How to Handle Illegal and Inappropriate Interview Questions - Your Career Intel

How to Handle Illegal and Inappropriate bewerbungsgesprch Questions - Your Career IntelHow to Answer When Youre Asked an Illegal vorstellungsgesprch QuestionThats a beautiful engagement ring, are you married?Do you have any children?So you went to Northwestern? What year did you graduate?Over drinks with a new acquaintance, these questions may seem like completely harmless small talk. But in the context of a job bewerbungsgesprch, they can take an entirely new meaning. These are unethical interview questions. Thats because your answers to these questions could bias your interviewer against you, even if thats elend his or her intention.Previously, Ive written about the problem of illegal interview questions. Since then, Ive been asked by a number of different job seekers about how best to answer these questions. In some cases, job seekers feel that answering these questions could be a great opportunity to establish a better rapport with their interviewer. You might discover mutual acq uaintances from college or commiserate over parenting challenges.In other cases, an interviewer may be trying to ascertain your willingness to travel for work or how a spouse or children might impact your availability to work late or entertain clients. Even more personal questions about your age, citizenship or English language skills could be used to illegally disqualify you as a candidate. Regardless of the interviewers intent in asking the question, revealing certain information could inadvertently bias your interviewer against you.Of course, its always your prerogative to answer these questions. If you feel comfortable disclosing personal information, such as your marital status or the fact you have children, you can certainly do so. Remember, people can ask these questions, but they cant make the basis for a hiring decision on this information.As an executive recruiter, I work closely with candidates to ensure theyre comfortable with what can (and canelend) be asked in an inter view and that theyre prepared to navigate these questions in a non-confrontational manner.Illegal Interview Questions and Answers1. Thats a beautiful engagement ring, did you recently get married?It is illegal to base hiring decisions off your marital status and/or sexual orientation. While this question may seem harmless enough to a newlywed, keep in mind that the reason for asking this question may be to weed out people who are unwilling to work late or entertain clients at night. The best approach is to clarify the interviewers intent with the question.Thanks so much for leidicing. Im excited about this position and would like to chat a bit more about XYZ job duties.This response is polite and clear you understand its not kosher to ask about marital status, and youre re-directly the conversation without being rude. This is a great transition into discussing job-related duties, such as the need to travel.2. Do you have children? Do you plan to have children? Who cares for your chi ldren when you are at work?This question is very similar to the one about marital status. As a reminder, hiring decisions cannot be based on personal information such as your marriage status or whether or not you have children. However, a hiring decision can be based off your willingness to work certain hours, relocate, or travel for the job.There are two options here. The first is to use this as an opportunity to ask for a clarification on job duties.Option 1 Id prefer to keep this conversation focused on my professional skills, rather than my personal life. Could you clarify how this is relevant to the job in question?If, however, you feel comfortable discussing your children or feel doing so would help you establish better rapport with your interviewer its certainly your prerogative to answer the question directly. Even here, however, I suggest pivoting back to job duties andOption 2 Yes, I do. And I think you do as well, based on the photos on your desk here. It looks like you r daughter is about my sons age. I know it can be a challenge finding the right work-life balance, and I can assure you I do not allow my personal life to interfere with my professional duties.3. When did you graduate?You do not have to answer a question about your graduation year as doing so could lead to age discrimination. Again, context matters here. Perhaps your interviewer has a close friend or relative who attended the same school as you and is curious if you two overlapped. Unless such a scenario has been made abundantly clear, however, I advise against directly answering this question. Instead, bring the question back to your professional experience.I can tell you that I definitely graduated from SCHOOL with a degree in SUBJECT and that I have more than 10 years of relevant industry experience.4. Are you a U.S. citizen?This is a common question that comes up for job applicants who are on a visa. Interviewers cannot legally ask about your citizenship. It is legal for the int erviewer to ask whether you are legally authorized to work in the US. I recommend a response like thisI am legally authorized to work in the United States. Are you asking about my ability to travel, work overtime, or relocate for this position?You can then volunteer additional information in response to the question, as needed.5. Is English your first language?Again, this is a tricky question as theres an implicit bias perhaps youre not legally a U.S. resident or perhaps the interviewer is worried about whether your English skills are suitable for the job.Im fluent in two languages, and whenever Ive been asked this question in the past, Ive responded accordingly I am 100% fluent in English and Cantonese.As with the previous questions, I recommend bringing this one back to the job at hand.Im glad you asked. As you can tell from this conversation and as my resume demonstrates, Im certainly fluent in English. Are there any additional language requirements for this job I should know abo ut? Im proficient in insert other language/languages here.Additional ConsiderationsRemember, at the end of the day, how you answer an illegal interview question is up to you. Consider the intent behind the question, your rapport with the interviewer, and whether you feel comfortable disclosing certain personal details. You never have to answer a personal question directly. At any time you can always say, Id prefer to keep this conversation focused on my professional skills, rather than my personal life. Could you clarify how this is relevant to the job in question?If at any point you feel that you have been discriminated against, file a complaint with the Equal Employment Opportunity Commission.

Bartending Resume Objective Examples

Bartending Resume Objective Examples Bartending resume objective examplesYour bartender resume needs to show off your punchy personality, friendly demeanor, and attention to detail. Crafting a strong resume objective can do just that. The objective clearly states what youre looking for in a bartender job. Although career summaries are more common nowadays, resume objectives are also beneficial. This brief statement at the top of the page can say a lot about you in just a few words.Entry-level bartender objectiveIf youre applying for your first bartending standort, you wont have previous experience to lean on. Your potential employers will want to know about the extent of your bartending knowledge, your previous experience in related professions, and what makes you a candidate worth training. Check out these examplesSeeking a position as a bartender at Hometown Pub and Grill where I can utilize the bartending skills obtained through Bartending School, including profit pouring, mixolog y, and knowledge of essential health and safety codes.To obtain a bartending position with Beachside Resort where I can bring my hospitality skills, efficiency, attention to detail, and cocktail knowledge to the poolside bar area.A position as bartender with Convenient Catering using serving and sales experience to increase the bars profits at special events.Experienced bartender objectivesIf you have previous experience behind the bar, your bartender resume objective should make this clear immediately. A well-trained bartender is a coveted commodity. Let your potential employers know what you can do in detail. For exampleSeeking bartender position with Upscale Resort where I can increase guest satisfaction utilizing five years of bartending and mixology experience.A position as a bartender with Swanky Restaurant using my mixology experience to create custom nightly cocktails, prepare personalized drinks for patrons, and increase client base.To obtain a bartending position at Resort Spa where my outgoing attitude, seven years of bartending experience, attention to detail, and commitment to workplace safety and cleanliness can contribute to the hotels success.A bartender position at Downtown Dance Club where I can utilize my three years of flair bartending experience to entertain guests while preparing stunning custom cocktails and beverages.Keep your objective to a single sentence and make sure to mention your most marketable skills in this area. Read through the employers job description carefully, so you can tailor this to their particular needs as well. If theres an emphasis on the need for a creative bartender, dont fail to mention your knowledge of mixology. If the job description features a heavy focus on health and safety, mention your safe practices. A good objective will keep the employer reading.

The 10 Skills Youll Need By 2020 (And Beyond)

The 10 Skills Youll Need By 2020 (And Beyond) The 10 Skills Youll Need By 2020 (And Beyond)Posted July 12, 2016, by Vivien LuuSelf-driving cars, artificial intelligence, quantum computing ansicht are no longer the fantasies of sci-fi authors or Hollywood directors. This is the reality of ur future, and the future is almost hereThe World Economic Forum says were on the cusp of the Fourth Industrial Revolution (or Industry 4.0), and you dont need to have seen Ridley Scotts Blade Runner or Steven Spielbergs A.I Artificial Intelligence to know that this next one is going to change everything.Industry 4.0 will be marked by lightning-speed advancements and mind-boggling change as it brings together advances in digital, physical and biological technologies. Industries eobere extremittarked to revolutionise the futureand generate billions if bedrngnis trillions for the global economy include genomics, artificial intelligence and virtual reality.So as we look towards the future, it raises th e question what skills will we need to thrive in this brave new world?By surveying the chief HR officers at some of the worlds leading companies, the WorldEconomic Forum has released The Future of Jobs report revealing the top 10 skills youll need by 2020.So strap yourself into the Delorean and rev up that flux capacitor. Lets see what arsenal of skills the future demands of us10. Cognitive flexibilityCognitive flexibility is all about being a mental gymnast. If you think of your brain as a gymnasts floor, and imagine all the different apparatuses (e.g. the rings, parallel bars, and balance beam) as the different ways of thinking (e.g. the creative brain, mathematical brain, critical thinking brain etc.) cognitive flexibility is how quickly (and easily) you can swing, leap and twirl back and forth between different systems of thought.The more limber you are, the easier it becomes to see new patterns, and to make unique associations between ideas. It sheds new light on the concept of having a nimble mindSo how do we flex our cognitive muscles? By learning new things and in particular, learning new ways of thinking. If youre notlage a creative type, make it a point to learn an instrument, take up hip-hop dancing or try your hand at an art class. If youve got the soul of a creative, but your eyes glaze over when you hear words like financial markets or the economy, make it your mission to read The Economist or The American Economic Review.Expand your interests, read outside your comfort zone, and embrace people who challenge your worldviews. Your career (and your brain) will thank you for it.9. NegotiationWith robots infiltrating the workforce and job automation flagged to become increasingly commonplace, social skills will be more important than ever in the future.Why? Because were far better at social interaction and negotiations than robots are (for the time being, anyway).Even people in purely technical occupations will soon be expected to show greater inte rpersonal skills, and being able to negotiate with your colleagues, managers, clients and teams will be high up on the list of desirable skills.To find out how to become a better negotiator, here are five things great negotiators always do.8. Service orientationDefined as the ability to actively look for ways to help people, having strong service orientation skills is all about shining a spotlight on consumers, and anticipating what their needs will be in the future.As the WEF report points out, businesses in the energy, financial services and IT industries are increasingly finding themselves confronted with new consumer concerns about issues such as carbon footprints, food safety, labour standards and privacy.From a skills perspective this means that businesses will need to learn to more quickly anticipate these new consumer values, to translate them into product offerings and to become ever more knowledgeable about the processes involved in meeting these demands.Getting a grip on service orientation involves stepping into the minds of users and thinking about what they value, fear, and dislike and developing new products or adapting services to future proof your company or brand.7. Judgement and decision-makingThe ability to make sound judgement calls and the knack for strong decision-making skills is forecast to move up the list to nab the seventh spot by 2020.This isnt surprising considering the sheer volume of data that organisations can now amass, and the growing need for employees who can sift through the numbers, find actionable insights, and use big data to inform business strategy and decisions.How can you improve your decision-making skills immediately? Start getting a whole lot more comfortable with data. First, figure out what questions or problems you want to answer, then set aside time to explore new data tools and technologies that can help you collect this information. Once you have these two things, youll want to make Excel your best friend, learn how to manipulate the data and mine it for all its worth6. Emotional intelligenceThe overwhelming response from HR officers and company strategists was that when it comes to desirable skillsets, overall, social skillssuch as persuasion, emotional intelligence and teaching others will be in higher demand across industries of the future.Co-author of Emotional Intelligence 2.0, Travis Bradberry explains that emotional intelligence is the other kind of smart. Its that intangible something that helps us tune into the kaleidoscope of human emotions, and measures how adept we are at adjusting our behaviour depending on the mood of a colleague, partner, family member, or even our own internal feelings.Emotional intelligence literally informs every interaction we have. As Bradberry explains in an article for Forbes, It affects how we manage behaviour, navigate social complexities, and make personal decisions that achieve positive results.Its a social skill thats particularly important to managers and leaders, and youll be glad to hear that you can give your EQ (emotional quotient) a boost5. Coordinating with othersSocial skills dominate the list again at number 5, and point to the emerging trend of companies putting more emphasis on strong interpersonal skills, and employees who play well with others.Collaboration is crucial in any work environment and this is something that thankfully humans are still better at than robotsHuman interaction in the workplace involves team production, with workers playing off of each others strengths and adapting flexibly to changing circumstances, the WEF report explains. Such non-routine interaction is at the heart of the human advantage over machines.Coordinating with others involves strong communication skills, an awareness of other peoples strengths and weaknesses, and being able to work with a range of different personalities.4. People managementIrrespective of how many jobs get automated and how advanced artificial intellig ence becomes, employees will always be a companys most prized resource. Human beings are more creative, better at reading each other, and able to piggyback off each others ideas and energy. But being human also means that we get sick, we get demotivated, and we get distracted. So its vital that in the future, managers and team leaders know how to motivate their teams, maximise their productivity and respond to their needs. Being a great manager has a lot to do with emotional intelligence, knowing how to delegate, and developing your own management style.3. CreativityAs the World Economic Forum senior writer, Alex Gray explains, With the avalanche of new products, new technologies and new ways of working, employees are going to have to become more creative in order to benefit from these changes.Robots may help us get to where we want to be faster, but they cant be as creative as humans (yet).Creativity is predicted to become a key skill in the future, so before you dismiss yours elf as a non-creative person, remember that creativity is not the exclusive domain of artsy types like musicians and writers.If youre able to connect the dots with seemingly disparate information, and throw all the ideas together to present something new, then you are a creative person.The problem with the creative process is its inherent non-process nature. There is simply no one way to creatively problem-solve something. In saying that, there are ways to unleash the creative within you by exercising curiosity and self-expression on a regular basis.Some other things you can do include giving yourself time to let your thoughts wander (this is why some of our best ideas come to us in the shower), making it a habit to sit down and create a body of work when youre sleepy (because when your brains unfocused, its less inhibited), and using limitations as a starting point for creativity2. Critical thinkingBeing a critical thinker will still be a valued skillset in the next four years, acc ording to the survey. But what does critical thinking actually involve?The answer is logic and reasoning. Critical thinking involves being able to use logic and reasoning to interrogate an issue or problem, consider various solutions to the problem, and weigh up the pros and cons of each approach.While IBMs supercomputer Watson and its legal-savvy companion ROSS are giving humans a run for their money in the critical thinking department, organisations in 2020 will see critical thinkers as highly employable, and a welcome addition to any team.Try these strategies to become a more critical thinker.1. Complex problem-solvingTopping the list as the most desired skill to have by 2020 is complex problem-solving ability defined by the report as the capacity to solve novel, ill-defined problems in complex, real-world settings. What does that even mean? In a nutshell, its about having the mental elasticity to solve problems weve never seen before, and being able to solve them in a lands cape thats changing at breakneck speed and getting more complex by the minute In a world filled with what economists describe as wicked problems problems that are not evil, but considered wicked because they are near-impossible to solve due to incomplete, contradictory or ever-evolving requirements (think climate change, poverty or terrorism) complex problem-solvers will be in hot demand. As the report details, More than one third (36%) of all jobs across all industries are expected by our respondents to require complex problem-solving as one of their core skills. Now, dont worry This doesnt mean that youll be expected to solve the worlds problems. Having strong complex problem-solving skills is about being able to see the big picture, zero in on minute details, and move things around to make a difference. Thankfully this is not a skill that anyone is born with. Its something that gets honed over time, and is built on a strong foundation of critical and lateral thinking.So how do you acquire this holy grail of all skills? According to some studies, problem-solving skills can be improved by playing a lot of video games As our world and the workforce continue to rapidly evolve, its clear that we all need to develop alongside it if were going to keep apace with the changes. As Doc Emmett Brown put it in Back to the Future, Where were going, we dont need roadsBut you might need a roadmap So arm yourself with these 10 skills to future-proof your career.Find out what the future of the workforce looks like ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searchesskill shortages australia10 best jobs for the futurejobs of the future 2020 australiaaustralia skills shortage list 2016best jobs for 2020 graduates australia CoursesBachelor of Social WorkEnquire Online En quire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire Online Vivien LuuViv is a writer who enjoys researching and writing about creativity, how the human mind works, and neuro processes. She values creativity above all else and admires people who pursue their career dreams, no matter the sacrifice. In her spare time, she binges on HBO shows and epic fantasy novels.Related ArticlesBrowse moreMBASTUDYINGMBA or Masters - Whats Right For You?MBA v Masters? Are they the saatkorn? And which should you choose? Such sensible questions you ask The MBA Vs Masters debate has been causing quite a stir in our waters, so we thought wed dispel the rumours and deliver you the facts on each.PERSONAL DEVELOPMENTSTUDYINGDo you Study for Love or Money?How do we choose a career path? Should money be the first consideration? Or should our passions and inter ests inform the path we take? Explore this question with us as we look at statistics and trends in Australia.CAREER ADVICECAREER INSPIRATION6 Reasons Why You Should Study LawStudying law offers you the chance to develop a wide range of skills and explore different aspects of human life, businesses, and society. Here are a few more reasons why studying law in Australia is an excellent choice.

Why should you focus more on top performers than low ones

Why should you focus mora on top performers than low onesWhy should you focus more on top performers than low onesStartup founders? Were naturally optimistic. We believe in ur ideas and abilities, and were always bullish maybe naively about our companys chances for success.Founders are also, as it happens, naturally optimistic about the people that we recruit. We believe each of our employees has what it takes to be a strong performer and a meaningful member of our team after all, we are the ones who hand-selected them.To an extent, we believe we need to feel this way. In turn, if an employee is underperforming, we naturally want to invest resources into helping that person develop but sometimes, that investment can eat a disproportionate amount of our own time and energy.This desire to help everyone improve, although magnanimous, can quickly devolve into a scenario which can negatively impact both your business as well as other members of your team. Although counterintuitive, it s better, instead, to invest that time in the people who are excelling and leading right now the ones tangibly driving progress in your organization. The ones who account for your success.Heres why.Micromanaging weak performers is a huge time suckLets throw one thing out there as the founder of a small company, you make hires so you can focus on other areas of the company- notlage to add more work to your already busy schedule.Yet thats what consistently weak performers do. They drain your time.When my co-founder, Dennis, and I were hiring one of our first engineers, we ended up hiring someone who probably lacked adequate experience fruchtweinly on account of time. We needed someone who could start working right away. Wed just received funding, and our list of mission-critical action items seemed to grow every day.But the results of that hire were disastrous. We ended up investing more time checking this hires code than we would have if wed written it ourselves or held out for th e right person. When there welches a decision to be made, no matter how small, the engineer couldnt make it on their own. Other maturing processes and departments stagnated and were starting to become neglected. We began to fall behind.Startups, especially early ones, need employees who can run their domain autonomously. Better yet, startups need people who can wear a variety of hats and contribute, tangibly, in multiple ways.People who need to be micromanaged do the opposite they eat time and negate the contributions of others.This is an unforeseen consequence of weak performers they poison your companys culture and demotivate your more foundational playersFor one thing, when you as a manager spend all your time focusing on weak performers, strong performers will begin to wonder why youre not paying attention to them. Theyll stop working as hard because theyll figure, Whats the point? Im not being recognized for working hard anyway, so screw it.This is the opposite of what you want .Especially in early stage startups, its better as a founder to invest time and attention in those who will be the ones standing alongside you years down the line, managing teams and actualizing progress. Not only do those folks deserve your time and attention its simply a smarter investment. The only real way to cultivate and encourage loyalty is by spending time with an employee, involving them in important decisions and rewarding them for their efforts.Make no mistake this is an investment. Your time is valuable. But thats why its best to invest it in people who prove worth it.So whats the best way to invest in your top performers?This is the ultimate question. There are a variety of strategies, but the one Ive seen prove most effective is to involve top performers in key decisions, and to grant them increased responsibility and transparency.Youll find this has something of a catalyzing effect by giving promising employees additional responsibilities and challenges, along with i ncreased insight into your decision-making processes, youll in turn lend them the chance to prove theyre capable of more than what you hired them for. And thats when theyll start to make a real difference.Take one of our employees, Victor, for example.Victor was an engine developer that Dennis and I hired early on. He was great at his job, but he also had a passion for game design and saw this as an essential skill to have if he were to ever run a game studio of his own. This was something we learned during his yearly performance review.Victor was excelling by that point, so we decided to challenge him by giving him increased responsibility to affect other areas of the product. Fastforward 8 months he is not only the lead of our engine team, but he has also led the charge on the game design for multiple core features.This increased responsibility and room for growth fostered loyalty and an increased commitment to our mission. Hes still a key member of our team to this day.Focusing o n your top performers helps your businessThis is worth repeating investing in your top performers the people who are leading and showcasing the kind of autonomous creativity and execution startups depend on is, simply put, investing in your businesss future.In addition to executing consistently, your top performers are the ones who, down the line, will help you come up with better ideas. Theyll provide you with the most valuable feedback. Theyll make quality hiring recommendations, and theyll take responsibility off your shoulders.This is, again, something we experienced with Victor. Although we hired him originally as an engine developer, he now influences a wide array of company processes, from managing the engine team, to game design, to feature roadmapping.In addition to impacting our bottom line, his effectiveness and his passion have been infectious. Hes improved our company culture top to bottom, imposing a new standard that everyone around him just naturally began to meet. And Victor is just one example. When we changed the way we invested our time and attention at scale, more encouraging changes started to occurWe identified a filter for what warrants our attention and what doesnt what the team could resolve on their own vs. what needed our input.Top performers started performing even better and getting more involved and ingrained in their teams, because they now felt like they had the ear of leadership and could really make a difference and have true product impact.Strong performers started beratung weak performers and holding them accountable for weak performance. Its always better when peers hold each other accountable instead of the boss.At the end of the day, you just dont have time for weak performers.The good news is, you can typically tell within two weeks of hiring someone whether or not theyll be a weak performer. If employees truly care about the work and the mission, by their second week, even if theyre not making meaningful contribution s, theyll be working hard to compensate for that fact. And if theyre not if theyre struggling and theyre draining time and energy its best to simply let them go.This is more necessary the younger your company is. Young startups need to move fast. You have no time or energy to waste on people who slow you down.That might seem harsh the opposite of an optimistic outlook but the truth is, both for you and your company, your time remains a precious and finite resource. It pays to invest it in people who create value, not those who siphon it.Sometimes, its more important to be pragmatic than optimistic.This article was originally posted on Quora.com.

Study We love pets as much as a person saying I love you

Study We love pets as much as a person saying I love youStudy We love pets as much as a person saying I love youThat feeling you get when your beagle is happy to see you when you come home from work, or a heartfelt I love you from your partner? Turns out that many of us register feelings of love on just about the same level for those two experiences.That was one of the findings of astudy called What Does It Mean to Feel Loved Cultural Consensus and Individual Differences in Felt Love, where people of all ages reported on their everyday experiences of feeling loved, both romantically and non-romantically.The study will be published in the upcoming January issue of the Journal of Social and Personal Relationships.The research questions asked people to respond true/false to if they would feel loved in 60 different scenarios from romantic to non-romantic scenes.What makes people feel loved?The top situations that most people agreed would make them feel lovedsomeone shows compassion towa rd them in difficult timesa child snuggles up to themtheir pets are happy to see themsomeone tells them I love youLess popular scenarios are situations that might seem romantic in a Hollywood movie, but in reality, were perceived as negative when it came to experiencing lovesomeone wants to know where they are at all timessomeone tells them what is best for themsomeone insists to spend all their time with themThe researchers found these scenarios to be especially unpopular because the study was carried out with U.S. participants the cultural consensus was that these scenes made them feel controlled rather than loved.However, subjects in other countries or cultures, or a more diverse U.S. sample, researchers wrote, people might respond differently.

The Career Mistake That Still Haunts Me

The Career Mistake That Still Haunts MeThe Career Mistake That Still Haunts Me When I welches new to the world of freelancing , it seemed like a feat to simply have my name appear as a byline on an article, regardless of whether or not I welches paid. During my first couple of years, I was happy to write on my friends blogs just for exposure. So when I finally hit the big time of getting paid $50 per blog article, it seemed like a miracle. I secured one, then two, regular publications and was desperately trying to figure out how to ride my small wave of success into making a living.Despite the fact that I had freelance writing in mind as a career path, I did very little research on the job. I didnt talk to people who were writing the kind of personal blogging I wanted to write. I didnt seek the counsel of those higher up in the freelance ranks to see what kind of mistakes they made early on in their careers. As a result, I ended up making the most embarrassing mist ake of my career when I was only a few months in.I felt certain that I had to keep a strong hold on my first two jobs, not yet understanding that they were content mills, which are not usually the best sources of freelance work. In addition to eating up a lot of your time for only a little bit of pay, these places thrive on controversial content and rage-inducing hot takes.My editors would send out absurd pitch lists, which included sexual experiments, unpopular opinion essays, and other sensational fare. By the time I read through the list and volunteered to take the most reasonable sounding essays, I was always too late. So, I started veering into the darker side of the list in order to keep getting work, and I ended up being assigned the worst story of my life.I immediately regretted it when my editor said I had secured the story on staying skinny for your marriage. From the beginning, it didnt sit right with me, and I struggled to find any angle that could possibly make it less horrific. I didnt know that I could just throw the assignment back to the editor, who would find another writing shark to take it. So, I got down to the terrible business of writing the thing I should not be writing.I drew on personal insecurities from my past and wrote a half-hearted, awful monstrosity on how staying fit benefits my marriage. It didnt matter how careful I tried to be with my words. There was no way around the misogynistic , self-hating, fat-shaming garbage that was inherent in the very premise. It had no depth whatsoever, and I was thoroughly ashamed of it.Luckily, freelance life moved along quickly, and I soon became part of an online writing community that helped guide me away from the morally repugnant content mill and toward the heartfelt, truthful essay writing I was longing for. However, a few months later, the dreaded skinny essay hit the internet, and though I tried to hide it under a bushel, it went viral quickly. The article was shared thousands of times , and it drew sharp criticism and hate wherever it roamed. Then, it was shared in my shiny new corner of the internet where all of the freelancers whom I had been learning from could see it.Both the article and I were torn to shreds. Counter essays were written to refute my every word. A couple of new editors I had begun working with unceremoniously dropped me to distance their publications from my embarrassing reputation . I thought my writing career might be over.Yet, though some of the comments in my writing group were pure vitriol, there were many other writers who gently pointed out exactly where I had misstepped so I would never make the same mistakes again. It was a difficult, but necessary, learning experience. I became more careful about taking assignments. I found more reputable publications to work with. I stopped immediately responding to pitch lists.Over the next six months, the skinny essay reared its ugly head a couple more times, but I kept my head down, building ba ck my reputation by doing solid work. I didnt read the comments. I didnt try to absolve myself, as badly as I wanted to. I simply held myself to a higher standard of work until my greatest career embarrassment was eventually crushed beneath the weight of a much more respectable portfolio .I wish I had been wise enough to seek the counsel of other freelancers from the very beginning, but at least I found some help early on - before I made a name for myself as a salacious trash writer. Because of their advice, I was able to bounce back from my painful career blunder and find work I could proudly put my byline on. I know I will still make mistakes, but I also know that others in my community will be willing to help me learn from and move past my errors. That gives me tremendous confidence in the future of my career.This article was originally published on DailyWorth . It is reprinted with permission.

Child Medical Consent FAQ - Ireland

Child Medical Consent FAQ - IrelandChild Medical Consent FAQ - IrelandWhen can I use a child medical consent?A child medical consent is used when you are unable to personally consent to your childs medical treatment. You should use a child medical consent when you are traveling without your children or in other situations where you will be leaving your children in the care of others.A child medical consent is ideal for use when a child is being cared for by a babysitter, grandparents, other relatives, or other temporary guardians. With this authorisation, the caregiver will be able to access medical care without delay, especially in emergency situations.What information is contained in a child medical consent?The following information is contained in a child medical consent the names and addresses of the parent(s) or guardian(s) who are providing the authorisation the names and birth dates of all children involved health information of each child involved the identity of the temporar y guardian a description of the medical treatments for which authorisation is provided a statement that there is no court orders that would prevent the parent or guardian from legally making such an authorisation and signatures of the parent(s) or guardian(s) in the presence of 2 witnesses, or 2 witnesses and a notary public.What is the difference between a child medical consent and a child travel consent?A child medical consent is a document that shows health care personnel that parents have authorised another party to consent to their childs medical treatment. A child travel consent, on the other hand, is a document that shows authorities and foreign officials that a child has permission from parents or guardians to travel.Do I need a child medical consent if I already have a child travel consent?If your child will be traveling with individuals who are not the legal guardians of the child, you may want to consider preparing a child medical consent in addition to a child travel con sent to authorise non-guardians to consent to emergency medical treatment when a guardian cannot be reached and to platzset out the particulars on the type of treatment you are authorising or health information relating to your child.Who should I choose as a temporary guardian?When choosing a guardian you should consider the following questions Is the guardian of legal age? A temporary guardian will have to be at least 18 years old in order to consent to medical decisions for your child. Is the guardian genuinely concerned for your childs welfare? You should ensure that your prospective temporary guardian cares for your childs health and well-being. Does the guardian share your moral beliefs? While it is not always necessary to choose a temporary guardian who shares your moral beliefs, you should choose someone who respects and understands your morals and who will make medical decisions for your child accordingly.If I authorise a temporary guardian to consent to medical care and tre atment of my children, am I giving up my parental rights?No. Authorisation for medical consent to a temporary guardian does not revoke your parental rights.How do I end the authority of the temporary caregiver?LawDepots child medical consent allows you to specify an end date on the form. If you specify an end date, the caregivers authority will only extend to that date. However, if you do not wish to specify an end date, you can take back a temporary caregivers responsibilities by telling the temporary caregiver your intentions. If you do this, you should also inform any medical personnel who were acting on the caregivers authority.