Desert Storm Basic Timeline

Desert Storm Basic TimelineA Desert Shield/Desert Storm Basic TimelineHere is a timeline for events that occurred during Operation Desert Storm in 1990 and Desert Shield, which followed in 1991. Operation Desert Storm 1990 August 2 - Iraq invaded Kuwait.President George Bush condemned Iraqs naked aggression and states that the United States is considering all options. The aircraft carrier CV-62 USS Independence welches moved towards the Persian Gulf.August 6 - Saudi Arabia requested assistance from the United States.August 7 - Operation Desert Shield commenced.The first U.S. forces arrived in Saudi Arabia, consisting of F-15 Eagle fighters from Langley Air Force Base, VA.August 12 - A naval blockade of Iraq began, and all shipments of Iraqi oil halted.An Air Force sergeant became the first fatality of Operation Desert Shield when he was hit by a military truck in Saudi Arabia. August 22 - President George Bush issued an executive order authorizing the first call-up of Selected Re servists to active duty for 90 days.August 23 - Secretary of Defense Dick Cheney authorized call-up of 25,000 Army National Guard personnel and Reservists in combat support and tafelgeschirr units.November 8 - President George Bush ordered more U.S. troops to the Gulf.November 12 - Call-up was widened in subsequent authorizations and the period of service was extended to 180 days by executive order. November 29 - United Nations Security Council Resolution 678 was passed, which gave Iraq a withdrawal deadline until 15 January 1991 as well as authorizing all necessary means to uphold and implement Resolution 660 and a diplomatic formulation that authorized the use of force should Iraq failed to comply. Operation Desert Shield1991 January 12 - United States Congress granted President George Bush the necessary authority to wage war to end Iraqs occupation of Kuwait.January 17 - Operation Desert Storm began with an extensive aerial bombing campaign, 3 a.m. (January 16, 7 p.m. Eastern time).Iraq attacked Israel with seven Scud missiles.U.S. Patriot missile successfully intercepted first Scud, over Dhahran, Saudi Arabia.January 18 - President Bush authorized the call-up of up to 1 million National Guardsmen and Reservist for up to two years. January 19 - DoD announced the deployment of Europe-based Patriot missiles and crews to Israel.January 25 - Sabotage of Kuwait loading pier byIraqi dumped millions of barrels of oil into the Persian Gulf, creating a massive oil slick.January 29 - Iraqis attacked Khafji, Saudi Arabia.January 31 - Iraq captured first U.S. female prisoner of war.February 21 - Award of the National Defense Service Medal was authorized.February 22 - President George Bush issued a 24-hour ultimatum that Iraq must withdraw from Kuwait to avoid the abflug of a ground war. February 23 - Iraqis ignited an estimated 700 oil wells in Kuwait.February 24 - Allied ground assault began at 4 a.m. (February 23, 8 p.m. Eastern time).February 25 - Iraqi Scud des troyed U.S. barracks in Dhahran, killing 28 U.S. military personnel.February 27 - President George Bush declared Kuwait liberated, and suspended all U.S. and allied force offensive operations, exactly 100 hours after the ground battle started and six weeks to the day since air attacks were launched against Iraq.February 28 - Cessation of hostilities declared, 801 a.m. (1201 a.m. Eastern time). March 1 - Cease-fire terms negotiated in Safwan, Iraq.March 13 - Award of the Southwest Asia Service medal was authorized.March 17 - DoD announced first troop redeployment home, that of the 24th Infantry Division, Fort Stewart, GA.April 5 - President Bush announced U.S. relief supply airdrops to Kurdish refugees in Turkey and northern Iraq.April 6 - Iraq officially accepted cease-fire terms.Task Force Provide Comfort formed and deployed.April 7 - U.S. transports delivered 72,000 pounds of supplies in the first of six Operation Provide Comfort missions. April 11 - Cease-fire took effect.April 2 0 - Construction of the first Provide Comfort tent city began near Zakhu, Iraq.June 7 - United Nations commission assumed responsibility for Kurdish refugees. Information Courtesy of American Forces Information Service, the 1991 Defense Almanac., and CNN 2001 Gulf War Special report.

4 Rules the Most Successful Leaders Live By

4 Rules the Most Successful Leaders Live By4 Rules the Most Successful Leaders Live ByThe old adage states that rules are meant to be broken. And, in fact, many of todays most revered leaders echo this time-tested mantra Sir Richard Branson once uttered the sage advice, You dont learn to walk by following rules. You learn by doing, and by falling over. But while the rule-breaking approach certainly lends itself to disruptive ideas, innovative thinking, and challenging the status quo, dont let the bravado fool you Leaders do follow rules- just elend always the rules taught in Management 101. Below are a few out-of-the-box guidelines that some of the most famous leaders in recent history swear by- and how you can incorporate them into your own life.Rule 1 Dont Waste Brain Power on TrivialitiesWhen it comes to leadership style in the most literal sense, Mark Zuckerberg is famous for his, lets call it, dorm room chic fashion choices. His grey hoodie is an inextricable part of his public persona. Steve Jobs is anotzu sich iconic figure whos famous for a signature ensemble Even Jobs LEGO character dons the black turtleneck. Theres a well-documented reason why some successful leaders wear the same thing every day, and its not because theyre making a thinly veiled statement about corporate fashion Its to avoid decision fatigue, or the mental paralysis that results from information overload. The theory posits that your brain has a limited amount of decision-making power, so using it for trivial things- like your daily outfit or how to cook your eggs in the morning- is ultimately wasteful of a finite resource.While were not advocating tossing out every wardrobe item thats not on the grey scale, there is a valuable takeaway here Prioritizing decisions is a crucial element of successful leadership. Look for opportunities in your own life to cut out or delegate choices that you dont need to make- it can be key for reducing decision fatigue and freeing up extra brain space f or matters that matter.Rule 2 Fail, Fail AgainGrowth through failure is one of the most prevalent themes touted by modern leaders. James Dyson, for example, famously tested 5,127 prototypes of his revolutionary vacuum cleaner before releasing the version that finally went to market. Airbnb faced numerous VC rejections before finally successfully securing funding. Google Glass was probably one of the most famous failures out there. I could go on and on. If you think about it (or do a little research), youll find that nearly every notable company has experienced spectacular failure at some point on the way. Thats because if youre taking the risks required to do big things, things are bound to not work out as planned from time to time. Or, as author and speaker Ken Robinson says, If youre not prepared to be wrong, youll never come up with anything original.So how can you use failure to propel you forward like the great leaders of our time, rather than letting it get you down? In their book The Other F Word How Smart Leaders, Teams, and Entrepreneurs Put Failure to Work, John Danner and Mark Coopersmith suggest this Expect that disasters will happen and plan for the worst of them ahead of time aim to recognize failure early and respond as its happening and if everything falls apart, analyze what went wrong and put those lessons into everything you do moving forward. And, wed add, make sure you take care of yourself along the way and surround yourself with colleagues and comrades youre certain will have your back in a slump.Want to Grow Into a Leader? Check Out Open Roles at UnileverRule 3 Always Ask for CriticismOn the path to successful leadership, feedback walks right next to failure. Not only is it important to never stop iterating, but its also crucial to seek honest feedback from consumers, colleagues, and your own team members.In a 2013 TED talk, Elon Musk advised about the importance of seeking negative feedback, particularly from those closest to you and y our business. Really pay attention to negative feedback, and solicit it, particularly from friends, he says. This may sound like simple advice, but hardly anyone does that, and its incredibly helpful. Bill Gates backs him up, suggesting leaders pay close attention to any negative points of feedback from users or customers Your most unhappy customers are your greatest source of learning, he once famously advised. Wed note that this also applies to unhappy teammates, bosses, or anyone else you work closely with. While its never fun to face your shortcomings, its important to take them seriously (but not personally) if you want to move forward. First things first, figure how much of the feedback is a fact or an opinion. While both may be worth addressing, this simple distinction is important. If need be, ask more questions of the person giving you feedback to really try to understand the crux of the problem. Then, start creating a plan to solve it, working with a trusted friend or advi sor if you need some help understanding how to move forward. And, of course, make sure to also remind yourself what youre doing well along the way, to help keep your spirits upRule 4 Have Confidence to Ask for What You NeedPeople often think successful leaders have gotten to the top by throwing themselves into their work, sacrificing their life for long hours at the office, and always being available. And while, yes, for some this is true, more often leaders are able to succeed because they are thoughtful about what they need to make all aspects of their lives work- and arent afraid to ask for it. Sheryl Sandberg is one of the most famous proponents of this rule, and one of the disciples of Sandbergs philosophy is Stacy Brown-Philpot, CEO of TaskRabbit. Brown-Philpots list of accomplishments is lengthy her resume includes names like Goldman Sachs and Google, and shes the founder of the Black Googler Network, a cornerstone of the companys revamped diversity efforts. But, in her Lean In story, she shares that some of her successful decisions came not because she threw her life to the side, but because she figured out what she would need to balance everything. Never be afraid to ask for what you need to make your whole life- not just your work life- work for you, she shares.Asking for the things you need to maintain work-life balance, as well as asking for support from employees, colleagues, and trusted confidants is paramount for successful leaders to avoid burnout and, ultimately, be better at what they do. So, if you think a weekly work-from-home day, the opportunity to leave the office a little earlier to zupflmmel up your kids, or something similar would make you a more balanced person and, in turn, a better professional, dont be afraid to approach your boss and see if a flexible arrangement can be worked out. Becoming a leader isnt easy, but the good news is, those whove come before have left a playbook thats worth paying attention to. Begin to follow these rules, and youll likely get closer to success than you ever imagined. Photo of woman in city courtesy of d3sign/Getty Images.

6 Ways Youre Making Yourself Miserable at the Office

6 Ways Youre Making Yourself Miserable at the Office6 Ways Youre Making Yourself Miserable at the OfficeFeeling a little grouchy? There could be a reason that mid-level manager in marketing is irritating you to no end and the customer who just called has put you on edge. Staying productive at work is sometimes challenging enough, but your mood could be influenced by a few of these environmental, ergonomic, and health-related causes. Change these variables and you might see an uptick in your overall happiness during the day.1. Choosing to Always emaille Instead of Calling or Meeting in PersonStudies have shown that email can cause stress. It turns out some of us might even stop breathing when we read and process email. Theres also something about the flickering light from a laptop screen, the hyper-focus on digital data on your phone, and the fact that our brains need to see multiple levels of perspective and not just one during the day (if you must know, its called a lack of sensory dynamism).Give yourself a break. By walking over to the desk of a co-worker or picking up the phone, youll avoid being locked into email.2. Working With the Lights DimmedWorking in a low-light situation works fine for videographers and photographers, who need to the screen to pop a bit more as they make fine edits. Were not all Photoshop gurus. If you spend most of your day with the lights dimmed, it can make you depressed. I like this study from way back in 2008 that found our brains need a shock of light to help curb depression. Ironically, when you pull that blind in your office to get more work done, you are probably inhibiting your productivity. Let the sun shine in Grab one of these air and light sensors to see if you need to bump up the brightness in the room.3. Keeping Your Desk Perfectly Straightened and CleanedTake a close look at your desk right now. Do you see a white or brown desk with nothing on it but a laptop and a monitor? Oh, maybe you have a coffee cup and a notep ad, but otherwise you like to keep things as clean as a plate after washing the dishes. Bad idea. Having absolutely nothing on your desk is not an organizational technique, its just depressing. Go ahead and add a few knick-knacks like a flower pot, a few pictures of the kids, or maybe a Stormtrooper statue. Youll feel more inspired.4. Leaving at the Same Time Every DayIts true that, in many professions, you are required to leave promptly at 5 PM. I get that. For office workers, thats rarely the case. If you are so rigid about your schedule that you always leave at 430 or 6 PM every day, you might be missing out. Leave early once in a while and go for a stroll in a nearby park. Stay late and shoot the breeze with someone from accounting. Hey, you might become fast friends.5. Drinking Coffee When What You Really Crave is WaterIm mentioning this one from personal experience, so I wont get into the science. Im a coffee fanatic, and I use the magic elixir to pump up my spirits and give m e a boost to work harder. Im not about to change my strategy.Yet, apart from the health issues, its often true that what Im really craving is water. In the end, sipping water throughout the day can re-hydrate you and give you a better boost in the long run.6. endschliff Every Item on Your Task ListWant to get yourself into a funk and feel even more down? Make sure you always finish everything on your task list every day. Be completely rigid about it even if you have to stay late or arrive early. What happens when you finish every task is that you become hardened to the cold reality of your task list that dictates your every move rather than, ironically, getting more work done. The truth is, not every task is worth completing. Its better to prioritize your work and finish the important tasks.More From Inc.What Pop Tarts Can Teach You About LeadershipStop Reading and Start Learning How to Absorb Information BetterHeres the Language You Need to Say No NicelyPhoto of sad face courtesy o f Shutterstock.

More Sample Management Interview Questions

More Sample Management Interview QuestionsMore Sample Management Interview QuestionsManagement is a special role in your organization. Managers influence the work experience of the employees who report to them. They communicate the culture, the goals, and the requirements of your senior team and organization- or not. Skilled managers do, so it is in the best interests of your employees and your organization that you hire managers with the ability to perform the role effectively. They must be able to successfully plan, organize, direct, and monitor the work of a department and the individual roles that employees play within the framework. They must be able to successfully perform additional soft skills that empower, enable, engage, and create a motivating environment for employees. All of these skills you must identify during the interviews with your job candidates. Or, you will have unsuccessful employees who cannot do the whole job that you need from them. Earlier, questions were re commended that you could use to assess the skills and experience of your potential management employees. Using this recommended job description for a manager, these additional sample interview questions will help you to assess the abilities and experience of your candidates for a managers job. Job Expectations of the Managers Role Your candidate must be skilled and experienced in each of these primary objectives of a manager. Health, safety, and welfare of the employees.Accomplish the mission and carry out the goals of the business unit managed.Develop a superior workforce.Develop the processes and systems of the department or business unit managed.Implement an employee-oriented culture that emphasizes the culture that your organization wants to instillin the work environment. The culture must emphasize quality, continuous improvement, key employee retention and development, and high performance.The personal and professional ongoing development of the manager. Management Job Interview Questions Always ask these management job interview questions. ansicht interview questions give you insight into the managers role, approach, and priorities in his or her current position. Remember that the way he approaches management now will not change. These questions allow the candidate to emphasize what is important to him. They allow you to see if you are interviewing a person who is a potential job fit and cultural fit in your organization. What did you do specifically to promote the health, safety, and welfare of the employees who reported to you?Can you demonstrate your application of employment law within your department in relation to your reporting employees?What did you see as your responsibility when the senior leaders ofyour organization shared strategic information with employees about the mission, vision, values, and goals?When the senior leaders shared this information, how did you reinforce these messages with the employees who reported to you? Discus s your role and experience in recruiting employees to your department.In the past, when you have recruited new employees to join your team, what portions of the recruitment process were most significant in hiring a superior employee?Tell us about your best remembered time when you introduced a new process ora system within your department. Was it successful? What made you happy or proud of the new system?What are five characteristics of employees who will work well with you?What have you done to encourage an employee-oriented culture that emphasized employee involvement, engagement, and empowerment? Pleaseshare actions you have taken in the past to emphasize quality, continuous improvement, and employee productivity?What have you done to ensure that you continue to develop as a manager? How do you identify the skills that need improvement attention?What book have you read that influenced how you manage your reporting staff or your department? How did it influence you?What else would you say has influenced the development of the style or styles you use as a manager? Management and Supervision Skill Job Interview Question Answers These tips about how to assess your candidates management interview question answers will help you select the best possible management employees for your organization. Take a look at these recommended ways of assessing your candidates responses to your interview questions about management skills. Sample Job Interview Questions for Employers to Ask Candidates Use these sample job interview questions when you interview potential employees. Job Interview Questions for Employers (With Descriptions)Best Interview Questions to Ask Applicants

10 Companies Offering Great Maternity Benefits Eager to Recruit Women

10 Companies Offering Great Maternity Benefits Eager to Recruit Women10 Companies Offering Great Maternity Benefits Eager to Recruit Women It costs a lot to have a child - and if you have any trouble conceiving, those costs quickly climb. (In fact, just one cycle of in-vitro fertilization can cost more than $20,000.) So, its no wonder than more employees are asking for enhanced maternity benefits - from financial assistant for IVF to extended paid maternity leave plans - from their companies, and that more workplaces are offering these benefits . If youre searching for the perfect place to grow your career and family, here are 10 companies with maternity benefits you may like - and want to apply to.Maternity Benefit Details Starbucks offers a $20,000 IVF benefit to all employees - even its part-time baristas. Plus, employees who want to adopt can receive up to $10,000 .Where Hiring Cleveland, OH Seattle, WA Houston, TX Saint Paul, MN Gainesville, FL & moreOpen Roles Barista, District Manager, Shift Supervisor, geschftlicher umgang Analyst, Project Manager, Decision Scientist, Senior Application Engineer & moreMaternity Benefit Details According to Working Mother , Morgan Stanley employees get receive 16 weeks of paid leave if taken immediately, or eight weeks following a birth, adoption or foster-care placement - with another eight weeks available to take within 12 months.Where Hiring wir knnen Gatos, CA Columbus, OH New York, NY Atlanta, GA South Jordan, UT & moreOpen Roles Client Service Associate, Fixed Income Mortgage Modeler, Financial Advisor, Wealth Management Associate, Global Stock Plan Services Registered Representative & moreMaternity Benefit Details According to its website , Cerner offers adoption assistance and adoption leave. It also pays for genetic screening of embryos, the New York Times reports.Where Hiring Kansas City, MO Malvern, PA Vallejo, CA Rutland, VT Middleburg Heights, OH & moreOpen Roles Team Lead Technical Project Manager, Data Scientist, Academy Software Engineer, Analytics Consultant, PRN Registered Nurse, Solution and Test konzept Analyst & moreMaternity Benefit Details Unilever reimburses its employees for in vitro fertilization, egg freezing, surrogacy expenses and other fertility costs, according to Working Mother .Where Hiring Englewood Cliffs, NJ Rogers, AR Burlington, VT Sikeston, MO Farmingdale, NY & moreOpen Roles Ecommerce Pure Play Business Manager, Recruitment Sourcer, Senior Content Marketing Manager, Building Maintenance Facilities, Associate Category Management Manager & moreMaternity Benefit Details Like Cerner, MassMutual pays for genetic screening of embryos, the New York Times reports. And as of this year, it also 18 weeks of fully paid leave to new mothers - with non-birth mothers, fathers and adoptive parents eligible to take up to eight weeks of fully paid parental leave, according to a MassMutual press release .Where Hiring Spri ngfield, MA Boston, MA New York, NY & moreOpen Roles Database Engineer, Quantitative Developer, Front End Engineer, Collaborative Tools Engineer, Software Developer & moreMaternity Benefit Details According to Working Mother , Viacom reimburses its employees for in vitro fertilization, egg freezing, surrogacy expenses and other various fertility costs.Where Hiring New York, NY Miami, FL Burbank, CA & moreOpen Roles Executive Receptionist, Senior Analyst Social Analytics, Coordinator Toys, Legal Assistant, Senior Business Analyst Rights Management, IT Sourcing Director & moreMaternity Benefit Details Snap offers its employees adoption, surrogacy, infertility, and fertility preservation benefits, plus gives paid maternity and paternity leave, its website says .Where Hiring Los Angeles, CA Seattle, WA New York, NY & moreOpen Roles Ad Review Specialist, Content Specialist, Account Manager, Research Engineer, Manager Learning & Development & moreMaternity Benefit Details Ac cording to its internal blog, Intel contributes up to $40,000 for employees fertility treatments , along with another $20,000 for prescription coverage. And the company recently opened the benefit to employees regardless of infertility diagnosis.Where Hiring Albuquerque, NM Hillsboro, OR Phoenix, AZ Folsom, CA Santa Clara, CA & moreOpen Roles Process Engineer, Software Engineer, Mechanical Design Engineer, Engineering Technician, Packaging R&D Engineer, Research Scientist & moreMaternity Benefit Details Pinterest revealed in a Today interview that the company covers up to four rounds of IVF treatments for employees giving birth. Pinterest also announced in a blog post that it would offer fertility benefits for up to $20,000 for parents who are working with a surrogate - and benefitsup to $5,000 for employees who adopt.Where Hiring San Francisco, CA New York, NY Seattle, WA & moreOpen Roles Market Researcher, UX Writer, Sales Manager, Marketplace Quality werber, Benefits Spe cialist, Spam Operations Agent & moreMaternity Benefit Details FertilityIQs Family Builder Workplace Index shows that Bank of America provides unlimited IVF coverage. (It does require an infertility diagnosis, though.)Where Hiring Pittsburgh, PA New York, NY Newark, NJ San Francisco, CA Littleton, CO & moreOpen Roles Client Service Representative, Administrative Assistant, Testing Specialist, Senior Product Specialist, Service Delivery Consultant & more

The Advantages of Free Resume Template Download

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2016 Hiring Predictions - The Hiring Manager Experience

2016 Hiring Predictions - The Hiring Manager ExperienceIn this episode of The Recruiting Reel, Nicole Dessain, the Founder and Chief Talent Strategist at Talent Imperative, gives us some insights on zu sich 2016 hiring predictions and 3 tips for how to prepare your talent strategy in the New Year. TheRecruitingReel Episode 7 is live Featuring NicoleDessain and AllThingsBiz Watch it hereClick To TweetHeres the transcript of the episodeJosh Tolan Hey everyone, my name is Josh Tolan and Im the CEO of Spark Hire, the leading video interviewing platform used by thousands of organizations around the world.And this is The Recruiting Reel, a video series in whichwe discuss real recruiting challenges with prominent recruiting experts so you walk away with actionable tips you can apply to your own recruiting.And todays expert isNicole Dessain, Founder and Chief Talent Strategist at Talent Imperative, which provides talent management advisory services. Nicole is an Accenture-trained consultant and talent management thought leader with 14 years of global experience advising HR and geschftlicher umgang leaders on their talent strategy and people programs.In addition, Nicole is a popular public speaker having done live and virtual presentations for SHRM, ERE, TLNT, ISPI, and the Staffing Management Association of Seattle.This episode of The Recruiting Reel is part one of our two part New Year SpecialAnd the topic of todays episode is2016 Hiring Predictions.Nicole has her crystal ball ready to go with a 2016 prediction and 3 tips for how to prepare your talent strategy for when this prediction becomes reality.Nicole Dessain Its this time of the year again where I get to make predictions about the next year. So what do I think is the number 1 trend that will impact in 2016? I think let me look at my crystal ball I think its going to be the hiring manager experience. In recent years, weve focused on the candidate experience, rightfully so. But research suggests that creating an effective hiring manager relationship in recruiting is the number 1 drive of talent acquisition effectiveness.So here are my 3 holiday tips, early holiday tips for you for how you can make an impact on your hiring manager experience starting today. Number 1 Set expectations early. Im a huge proponent of effective intake meetings, but theyve got to be prepared well. Look at your hiring managers LinkedIn profile and see what connections they may have that you can bring to the meeting. And then during the meeting, use a standard template to ensure you cover all key areas that you want to talk about. And at the conclusion of the meeting, set a deadline as to when you will get back to your hiring manger.Tip number 2 Create accountability. Just because I think we need to treat the hiring manger more as a customer doesnt mean that theyre leidaccountable for key steps in the recruiting process. So map out the entry and recruiting process, identify accountability at each step, and then ev en create service level agreements (SLAs). We have contracts with our external customers, why not with our internal ones?Tip number 3 Communicate, communicate. Sometimes hiring managers feel they submit a rec, it falls into a black hole. So just get back with them, set a cadence for yourself, when you get back to them about key milestones. And then lastly, at regular intervals, ask them for feedback about the recruiting process and how we can improve. Were in this together, were in this to hire the best qualified candidate for the company. So lets create a win-win together.Those are my 3 tips. If youre interested in more trends and blogs around talent, check out my blog at talentimperative.com. Happy holidaysJosh TolanThere is so much to take away from Nicoles segment, but I want to focus on my favorite part treating hiring managers like customers. Nicoles approach for creating accountability between recruiters and hiring managers is something every organization must implement. One of the biggest frustrations in the hiring process is when it feels like someone isnt delivering on what they promised. By committing to accountability measures that are practiced with external customers, youll create a culture that emphasizes execution and the development of strong recruiter and hiring manager relationships.I want to thank Nicole Dessain for coming on theshow today I encourage you to check out her website attalentimperative.com to learn more about her company. Also, follow Nicole on Twitter NicoleDessain and connect with her on LinkedIn using the URL below (linkedin.com/in/ndessain)Thanks for watching The Recruiting Reel and stay tuned for more episodes. For additional HR and recruiting content, head over to hr.sparkhire.com and subscribe to our newsletter. Also, follow us on Twitter, sparkhire. And subscribe to our YouTube channel to be the first to know about the newest episodes of The Recruiting Reel.Thanks again for watching. Happy recruiting, happy holidays, and happy New Year from all of us here at Spark HireWhat are your 2016 hiring predictions? Do you think 2016 will be the year of the hiring manager experience? Share your thoughts in the comments below