The Outdated Talent Acquisition Tactics You Need to Forget

The Outdated Talent Acquisition Tactics You Need to ForgetYou head into the office excited for the day. Your schedule is filled with candidate bewerberinterviews, and you know youre going to find the right person. But, after meeting with your first candidate, who was completely different from their resume, you get a bit worried. By the end of the day, you realize that no one is right for the position.What went wrong? You followed the same talent acquisition strategy youve been using for years, yet it failed.Thats exactly the problem. Talent acquisition is always changing using the same process year after year will put you behind in the game. In fact, our 2018 Growth Hiring Trends report found that 62 percent of companies believe following the latest hiring trends and using the newest tools is essential for a great hiring process. If your talent acquisition strategy is no longer working, its time to update your tactics. Here are four outdated best practices to revise1. Having rigid pl ansFor many years, employers haverelied on a standardized hiring process. They ask candidates the same questions, use the same communications templates, and stick to the same job descriptions. Having a platzdeckchen plan has always been a way to bring objectivity and fairness to talent acquisition.However, being overly-rigid often means missing out on top candidates. Its important to be adaptable so you can gain a better understanding of each individual and what they bring to the table that is unique and that your team is missing. For example, before each interview, look back at the candidates LinkedIn profile, website, blog, and other online profiles that showcase their work. You have already noted their qualifications to make it through to the interview round. This second-look will provide you with more in-depth personal information to build your individual assessment off of.Use what you learn to craft customized questions that dig into the candidates experiences and interests. Th is approach will help you assess more than if this individual can do the job better than another candidate. Youll also see if theyll fit best into the team and help take your clients organization to the next level.2. Draining the same old talent poolHaving reliable talent pipelines is essential for sustainable talent acquisition efforts. But if youre always returning to the same source, youll soon andrang out of top candidates. Plus, this approach will limit the diversity and skill sets you can offer your clients.Our survey respondents agree that the deficit in their talent pools is a challenge. In fact, we found that 67 percent of the fastest growing companies say their highest priority is finding new talent pools this year, and for good reason. Opening up to new sourcesgives you access to fresh talent with the latest skills and experiences.Start by looking outside your industry. There are a lot of very different jobs that require similar skills. For example, both customer service professionals and salespeople need a deep understanding of their target audience and great communication skills. If youre looking to fill a sales position but cant find the right fit, start considering customer service representatives. Candidates who are willing to change their career path will bring new perspectives and insights to the position.67% of companies are prioritizing finding new talent pools in 2018. talentacquisitionClick To Tweet3. Screening through phone interviewsThe initial candidate screen is a critical step in the interview process. Most companies choose to use a phone interview because they see it as cheap and easy equally important considerations when building your interview strategy.But there are better options available that will not cost you in other areas. For instance,one-way video interviews give you a more complete picture of who the candidate is while creating a better experience for everyone. Candidates can record their responses when it best fits into their schedule, which you can review at your convenience, and you dont waste time trying to arrange dozens of dead-end phone interviews.Be sure to make the most of the unique pros of video interviewing. For example, you can rate video interviews and share them with hiring managers to get their feedback.This type of collaboration early in the hiring process leads to better talent acquisition outcomes.4. Approaching diversity the same wayMany companies approach diversity hiring as a pckchen to check off. You look for diverse candidates because its the right thing to do. But it plays a much deeper role in your companys success.Having a diverse workforce means having varied skills and perspectives from which to draw. It supports innovation and allows the team to be better problem-solvers. However, to truly tap into diverse talent, you also need to promote inclusion. This takes diversity a step further and shows candidates they will be valued for exactly who they are.Bring inclusion int o the hiring process by painting a clear picture of the workplace environment. Reveal to candidates how co-workers interact and bond. Do they have a Friday Happy Hour? Is there a group that meets to discuss Game of Thrones? Does the organization volunteer for a specific cause? Showcasing these aspects of the culture will show candidates how they can fit into the company on various levels and quell fears that theyre just another diversity hire.Take diversity to the next level by focusing on inclusion.Click To Tweet

How to Copyright a Manuscript

How to Copyright a ManuscriptHow to Copyright a ManuscriptBooks and manuscripts increasingly are distributed by electronic means, but the concept of copyright protection still stands. It is the authors legal protection against theft of literary, musical, or artistic work. The Nitty-Gritty When your book is placed under contract with an established publisher, the U.S. copyright is legally assigned by the publisher. Note that this protects the author from misuse of the work within the U.S. Its not global protection. Every nation has its own laws regarding copyright within its own borders. In fact, your unpublished work isprotected by U.S. copyright, which protects an authors expression in literary, artistic, or musical form, no matter what its publication status is. The U.S. Copyright office advises that an author may wish to place a copyright notice on any unpublished manuscript copies before they are sent out. (Example Unpublished work 2018 Jane Doe) If this isnt enough for your ?peace of mind, you may want to further protect your work. How to Copyright Your Book If you decide you want the extra assurance of proactively copyrighting your work, you can register a literary work online through theU. S. Electronic Copyright Office. One odd but true fact Unlike a brand name, a book title cannot be protected by copyright. The schmelzglas Factor Email hacking is a familiar threat in todays world but this is probably near the bottom of most writers lists of anxieties. The volume of unpublished manuscripts flying through cyberspace between writers, agents, editors, and self-publishersis very high. Anyone out to steal a runaway bestseller is looking for a needle in a thousand haystacks. That said, take sensible precautions. When sending manuscripts via email to anyone with whom you dont have a contract or agreement, send it in PDF form, not as a word-processed document. That at least makes it harder to alter or steal. If you are sending your unpublished book manuscript to a self-publishing service, make sure the company youre dealing with is reputable and that their manuscript submission method is secure. Worldwide Rights According to the U.S. copyright law, Copyright protection is available for all unpublished works, regardless of the nationality or residence of the author. So, if you are sending your work to an American publisher, it will be protected by American copyright law. However, the law also states, There is no such thing as an international copyright that will automatically protect an authors writings throughout the entire world. Protection against unauthorized use in a particular country depends, basically, on the national laws of that country. Most nations that have copyright laws respect the copyrights of other nations, by formal treaty or just by good geschftlicher umgang practice. That is, if a copyrighted American novel reaches bestseller status, the author can expect publishers from other countries to show interes t in acquiring rights to distribute it in their countries. When they do, the book will probably be copyrighted in those nations. The process protects the publisher as well as the author.

3 Factors Secretly Hurting Your Career Success

3 Factors Secretly Hurting Your Career Success3 Factors Secretly Hurting Your Career SuccessYou come into work each day and do exactly whats asked of you. Sometimes you even volunteer to work late so a project can be completed on time. Yet, for some reason, youre leid working your way up the ladder as quickly as youd hoped.For a lot of young professionals promotions and raises come slower than they expected. So if you feel like youre doing a great job but are not seeing the reward, youre not alone. There are other factors that go into career success besides effort. In fact, you might be hurting your career without realizing it.Here are three things that can negatively impact your career success even if you are good at your jobYour sleep habitsWhether its because of a screaming newborn or just terrible insomnia, employees dont get enough sleep.Being tired affects the quality of your work. Theres no denying that. So even if youre not making major mistakes, chances are your ideas arent as good as you think and youre slower to solve problems because youre not getting to bed early enough.Of course no one purposefully tries to have sleep trouble, but you need to do your best to improve the quality of Zzzzs youre getting. Make changes to your schedule so you can either go to sleep earlier or wake up later. Monitor your caffeine intake, take short naps during the day if your workplace allows you to do so, or try out a white noise machine if youre having trouble falling asleep. Experiment with different things until you find a way to get the rest you need.Being an geschftszimmer gossipIts natural to want to chat with coworkers. It helps you fit in and can build a more unified team. But being an office gossip can get you into a lot of trouble. A 2016 survey by VitalSmarts found that 21 percent of employees had damaged their careers by gossiping.Even if your best office bud swears theyll never tell another soul, what you say about someone else when theyre not around often comes out. That can cause conflict and tension that nobody, including your boss, will appreciate.Also, remember that what you say outside of the office, be it on social media or during happy hour with friends, can follow you to work the next day. So think twice before saying anything that might hurt someone elses feelings or reflect negatively on you if taken out of context.Not taking the right type of breaksYou need and deserve to take breaks while you work. Just know that theres a thin line between something being a break and it being a distraction. For example, a 2015 BambooHR survey found that looking at social media is the number one distraction employees feel hinders their performance. Going to the break room, on the other hand, actually helps employees work better.The trick to knowing whether a break is good for you lies in your state of mind once you return to work. If you feel more clear-headed after taking a short walk or getting a snack, youll perform better when you get back to your desk. But if you feel just as stressed or even guilty after taking a break, its time to find another activity.You can also play around with how long or how often you stop and take a moment. Some people work better with several short breaks throughout the day. Others prefer one long break around lunch time. Try out some different options, as long as youre not taking more time than your employer allows.Unfortunately, career success isnt just about hard work. Everything from the breakfast you choose to eat in the morning to the time you go to bed at night can positively or negatively impact your career. The best way to have control over those factors is to know what they are and how they affect your individual performance.What other factors could be negatively impacting your career success? Share in the comments belowAaron Michel is the co-founder and CEO at PathSource, a career exploration solution helping students and job seekers make better career choices. To navigate your infinite career possibilities, connect with Aaron and the PathSource team on Twitter, Facebook, and LinkedIn.

Customize this Outstanding Textile and Apparel Resume Template

Customize this Outstanding Textile and Apparel Resume Template Customize this Outstanding Textile and Apparel Resume Template The textile and apparel industry is constantly growing and changing. This dynamic field needs a variety of workers ranging from laborers to designers. If you enjoy working in a challenging and exciting environment, then it’s time to start getting your textile and apparel resume together.What It’s Like to Work In the Textile Apparel FieldA job in the textile and apparel industry is fun, but at the same time it’s also demanding. If you’re putting together a textile and apparel resume as a designer, then you’re constantly feeling pressure to be innovative and creative. While the work is hard, the rewards can be lucrative. An experienced worker with a strong textile and apparel resume can move up the corporate ladder to lucrative-paying jobs in a relative hurry.Benefits of Working In the Textile Apparel FieldOne of the primary benefits of working in this industry is the wide variety of opportunities it offers. A versatile textile and apparel resume could open the door to seve ral different kinds of positions for an aggressive and dedicated person. You can be creative in this industry, or you can use your ability to do hard work to make a strong living.Why You Need a ResumeA well-written textile and apparel resume is critical to your success. Your textile and apparel resume will let employers know why your skills are valuable and explain how you can offer value to their company. Your resume can also show your ability to operate the latest textile and apparel machinery, or display your understanding of the apparel retail world.At Resume-Now, we have all of the textile and apparel resume samples and templates you’ll need to create your powerful presentation. We invite you to utilize our resources and create a textile and apparel resume that will get you noticed by hiring managers and help you to advance your textile career.Textile and Apparel Resume TemplatesLaundry and Dry CleaningPattern Makers and Dress MakersTailors and SewersHow to write a Textile an d Apparel ResumeStart by listing your professional accomplishments Grab a separate piece of paper and craft a list of your Textile and Apparel career accomplishments.Inspect Textile and Apparel resume samples to help navigate the resume creation process Check out our Textile and Apparel resume samples to gain insight into the process.Create an eye-catching header for the top of your Textile and Apparel resume Provide your name, email address, phone number, and personal website (if applicable). Make sure it’s readable, but doesn’t take up too much space.Create a compelling summary statement Set up a summary statement that encompasses your skills, accomplishments, and a general sense of your professional identity. Review the job description to make sure that you address the company’s needs as well.Include your skills in a qualifications or areas of expertise section Next, make a list of your professional abilities for your Textile and Apparel resume. Ensure that each talent is applicable to the job description.Dive into your work history as a Textile and Apparel worker Make a list of the relevant jobs you have had. Present this information: your position, the name of the company, and the dates of your employment.Go deeper into your Textile and Apparel work history Under each entry, write a bulleted explanation of your responsibilities and accomplishments at those jobs. Review the job description and the list you made in step one as you do so.Present your education Put your degree on your Textile and Apparel resume. Write the date, degree obtained, and institution where you received your highest degree. If you don’t have a degree, include a diploma and any relevant certifications.

Diet and Training Made Amelia Boone an Endurance Athlete

Diet and Training Made Amelia Boone an Endurance Athlete Diet and Training Made Amelia Boone an Endurance Athlete Amelia Boone is an athlete of the first order, competing at the elite level in endurance races, CrossFit, ultra-running and obstacle course racing (OCR). These fittest-of-the-fit sports have been growing rapidly in popularity, drawing larger purses and endorsements from corporate sponsors. Amelia has been an early icon. I spoke with Amelia about her philosophy of dual-tracking a business career with being a pro athlete. When shes not winning top prizes, she works as a corporate attorney for Apple  in its HQ. Yes, she manages to train and compete at a high level while maintaining a full-time job in a challenging field. Quick Stats 2013 Spartan Race World ChampionThree-time winner of the 24-hour Worlds Toughest MudderGolden ticket winner out of the Sean OBrien 100k, giving her entry into the vaunted Western States endurance runThree-time finisher of the Death Race, a grueling 30-hour course through brutal terrain in sub-freezing temperatures with unknown obstacles and no predetermined end timeNumerous podium finishes in a long list of grinding competitions Amelia Boone is a relentless achiever. She can deadlift nearly double her body weight and push-press her body weight overhead. For those of you who dont lift, thats impressive strength. Amelia has been featured in Newsweek and on CNBC with Carl Quintanilla in a special about extreme sports. She has earned the right to a large measure of swagger, yet the first thing that strikes you about Amelia is her humility. The Role of Nutrition in Her Success Nutrition is important, but I am by no means very rigid or dogmatic about it. With the amount of activity I do, I want to make sure Im feeding my body correctly. I take in good, quality calories but Im not obsessive about it. Experimenting with Nutrition I have tried to go fat-adapted, which means low-carb, and they say for long distances, it prevents the bonk from carb depletion since youre burning fat. I tried but eventually abandoned it. Ive experimented with things, but Ive gotten into a good balance now; moderate carbs/fat and hi-protein. Rest Days: a Routine or an Instinctive Choice? I try to have one day a week as a rest day, but its not scheduled. Its based around what the training looks like for the week. Its hard for me to do completely nothing, so my rest day will include stretching, mobility, foam-rolling, and a nice walk around the neighborhood. Especially as I get older, I realize the importance of rest. Whether Threshold Levels Exist for OCR at the Elite Level Not officially, but weve all kind of opined on it, like, Whats the ideal mix for an obstacle course racer? Do you have to be able to run a sub 5:30 mile or be able to lift x amount? But I think the beauty of this sport is you dont. There are no gating factors or thresholds such as minimums for the Olympic trials, where women have to run a sub 2:45:00 marathon. Because OCR is so full-body, its not standardized and no two courses are alike, so I think thats what attracted me to it. One big factor is you have to be able to control and hold your own body weight to climb walls or pull yourself through a rig of hanging rings. So its a harder metric to quantify than absolute strength. How Pressures of External Expectations Can Affect the Way You Look at a Race I struggled with this. It started as, Hey, Im good at this and people are noticing. That was kind of fun, but then people started expecting me to be at the top, and the cliché of, Its hard to get to the top and even harder to stay there came true for me. I felt as if I had a target on my back, and for a year or  two, it was hard to find the fun in it. I got stressed out before every race, and it was no longer an outlet. I was living up to others expectations. Mentally I went through a shift, where I decided to go out there and kick some ass and see what happens. Everyone expected her to win Spartan Race 2015, and when she came in fourth, she felt as though she had to apologize to people. She realized life goes on and people werent disappointed in her. That awareness became freeing for her. The confidence developed as an attorney and as a champion support one another. The lessons go both ways. If Ive had a tough work situation, I learn composure. I can use that on a course when things dont go my way. Theres nothing in this moment that cant be fixed. Lets scan everything, re-frame and readjust. Amelia is a proponent of EQ (emotional intelligence), which she believes is much more useful than IQ. It helps on race days when she can get a sense, particularly from people against whom shes raced before, of who looks in a good place and will likely perform well that day. It is, by far, a better gauge of your success in life than absolute intelligence. Advice for Teenage Girls Whats her advice for  teenage  girls to achieve professional success while remaining happy and healthy? For me, its realizing  that you have to play the long game. Youre not going to be able to have everything all at once. In  college, I gave up athletics to focus on my studies. Sometimes you need to focus on one part of your life, get that in order and then move on to the next part. Especially for young women- tune out the noise, the social media, the negative stereotypes and things people say that just dont matter. Its hard to do, but nothing good comes from listening to these things. A Moment of Revelation After winning the Spartan Race World Championship in 2013, I went down and sat in the lake, and I looked around and said, This is going to change everything. Soon after I signed with Reebok. I keep those moments tucked away because theyre really cool to reflect on. Her parting thought: Its important to me to not frame things in terms of successes and failures but to frame them in terms of experiences and lessons. Follow Amelias career Amelia Boone Racing  - Website AmeliaBoone  - Twitter? Amelia Boone -  Facebook

10 Things About You HR Really Does Not Want to Know

10 Things About You HR Really Does Not Want to Know 10 Things About You HR Really Does Not Want to Know Depending on your Human Resources office and your relationship with your HR staff, there may be things about you that you should never tell HR. While many employees cherish the assistance of their HR  team, others believe that HR is not your friend. Your average employee, however, doesnt understand the precarious balancing act that’s required when you work in HR. Nor do they understand how HR has to think to successfully serve the company as well as the managers and the other employees. This lack of understanding can add up to a deep distrust of HR. Sometimes, the distrust is earned; HR staff members  are people. You can’t pigeonhole them, placing them in a neat category that fails to reflect the actual complexities of people and HR offices. So, before you share a secret about yourself with HR at your workplace, know your HR staff. In too many workplaces, these are the 10 things that you should never share with HR. 10 Things You Should Never Share With HR 1. You Participate in Some Activity That Is Illegal Even If It Takes Place Totally Outside of Work. Your HR person may feel compelled to do something or say something about it. HR doesnt want to make a decision about whether he or she is legally obligated to report you to the police. The fact that you caused the problem is not going to ring their happy chimes. It will deeply affect their opinion of you and your place in your organization. 2. You Are Considering Whether to Become a Full-Time Mom While You Are on Your FMLA Maternity Leave. Here’s a true story shared by a friend. A teacher, let’s call her Jan, shared with HR that she was doing exactly this- hoping to see if stay-at-home mom was the best role for her life balance once the baby arrived. About halfway through her FMLA time off, she was informed by her HR that she had been reassigned to teach a different grade in a different school. Her long-term sub had been hired to fill her former teaching role. In the meantime, Jan had decided that staying at home full-time was not professionally fulfilling and she missed teaching and her students. As a result of sharing her thoughts with HR, however, she found herself learning a whole new school and preparing teaching materials for a whole new grade level  while balancing the demands of her infant. The key is that HR will make decisions deemed in the best interests of the employer if they are uncertain about your reliability or commitment. Don’t give them the information that makes them feel they need to make decisions that may be adverse for you. 3. You Need Favorable Treatment, Time Off, or Other Privileges From the Company Because of an Event That Isn’t True. It will always come back to haunt you. Another friend shared this story. Her cousin had lied to his HR office about the deaths and funerals of both his mother and grandmother. He said that he needed the time off to go to a funeral- when the person wasn’t dead. Time passed and he became committed to his job and his employer. Then, his mother truly became ill and needed him to take time off work to help her. His earlier lies placed him in an unfortunate position. If he confessed his lies, company policy said that termination was the consequence. FMLA time was only allowed for close relatives, so without confessing, he couldn’t take the  time to provide the care his mom needed. This is one example, but it’s a good one. You can mess yourself up forever by lying to HR. 4. You Lied About Something During the Hiring and Interviewing Process Before You Were Offered the Job. Yahoo CEO Scott Thompson, who left his job in 2012 after only four months, claimed on his resume to have a degree in computer science- when he didn’t. He was forced to step down as CEO, and he is not the only company executive caught in a lie. Most companies have a policy, and it may even say on the job application, that any untruthful statement can result in termination. Companies need to be consistent in their practices, so if your organization has that policy, no matter how much you are valued or liked, you may find yourself without a job. The best advice? Never lie during the hiring process by omission or commission. You don’t want to spend the next 10 years at work trying to cover up your untruths. Of course, never tell HR if you did. 5. Your Significant Other, Partner, or Spouse Might Be Transferred to a Job in Another City That Is Not Commutable From the Current Location. As with a number of the other recommendations, you will put your career on immediate hold. Your organization is not going to promote you or provide you with career development opportunities when they think that you will leave. You may find yourself ineligible for educational assistance, which employees must often pay back through years worked. This is more career-busting than telling your employer that you are job searching because the employer will perceive that you have less control over the outcome. (Never tell HR that you are job searching outside of your company. While you may think telling HR will help improve your job or company, the time to encourage and participate in improvement is before youve started looking for other employment.) 6. You Are Moonlighting in a Second Job If Your Current Job Is Full Time. When you tell HR that you are working a second job, you communicate all sorts of messages that you may not mean. The result? HR wonders about your commitment to the company and your current job. They become concerned that you may be job searching because the current job either doesnt pay for your living expenses or you need additional challenges. In any case, youve brought yourself to their attention. A good HR team will probe to find out the reasons for the second job to determine if there is anything your current employer can offer or do. The HR team will hold it against you, and you will lose access to opportunity in your current workplace. Plus, they will blame any failings you exhibit such as missing work, arriving late, being unavailable for a meeting, and so forth, on your second job. Unreasonable? Perhaps. But it happens. So, dont tell HR. 7. You Sued Your Former Employer for Harassment, ADA Accommodation, or Civil Rights Violations. HR departments live in fear of lawsuits- even the good, ethical, painstakingly fair departments. If youve ever been sued, you understand the amount of staff time that must be invested, even if youre in the right. And, the EEOC lawsuit that generally follows takes up more time and energy and exposes years of employee record keeping to the government and lawyers- both entities you should avoid at all costs. So, you have nothing to gain but suspicion from letting HR staff know about any previous lawsuits. HR staff also regards the fact that you share this information with them as potentially threatening to them and your employer. Plenty of complaints have been filed over the years, and such a lawsuit can hurt your prospects for employment. If youre job searching, employers do discriminate (secretly, as its illegal) when they know that you have sued employers in the past. 8. You Have Medical Issues That Might Cause Disruption to the Workflow When You Need to Take Time Off, Go on Disability, or Seek Extensive Medical Treatment. If you share your medical condition or information in too much detail, you may find that your employer begins to work around you as if you are not there. The employer is trying to protect their productivity, profitability, and workload; your absences would adversely affect the workplace. If you create a situation in which the employer is anticipating your absence sometime in the future, you are generally saying good-bye to transfers, promotions, opportunities, and plum team leadership positions, to name a few examples. 9. You Received a DWI or DUI, or Were Otherwise Arrested for Crimes Such as Tax Evasion, Fraud, or Theft. Yes, activities and events that occur outside of the workplace are your own personal business and should be separate from decision-making at work. Keep them that way. Dont tell HR what they dont need to know. Unless an event threatens to flow over into your workplace- in which case, always tell HR before they are blindsided- your personal business is private. But, if you drive a company vehicle for business and you received a DUI, you best come clean. If you work in the accounting department and you were just caught  embezzling thousands of dollars from your church, you risk a lot either by telling or not telling. Know your company, but most HR practitioners are advocates for truth. Employers are smart also to do comprehensive background checks. If youre applying for a job, if you have a felony on your record, reveal it when asked on the application. If the employer finds out in a background check, you wont get the job. In the most egregious case a fellow HR practitioner encountered, a company failed to do a thorough background check on a new batch of employees. Later, when the employees were fired for stealing, they all had criminal records. One had gone to prison for arson and now that he was out of jail, he had to pay restitution in excess of $100,000. Of course, he was stealing product in his workplace from his $12 an hour job. 10. Your Personal Life, in General, Is in a Shambles. Stories about how you are afraid of your stalker ex-boyfriend, you filed a lawsuit against your neighbor, or you haven’t spoken to your sister in five years don’t belong at work. They consciously or unconsciously cloud the workplace opinion about you as a person. These conclusions can adversely affect your career and opportunities. The employer making decisions may never recognize that he or she is making decisions about you based on what is known about your personal life. This is because unconscious bias is hard to detect or address. Don’t give your employer any more information than is necessary for a friendly, cohesive, and team-oriented workplace. Trust this. There are really many pieces of information that HR doesn’t want to know. (One caveat: something that threatens to flow over into work or the workplace should be shared with HR. For example, the stalker ex-boyfriend who used to mock you on Facebook and on your cell phone, but has now started to show up at places where you are, should be shared as a potential workplace safety issue.) No matter how good and competent you think your HR department is, all of these 10 things provide information that you should keep to yourself. Play by the same rules as professional HR departments. If it didnt happen here, and it wont affect your current work or workplace, keep the information where it belongs- at home. To echo so many of your colleagues in HR, we just dont want to know all of this about you. So, please keep it to yourself.

Subscribe to AABME.org to Receive New Biomedical Engineering W...

Subscribe to AABME.org to Receive New Biomedical Engineering W... Subscribe to AABME.org to Receive New Biomedical Engineering W... Subscribe to AABME.org to Receive New Biomedical Engineering White Paper Series July 28, 2018 ASMEs new Advanced BioMedical Engineering website (AABME.org) is launching a series of biomedical engineering white papers that are available free to those who subscribe to the AABME site. The second white paper in the series, which will be sent to subscribers soon, explores the topic of genome editing, a new field in engineering and life sciences that focuses on precisely modifying genomes using engineered nucleases. AABME.org, which was introduced this spring, was designed to engage members of the multidisciplinary biomedical engineering arena across industry, research, academia and government and achieve the goals of collaboration and information sharing across disciplines. The site offers engineers, scientists and physicians a platform where they can keep up-to-date on topics ranging from cell therapy and thermal medicine to medical devices and 3D printing, as well as gain access to the Societys collection of bioengineering-related journals, standards, conferences and products. Subscribing to AABMEs free white paper series will provide you with the opportunity to broaden your understanding of bioengineering, apply what youve learned from the white paper case studies to your own work, and encounter new ideas that inspire innovative thinking. By registering for AABME.org, you will also receive the weekly Biomedical Content Alert, which is a free e-mail update that highlights the most recent editorial content from AABME.org. The new white paper, Genome Editing and Biomanufacturing, by Gang Bao of the Nanomedicine Center for Nucleoprotein Machines at Rice University, details how decoding the information stored in genomes and making particular changes to them will transform the fields of healthcare, agriculture, the environment and energy. The first AABME white paper, Automated Biomanufacturing and Three-Dimensional Tissue and Organ Fabrication: Success Stories of Clinical Translation for Regenerative Medicine by Kaiming Ye of Binghamton University, State University of New York, was sent to subscribers earlier this month. To learn more about the AABME white paper series, or to subscribe, visit https://aabme.asme.org/promotions/biomedical-engineering-white-papers-promotion.