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    NEW TECHNOLOGY IN MANUFACTURING SPORTS PERFORMANCE CLOTHING

    The sports industry always takes notice of how athletes are improving by means of strength, stamina, and speed. The just keep breaking records year after year. The dramatic improvements in athletes are brought about by the advancements in technology in the areas of nutrition, training, sports equipment, and supplementation.

    To help these athletes perform even better, athletic clothes are designed thoughtfully. Special fabrics have been developed to suit every need of every athlete in various fields of sports.

    It doesn’t matter what the purpose is, whether it’s muscular support, intense cushioning of the soles, or dispersing heat from the body and clothes to the environment, specialized fabrics help significantly.

    When it comes to looking good while sweating it out, women do not hold the monopoly.

    Men also like to be seen while working out and they want to be seen looking good. Of course, these special fabrics could also be helping them perform better aside from contributing to aesthetics.

    Exceptional Fabric, Intense Performance

    Stepping in sportswear stores present myriad possibilities for those who want to explore their athletic side. Every sports accessory and apparel have a designated purpose.

    The giant bands in sportswear understand the needs of their customers. That is why they tirelessly come up with the latest sportswear.

    Cool and Effective

    Under Armour brought about “CoolSwitch” so that athletes can eliminate heat and cool their bodies as they perform. The company applies its technology to their fabrics, together with other components to absorb moisture a more quickly.

    The company also came up with the “Streaker” technology, which has low moisture absorption. It is also a polyester fabric that’s fast drying and doesn’t shrink. It may be polyester, but the fabric provides the comfort of cotton.

    Battling the Cold

    The North Face’s “Flashdry” technology assures comfort and dryness. The technology involves the incorporation of fabric into another fabric so the component does not wash out. It delivers the moisture to the fabric’s external layer, enhancing evaporation, maintaining comfort and dryness as the athlete performs.

    The renowned company also showcases its “FuseForm” technology, which involves the combination of Polyester and Nylon, ensuring more care and amenity. The resulting fabric is lightweight, seamless, breathable, and waterproof, perfect for climbing, mountaineering, and other outdoor activities. New methods in manufacturing and changing the way that we dress as well as the way that we perform.

    Both men and women are now searching for sportswear that could make them look great and perform better at the same time. It is about time you put those plain black or white shirts away, don’t you think?

    If you’re looking for the right manufacturing team, you have to start with the right recruiting team. Let WH Meanor put our experience to work for you.   Register now for a free ten minute assessment of your search efforts by clicking the link https://whmeanorassociates.as.me/  Or visit us at www.whmeanor.com and check out our industry articles, webinars, videos and jobs!

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    New Manufacturing Techniques and New Materials Make for a Greener Experience for Soft Drink Lovers.

    A COKE BOTTLE MADE FROM PLANTS

    Coca Cola has come up with an environment-friendly bottle made of organic plant materials. The company revealed it at the Expo Milano Food Technology Conference. The Coke bottle is still made of plastic, but it is plastic produced from sugar cane (from Brazil) and sugar cane waste products (from India). They are not made from petroleum.

    This organic Coke bottle shows the Coca Cola Company’s real endeavors to create soda containers from sustainable materials. This is the first bottle to be completely manufactured from 100% sugar cane plastic. Coca Cola also wants to convert fruit bark, stems, and peels into plastic.  They are definitely doing their best to manufacture products using renewable alternative materials from plants.

    https://money.cnn.com/2015/06/04/technology/coke-plastic-plant-bottle/index.html

     

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    New Manufacturing Tech makes Innovative sneaker design

    When consumers choose sneakers, they are always after comfort and performance. Thanks to the continuous innovations in sneaker design, consumers can get more out of their sports endeavors. Here are some of the newest happenings in manufacturing the sneakers that you need:

    1. Customized tailoring. Through 3D printing, sneaker manufacturers can create more comfortable shoes that fit the needs of their clients. A customer goes through laser foot scanning while walking on a treadmill for 30 minutes. The information collected helps construct the customized sole. After just two hours, the manufacturers insert the soles into the shoe design the individual customer has already pre-selected.
    2. Advanced fabrics. Examples of such highly technological sneaker fabrics are Flyknit (Nike), Primeknit (Adidas), Ultraknit (Reebok), and Evoknit (Puma). Fabric machines are programmed to produce firmer, thin, thicker, or stretchy fabrics, depending on the client’s needs.
    3. Smart sneakers. There are also sneaker manufacturers customize their shoes by adding sensors. The shoes have to be connected to an app that would gather the data that would track the client’s progress. This is made possible by microchips embedded in the sneakers.
    Choosing the right sports shoes is not limited to what the stores have on their shelves. Discerning customers can now walk out with the shoes based on their needs.

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    Should You Take that Counter Offer?


    You have finally reached the point in your life when you want to spread your wings and find greener pastures. It is time to look for new job and move on. You presently work with good people, but the offer is just to irresistible to turn down. A few days after you turn in our resignation letter, our boss approaches you and makes a counteroffer. It’s a surprise that now leaves you with a question of should you keep working there or should you leave? Sadly, it is not a simple question to answer.

    A recent survey about resignation practices, almost 40% of HR leaders and senior executives agreed that when an exiting employee accepts a counter offer from the employer being left, it is not good at all. Even so, 80% of HR superiors and 78% of senior heads say that it is sometimes good to accept a counteroffer. These instances are rarely the same and it is difficult to identify the specific times they may happen.

    It is undeniable that counteroffers are part of today’s company life. In the past years, there have been an increase in counteroffers, though no statistical hard data is available to prove it. These counteroffers are stressful for everyone concerned. There is tough competition for great talent and resignees are often tempted by unexpected counteroffers. If you suddenly find yourself in the same boat, here are considerations to help you:

    • Money is vital but it should never be the sole reason for leaving or staying. The declaration to leave the company is often greeted by the question of money. In the study mentioned earlier, several executives said that it is an acceptable reason for leaving, but it should not be the only reason. Despite the promise of many companies that they help manage the careers of their employees, they usually don’t. Because of this, it is acceptable for employees to manage their own career by choosing the right job and employer.
    • Think about the consequences of accepting the offer. If you accept the counteroffer, 60% of HR heads and 80% of chief executives say that the trust will be diminished. Also, the reputation of the board and executives will be compromised. The same goes for the rejected new company. Moving forward, 67% of HR heads and 71% of chief executives say that the higher-ups of the current company would end up questioning their employee’s loyalty. Watch out for the damage that comes with renegotiation an offer after accepting it.
    • Keep an eye on the track record. Contemplate if your career will, indeed, benefit from that counteroffer. Sadly, counteroffers usually do not work. If they do work for the employee, it would only be for a short while. The employee who wanted to leave then held back would leave anyway after a certain period.
    • Pay attention to the decision. When your boss tells you that they have been contemplating on giving you a better position, think about accepting it. This is a genuine reaction that could benefit your career. Ask yourself if you believe your boss would eventually give you the position if you stayed. If you think this is just a tactic to hold on to their employees because of the sheer difficulty experienced replacements, then it would be best not to accept the counteroffer.
    • Step back a while. If certainty still isn’t there for you, it would be best to seek the advice of a trusted mentor to assess your situation. Your reputation is at stake. Once you are completely sure about your decision, you can easily reject the counteroffers (fake or otherwise) if doing so is for your good.

    . Taking or rejecting the counteroffer can definitely shape your career and your future. Discern and then decide.

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    EXPERT TIPS ON HOW TO RECRUIT TOP LOGISTICS AND MANUFACTURING TALENT

    Though the logistics and manufacturing fields have long been established yet finding the right people to work in them is always a challenge. That is why manufacturing recruiters are in high demand. Corporations want the knowledgeable and experienced people to work for them so that they could materialize their goals much faster.

    Below are some of the collected expert tips in recruiting and keeping the top talents in the manufacturing and logistics industries:

    1. Use social media. If you want to make your audience larger in hopes of catching the attention of the talent your company needs, there is no other better way than to use social media. Younger people and the millennials are prolific users of social media platforms such as Google+, LinkedIn, Facebook, and Twitter. If you increase your visibility online and engage with more potential candidates, you could very well communicate with your talents in a more familiar manner.
    2. Give referral bonuses. Your present employees can help search for the manufacturing employee you need. Provide them with incentives every time they share the job postings with their family and friends, they deem qualified for the position.
    3. Make time to go to where the potential employees are. Attend school gatherings, conferences, and community events and see if any participant can fill the position you. There are always exceptional people who are just waiting for the right opportunity and the right company.
    4. Be clear about the job posting. The potential employee should know exactly what you are looking for. Avoid being too technical. Instead, search for the right kind of person you want to work with. The new employee should be a hard worker and should be able to get along with you and the other employees.

    Millennials are the target of the manufacturing industry. They bring new energy to any position available to them. Companies like yours should know how to draw them in, recruit them, and keep them. This is the only way for any manufacturing company to grow and move towards a brighter future.

    James Kemper is the president of W. H. Meanor & Associates, an executive placement & training company specializing in engineering & manufacturing careers.  Register to receive regular blog posts and industry specific articles at: http://eepurl.com/dtKsDL or visit at www.whmeanor.com

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    Finding the Right Manufacturing Employees

     

    Manufacturing companies need to continue hiring fresh talent because whether they like it or not, people mature, lives change, and policies transform. Here are some of the common factors that push the recruitment efforts of companies in the manufacturing industry:

     

    • Approved provincial or federal grants that support the development of the economy
    • Retirements that lead to the loss of experienced, knowledgeable, and skilled staff
    • The mandate to meet company requirements in establishing new employment contracts
    • Plans to expand the company
    • The need to have advanced sets of skills to remain competitive

    This is where manufacturing recruiters step in. Employers seek the help of these professionals in locating and employing talents efficiently and swiftly. Only a handful of employers could spend time an extensive amount of time and money to perform an in-depth search for the right candidates. These companies need the people who could learn quickly and stay permanently.

    That is why experiences manufacturing recruiters are in demand. They are people who spend lots of time and effort in acquiring talent. Without these recruiters, employers could end up making poor decisions and hire people not suitable for a specific job.

    Here’s how manufacturing recruiters provide the companies with the great talent they need:

    • They have access to updated networks of viable candidates. Because these recruiters can review various portfolios and resumes, they can pinpoint fitting candidates immediately. They do not need to guess who could be a good replacement for the employee, who just resigned or retired. This cuts down the time needed to contact the candidates for assessment tests or interviews.
    • They are efficient. Because searching for the perfect fit is what they do, manufacturing recruiters can concentrate all their resources and time in performing reference checks and screening.
    • They understand the requirements of the job. These professionals know what every manufacturer requires for the position available. Because of their knowledge of the job concerned, they know which candidates could fill the position beautifully. They could very well find contract, permanent, and temporary employees for any company.
    • They hasten the hiring. Usually, companies want to find the right person in the shortest time possible. Manufacturing recruiters know which candidate they should call in for that interview or contract signing.

    Each company in the manufacturing industry has the vision to grow with capable and perseverant employees. With the help of manufacturing recruiters, this is highly possible, paving a way for the forward movement and foreseen growth of every company.

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    Job Interview Etiquette

    Etiquette Rules during Job Interviews

    During an interview you need to mind your manners and follow an unspoken code of
    etiquette. This is more than your mom’s “keep your elbows off the table.” Business
    manners are going to be key, an interview is so much more than what you have to say – it
    is how you present (or sell) yourself. If part of the job you are applying for is dealing
    with clients or executives from other companies, you can be guaranteed how you act is
    part of the decision making process.

    Eye contact, you have to be able to maintain eye contact without being uncomfortable.
    There are some acceptable ways to do this. If you are answering a question, it is okay to
    glance away when gathering your thoughts but if you are listening to someone keep your
    attention focused on them (even if their eyes are wandering). This shows good manners
    and that you care about what they have to say.

    Do not under any circumstances have gum or a mint in your mouth during the interview.
    If you want to be sure that you have fresh breath, chew gum or suck on the mint before
    arriving at your destination but discard or finish them before you enter the building. It is
    distracting and rude to have them in your mouth when answering questions.

    Use your interviewer’s name, ideally you found out who you would be interviewed by
    when the meeting was arranged. If it isn’t provided to you, be sure to ask who you will
    be meeting with and their position. When you arrive, shake hands and greet the person
    by name. If you are just learning their name, repeat it and remember it. You want to be
    sure to get it right and thank them for their time when you are leaving.

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    How to Recruit the Best Job Candidates

    An independent recruiter, recruiting agency or executive search firm is charged with tracking down excellent potential candidates for available job positions. Despite the fact that there are innumerable people seeking positions of employment in the 21st century, it often seems to a typical recruiting agency that qualified men and women are few and far between.

    Here are six easy tips that recruiting services, staffing firms, or executive search firms should keep in mind when on the hunt for outstanding potential job candidates in the 21st century.

    These tips are equally applicable to companies undertaking their own search without the help of recruiting agency services. Indeed, the headaches associated with finding qualified personnel is magnified for a company undertaking its own recruitment efforts.

    1. Post an Ad on an Industry-specific Job Board. Oftentimes, a recruiter will take a scattershot approach to finding candidates that are worthy of consideration for an available position. They broadcast far and wide the fact that a certain position is open and available, in big city newspapers and on major Internet job boards.

    If a recruiting agency were more thoughtful about its recruitment efforts, it would realize the benefits of positing an announcement of an available position on an industry-specific Internet job board. By posting in a selective and admittedly limited manner, recruiters and staffing firms would be reaching out precisely to the pool of people most likely to be qualified for an open position.

     

    2. Use Recruiters that Specialize in a Given Field. As with advertising, choosing an effective recruiter might be just a matter of targeting, particularly for a managerial or executive position. These positions can be very hard for in-house personnel directors and human resource managers. While these people do have responsibility for hiring, the search for a new employee with skills beyond the norm for their company can best be targeted by a professional executive head hunter.

    The same can be said for specialized fields, such as accounting or information systems. In-house human resources staff might know all about pharmaceutical skill-sets required for a multitude of research and administration positions, but they might rarely have to deal with hiring staff to track money or to keep the computers functioning. That’s when recruiting agency services specializing in IT or in accounting can come in handy.

    3. Develop an In-House Referral Program. In many instances, exiting staff members can help speed up the search for quality job candidates. Employees often have contacts elsewhere within the industry, some of which may be looking for a change of employment.

    By cultivating this internal resource, a personnel director can develop a wealth of ready information about prospective employees who might well serve the organization as valued employees.

    4. Search Resumes Posted on Job Boards. In addition to advertising on an industry specific job board, a diligent personnel director or recruiting agency will want to take the time to search and consider resumes that have been posted on job boards.

    Often, a person pounding the pavement looking for employment may not have the time to take in and review all of the various available positions that have been posted on a every job board. This is even more true if a given prospect is a highly sought-after candidate, who might be still busy in a current position of responsibility.

    5 .Use a Directory of Recruiters. Because there are so many different type of recruiters in business in the 21st century it can often be difficult for in-house human resources staff to pinpoint the recruiter that will be best able to meet the needs of a given employee recruitment campaign.

    By using a professional directory, in-house human resources staff will be able to identify the most appropriate resources for their company and for the recruiting task at hand. Even staffing firms can benefit from such a recruiters directory to seek help in a specialized field they don’t often work with.

    6. Don’t Rush the Process. Finally, while it is an overused saying, “Rome wasn’t built in a day.” In the same vein, 99 times out of 100 there is no need to rush the process of seeking, identifying and hiring a new employee, particularly an executive level employee.

    A personnel director should take his or her time to identify, screen, interview and hire the best candidate. Throughout this process, a human resources manager or specialist will rely on the services and support tools identified in this article.

    By using these tips, in the long run the best possible candidate for a given position will end up being hired, and the company will benefit from the best possible employees.

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    Interview Tips for the Candidate-Be Specific

    Be Specific when Answering Questions

    Sometimes – or more like every time – you go for an interview, your nerves make it hard
    to concentrate and answer questions to the best of your ability. The important thing to
    remember is to really listen to the questions being asked. If the interviewer tells you they
    want a specific example, don’t answer with a general how you would do something – it is
    a surefire way to ruin your chances for the job.

    These types of questions are known as situational questions. If an interviewer were to
    say to you, “Tell us about your favorite vacation.” You wouldn’t respond by telling them
    about all the places you would like to go or make a generalization:

    “My favorite vacation is to go someplace hot with my family and sit on the beach.”

    Instead, you should answer as specifically as possible including all the pertinent details:

    “My favorite vacation was two years ago when I went to California with my family. We
    spent a lot of time on the beach. It was very relaxing.”

    The second answer adds credibility. It is obvious that you are providing information
    from something that actually happened as opposed to making something up just to
    answer the question.

    Potential employers are trying to gauge how you react or perform in specific situations.
    Common questions that are asked include:

    “Tell me about a time you led a team project.” Include what the project was, how many
    people, and any challenges including how you overcame them.

    “Tell me about a conflict you had with a co-worker.” Only pick situations that had a
    positive outcome.

    Employers today want to know how you are going to perform on the job before they even
    hire you. By answering situational questions specifically you can assure the interviewer
    you have the skills and thought processes that they are looking for.

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    Recruiting Issues-Double Checking It All.

    Most human resource managers today are limited to providing only the basics for employment verification. Fear of litigation nullifies anything that may be deemed subjective or, more considerably, litigious. Conducting the formal employment verification will typically return little more than the date your candidate started employment, the date he left, and the position he held. You will often find yourself lacking the input needed to make an informed hiring decision. Once in awhileIn fact, at the writing of this article, there was a radio program where the show’s commentator reinforced this principle. The commentator admonished Human Resources Personnel that there is as much a danger in providing a positive reference as there is in providing one that is negative. He went on to say it is important to keep all employment verifications as uniform as possible. He suggested providing only the start date, completion date and the position held.

    Is this bare bones information enough to make an informed decision on an employment candidate? Sometimes. When the job is simple enough and no special skills are required… yes. Then all you need to know is whether or not your candidate actually worked at his previous place of employment. You may need to know more about an IT candidate’s technical skills, but whether or not your candidate’s last job as a pizza boy can shed any real light on his abilities is open to debate.

    Because the typical employment verification yields such sparse information, more and more businesses are turning to the reference verification in order to find out more about their candidates and their respective skills. While the reference verification can have its pros and cons, for a fair number of hiring situations it’s a smart way to go.

    Reference verifications can be best used to discern the skill sets of your job candidate. Recruiters will employ the reference check to determine if their candidates are qualified in special skills and experience. You may call upon references to define a job candidate’s level of IT skills, or his fluency with general and industry specific software programs. You may wish to better understand his abilities in graphic and web design, which can provide essential considerations.

    As a recruiter, you may want to know more about your candidate’s networking capabilities, who he knows in his industrial sector. If he is a sales person, you may know just how well connected he is in, say, licensing product in certain geographic regions. For international candidates, when language capability is a concern, you can use the reference verification to help assess these abilities.

    Of course, there are other questions you may ask in your reference verification process. You may want to know more about your candidate’s management skills or style. You need to determine if he works well with others, if he is a team player or the sort that works better off by himself. Does he show up on time? Is he absent frequently? What are the areas where he can improve?

    At Corra, as part of the verification process, we ask the reference to rate the employment candidate using a scale of one to ten. Ten is the highest score. Usually, to be considered a viable employment candidate, our clients would like to see at least a seven rating. Seven and up is considered pretty solid.

    Sometimes the reference gets carried away and barks out a ten. Most employers will look at this as boosterish. But there are the exceptions. If the reference is an upper level executive and qualifies his or her statement with such phrases as “I’ve been around for umpteen years and rarely have I seen someone work as well as So and So,” the employer will take it more at face value.

    In most cases, the higher level ratings are a nine or nine plus. The reference will often qualify his rating with “Everyone has room to improve…”

    Always bear in mind the reference that your job candidate supplies you, will be a favorable reference. No candidate in his right mind would give you references that would go out of their way to sink his ship. Sometimes the reference may not find the candidate as favorable as the candidate would like to believe. While the reference wants to be a good person, they may also want to divulge the more negative aspects as well. There is any number of reasons for doing so. Sometimes they wish to give you a heads up. Sometimes there are personal issues. Sometimes they are just covering their butts.

    The reference may not tell you directly that the candidate is tough to deal with or is someone who they would never hire again. Yet they would like to. So it is not the answer itself, but the way they answer that serves as the indicator. It’s what they don’t say or their hesitation that provides the tipoff they were less than thrilled with your candidate.

    Listen for the speech inflection, the hesitation, or the reference’s struggle to find the right word or term. Sometimes they are working so hard at being diplomatic you can glean a more negative appraisal. Sometimes, if prodded, they will tell you a little more about the downside of your candidate. Sometimes that won’t veer from the positive appraisal, but while they don’t say it outright, there is something in the way they answer that can tell you more than they had wished. Or, they told you exactly what they wanted to say, but with plausible deniability.

    It should be noted for the rare but embarrassing occasion that when you get a reference contact information, make sure they are a legitimate source. Either insist on the business phone number as well as their cell number, or find some way to substantiate that the reference isn’t your candidate’s cousin Larry pretending he is the former CEO of Nonexistent Enterprises ready to give your candidate a really great review.

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