes to help write the evaluation. At the very least, youll have all the ammunition when its time to talk about that first raise or promotion.- Barry MaherSpeaker and AuthorBarryMaher.comTry to participate in some non-work-related activities. Is there a group volunteering at a community center or going bowling after work? You dont have to do everything, but try to do something that shows your support particularly if your boss or a company exec is behind the activity.- Joseph TerachCEO and FounderResume Deli Discover how your role is actually measured, quantitatively. Every job has metrics learn what yours are. Track them and discuss them with your boss at least once every 90 days.- Patrick MulveyManaging DirectorCenter for Strategy Execution, Inc.Beware of buyers remorse you join a company and discover immediately that it is not as rosy a picture as you envisioned. Dont complain and dont make any impulsive decisions. All companies are flawed, and that is especially true in this still-challenging market. You need time to determine if the problems are simply due to an unfamiliar environment or are much bigger in scale. When you complain, you risk being viewed as weak, naive, a quitter, or in need of too much hand-holding.- Roy CohenCareer Counselor and Executive CoachCareerCoachNY.comNew hires specifically younger or millennial employees should connect with current team members and higher-ups to see what projects they might be able to observe, assist, or even help manage during their first 90 days with the company. Being included as part of the team not only shows that the new hire can take initiative, but that they are interested in learning what the company is working on in an effort to work more successfully during their career. It is imperative that the new hire be genuinely interested in making this effort to ensure they do not look uncomfortable or seem unaccessible to other employees.While you dont want to push a new hire into an uncomfortable situation, they should be willing and able to put themselves out there and prove they are a benefit to the team and the company as a whole. Team collaboration is a building block for almost every career across multiple industries, and because of this, it is crucial that a new hire sets the stage during their first 90 days for how they will be able to work in a professional environment for years to come.- Heidi ParsontFounderTorchLight HireSuccess starts with planned performance reviews. Good habits start early Talk to your manager about the best way to start an ongoing, two-way dialogue about expectations, performance, and development by conducting performance reviews 30, 60, and 90 days after your start date. By doing this, you will receive early direction, feedback, coaching, and development all of which youll need to succeed and become a high performer in your new role.- Dominique JonesVice President of Human ResourcesHalogen SoftwareTake advantage of all available training reso urces in the company. Some companies offer video or online training on the intranet or via a learningmanagement system. Pay particular attention to product- and service-related information vis-a-vis what the company sells. If demo units of the companys products are available, find out if you can take one home to try out.- Derek HandovaSenior B2B Content Marketing Writer for a Wireless Networking CompanyAsk Awayis Recruiter.coms weekly column. Every week, we pose an employment-related question to a group of experts and share their answers. Have a question youd like to ask the experts?Leave it in the comments, and you might just see it in next weeksAsk Away