3D Printing Scaffolds for Bone

3D Printing Scaffolds for Bone 3D Printing Scaffolds for Bone 3D Printing Scaffolds for BoneNatural materials like wood and bone, although porous, support great weights and can perform as the scaffolding for tree limbs, buildings, or bodies for a long time without breaking down.Those materials have whats termed a high strength-to-weight ratio because their inherent internal structure and their porous nature give them a high surface-to-volume ratio.But that very architecture makes it hard to mimic these materials through engineered means. Manmade materials with these ultrastrong properties could be used in a range of emerging applications, such as high-performing lithium ion batteries and biological scaffolds.Now engineers at Washington State University in Pullman, WA, have created a 3D printing method to print structures that can precisely imitate the internal architecture of nature-made materials.Most natural materials like wood and bone are lightweight, yet very strong because they have precise control of their structural architectural, says Rahul Panat, associate professor of mechanical and materials engineering at the university, who led the research. Arranging nanoparticles in 3D space allows us to mimic these materials.Engineers use the technique to print 3D lattices with hierarchical structures, meaning that the structural elementsthe rods that connect the latticecan themselves be made of lattices of even smaller rods. This same hierarchy of structure gives bones their compressive strength. The printing method welches inspired by the desert rose, a natural, rose-like formation of sulfate and sand. Image Stock photoThe first step in the printing process is to create the printing material. For this, researchers crushed a build material into nanoparticles. They used silver to demonstrate the technique, but other materials such as ceramics or different types of metals, anything that can be crushed into nanoparticles, will work, Panat says.They then mixed th e particles with a solvent to create their ink, which they then aerosolized. This creates a mist of fog-like microdroplets that contain nanoparticles of silver. An aerosol jet printer next deposits those droplets in precise locations, allowing the researchers to control the size of the pores in the material down to the nanometer, Panat says.The material is next heated to around 200 degrees Celsius to fuse the nanoparticles and evaporate the solvent. As the liquid in the fog evaporates, the nanoparticles remain, creating delicate metal structures with features as small as 20 microns, the size of a human hair.Controlling the heating conditions allows the researchers to control the size of pores in the material down to the nanometer, Panat says.The tiny structures that result look similar to Tinker Toy constructions.The researchers have already created several intricate and beautiful structures, including microscaffolds that contain solid trusses but are created without supporting mate rials. Theyve also printed stretchable interconnects, spirals, and pillar bridges, electronic connections that resemble accordion bellows, and doughnut-shaped pillars.By arranging nanoparticles in 3D space, we can maintain the nanoscale benefits of particles while building the total volume. Nature does it in a mora random way but the principle is quite similar.Prof. Rahul Panat,Washington State UniversityBy arranging nanoparticles in 3D space, we can maintain the nanoscale benefits of particles while building the total volume, Panat says. Nature does it in a more random way but the principle is quite similar.Indeed the principle is similar because, in creating the printing method, Panat was inspired by the desert rose, a rose-like formation of gypsum or barite, and sand. I knew of structures in west African deserts that are made from sulfates dissolved in fog droplets, he says. The fog condenses and evaporates and leaves the 3D structure that is a desert rose.The team has been at wo rk on the method for two years and now looks forward to exploring several applications to put it to use. For instance, they are developing finely detailed, porous anodes and cathodes for batteries that could replace the solid structures now used. This could significantly increase battery speed and capacity, Panat says.The 3D printing method could be used to quickly fabricate materials at large scales and could also be used for tissue engineering, microfluidics, and micro-optoelectronics, he says. Biological implants and artificial bones printed using the technique would be lighter and stronger than materials used today.The researchers are now working to scale the technique so it can be used for large-scale manufacturing. The technology currently uses four print heads that work in tandem to print the materials in three dimensions. But more print heads, potentially hundreds, as is the case of 2D printing applications, will certainly speed the printing process, Panat says.This will fil l quite a few gaps in existing applications and create entirely new applications, he says of the printing method.Jean Thilmany is an independent writer.

Experience Job Interview Question Examples

Experience Job Interview Question ExamplesExperience Job Interview Question ExamplesAn experience interview is a type of employment interview thats designed to determine whether you have the right experience for the job for which you are interviewing. In an experience interview, the interviewee answers questions about his or her actions in a past employment situation. The interviewee demonstrates his or her skills and abilities by describing past achievements or experiences. Most job interviews will have at least some experience interview questions. They can be simple or fairly complex. These questions allow the hiring manager to assess whether or not a candidate for employment possesses the skills to handle situations and problems that will arise at the company and in the job for which the interviewee is being considered. Experience Interview Question Examples Experience interview questions vary widely depending on the level of job youre interviewing for. Some of these questions will relate directly to your resume and the experience you have listed, while others may be very general. You may be wondering what types of questions are commonly asked in an experience interview. The following are examples of the various types of experience interview questions you may come across during job interviews You say in your resume that you led a marketing project at XYZ Company. Tell me mora about that project.Give me an example of a situation where you had to handle a conflict between your employees and explain how you handled it.What were your three most significant accomplishments in your last job?What did you like most and least about your last job?What specific skills did you gain from your last job?Describe an important project you worked on.Describe your last employers management style.What is the most important thing you learned at your last job? What was a difficult situation that occurred and how did you handle it? How to Prepare for an Experience Interview An experience interview can be a little nerve-wracking, but youll feel more confident if you prepare ahead of time. Before going to the interview, look at the job listing to landsee what specific skills and attitudes the job requires. Review the questions above and think about answers for each question. Reflect back on your past work experience to recall situations in which you have demonstrated these skills and attributes. Consider each situation in detail you will need to be prepared to discuss these situations thoroughly and answer any follow-up questions. In particular, reflect on the specific role you played in each situation, and the actions you took to achieve success. You should also reflect on your greatest achievements and greatest struggles at your last job companies typically ask you to describe your greatestsuccesses and failures. Reflect on the specific actions you took to achieve each success, and what you could have done to improve in your unsuccessful projects. If you come to the interview with a number of experiences fresh in your mind, it will be much easier to answer each question calmly and concisely during the interview. How to Answer Experience Interview Questions Be Clear and ConciseIt is easy for your answers to wander off topic when answering an experience interview question, particularly if you do not have a specific situation or problem in mind. Before answering the question, take just a moment to think of a specific example of a past situation that answers the question given. Provide a clear and concise description of the situation, explain how you handled the situation, and describe the results. By focusing on one specific example, your answer will be succinct, and youll stay on ?topic. Theres no need to ramble on or start talking about a different example or non-job related personal experience. Do Not Place Blame on Other PeopleIf you are describing a particular problem or difficult situation (for example, an unsuccessful g roup project of which you were a member), it may feel natural to attack or place blame on another person. However, these questions are aboutyou, not about anyone else, and blaming others may bring up concerns in the interviewers mind. Focus on what you did to manage the situation, and how you could have improved the situation do not dwell on other peoples issues or failures.

I-9 File Contents for Employees

I-9 File Contents for EmployeesI-9 File Contents for Employeesfasson I-9, Employment Eligibility Verification, is the form that is required by the Department of Homeland Security, U.S. Citizenship and Immigration Services (USCIS), to document eligibility for employment in the United States. As an employer, you must fill out an I-9 form for every employee that you hire. Form I-9 Requirements All employees, citizens, and non-citizens, hired after November 6, 1986, must complete Section 1 of the Form I-9 at the time of hire. The employer is responsible for ensuring that Section 1 of Form I-9 is timely and properly completed by the employee. The employer also must check employment verification and ensure Sections 2 and 3 of the Form I-9 are properly filled out.Employers must complete Section 2 of Form I-9 by examining first-hand evidence- only original, unexpired documents- of identity and employment eligibility within three business days of the date employment begins. The employee m ust be physically present and their original documents must be reviewed in-person. The employee who reviews the original documents must sign Section 2 of the I-9. The form verifies that you have checked two approved forms of identification that prove the employee is legally authorized to work in the United States. Employers or their authorized representative need to fill out Section 3 when reverifying that an employee is eligible to work in the United States. When rehiring an employee within three years of the date the I-9 was originally completed, employers have the option of completing a new I-9 form or completing Section 3. Periodically, you need to audit the I-9 forms to ensure that you have a completed form for every employee. You need to check for veracity and completeness, and save evidence of the auditing and of any training that staff members completing or storing the I-9s have received.Therefore, its important to keep all employee I-9s, and the accompanying documentation, in a separate personnel file. Location of Completed I-9 Forms The government may inspect these forms. If government employees inspect your I-9 forms, you do bedrngnis want to allow them access to your employees private personnel files and the confidential information they contain. Therefore, in the interest of employee confidentiality and restricted access, you want to isolateyour employee I-9s in one folder that is specifically dedicated to I-9 storage. This protects your employees privacy and also saves the employer from potentially having to answer additional questions that are raised by the contents of the employee personnel file. Therefore, it is important to avoid opening up your company to an increased investigation by USCIS employees. Current I-9 File Investigation According to U.S. Immigration and Customs Enforcement (ICE), the government may inspect your I-9s The administrative inspection process is initiated by the service of a Notice of Inspection (NOI) upon an e mployer compelling the production of Forms I-9. By law, employers are provided with at least three business days to produce the Forms I-9. Often, ICE will request the employer provide supporting documentation, which may include a copy of the payroll, list of current employees, Articles of Incorporation, and business licenses. Bottom Line The current trend is that ICE is increasing its enforcement efforts. Employers have increasingly faced criminal charges levied on managers, owners, and human resources (HR) staff members for failure to properly complete and store I-9 forms for every employee. Businesses have increasingly received significant fines and been debarred. It is, therefore, imperative that employers make it a priority to ensure that these forms are accurately filled out, maintained, and stored to protect the company and its employees from penalties, which can be costly.

Use a Career Finder Test to Locate the Best Career for You

Use a Career Finder Test to Locate the Best Career for You Use a Career Finder Test to Locate the Best Career for You More and more employers are using career tests in conjunction with personality tests to determine where employees will fit best within their organization. Sometimes these tests are given to applicants before they are hired while other companies offer career tests as part of their human resources department to help develop employees.Taking a career finder test is extremely beneficial at any stage of your career search. Knowing your strengths and your preferences helps you to locate a career in which you will be happy. Enjoying what you do for a living affects your health and your wellbeing just as much as it affects your daily activities.Two of the most common career path tests are the Myers Briggs Indicator and the Keirsey Temperament Sorter. While they are related, each career aptitude test is slightly different.The Myers Briggs Indicator, also called the Jung Typo logy Test, asks you to select either yes or no to seventy different statements related to different personality types. Your results from this career personality test are a four-letter acronym that indicates your preferences between introversion and extroversion, sensing and thinking, judging and intuition, and feeling and perceiving. While you may not feel strongly one way or the other about each individual statement, there is no in between answer, so each question in this career finder test must be answered one way or the other. This version of the career test does not require any personal information in order to receive your results.The Keirsey Temperament Sorter is similar in some ways to the Myers Briggs career personality test. The test asks you seventy-one questions to measure your temperament according to four types rational, idealist, artisan and guardian. As with the Myers Briggs test, you are given only two options for each question, so there is no middle ground. This care er finder test requires you to enter your name and email address in order to receive your results. While you can purchase reports based on your results, you may find it more informative to read about the different temperament types after taking this career personality test and determining your result.Taking a career aptitude test is certainly not a required aspect of your job hunt. However, knowing what professions best fit your personality and interests is invaluable and can help you to narrow down your choices considerably. Use the results from your career finder test wisely, and you will reap the benefits for years to come.

The Debate Over Functional Resume

The Debate Over Functional Resume The Benefits of Functional Resume All qualities and data should be as brief as possible so the cover letter doesnt look to be an essay. Another important component for writing a functional resume is to find out more about the position for which youre applying. Frequently, your social networking content can make or break your odds of landing your perfect position. Youll also see the choice to use phrases to boost your resume. Make sure you make the info youre looking for. One has to simply add relevant information and the cover letter is prepared to be sent. A good Sample Resume Free with a suitable format is essential so as to catch the interest of the employer when theyre looking for prospective recruits. Another choice is to develop whats known as a networking resume thats a 1-page shortened version of your extended resume you can pass out in place of, or alongside, your company card. Top Functional Resume Choices Picking the chronolog ical resume for the proper reasons will impact your opportunity of standing out among your competition. It is crucial to have a crystal clear idea about what the resume needs to include before getting started in order to produce the greatest professional resume to catch the interest of hiring managers. As a conclusion, our group of skilled experts also provides a last verdict which will help you make a well-informed choice. Simply take the opportunity to come up with a strong functional resume. Resume guidelines might vary from industry to industry, therefore its recommended to get familiar with specific industry examples. Resumes might be organized in various ways. Developing your resume is vital. At the peak of the resume is a list of a persons skills and qualifications. Functional Resume No Longer a Mystery It is also helpful for men and women that are new to the workforce, have limited work experience, or that have a gap in their employment. You havent held several jo bs in a brief time. In that situation, you will need to mention the way the skills acquired from your prior job would prove valuable to the new position also. A chronological resume works best when youve got an extensive work history thats in the exact line of work as the job for which youre applying. Go through a standard work week at your prior job and earn note of all of the tasks you performed. At the close of the day, you wish to be sure you will find the job. The majority of people have a minumum of one job in their past which didnt work out. A comprehension of the exact same can be helpful to the candidate looking for employment and who needs to design an attractive resume. By highlighting skills as opposed to work history, an individual can emphasize he or shes qualified for the job. You might not land every job which you apply for but a well written resume can enable you to discover the occupation thats a tailored fit for you. The Argument About Functional Resume Th e functional resume is utilized to concentrate on skills that are particular to the kind of position being sought. Regardless of what kind of resume you decide to create, there are a couple of steps you may take to produce your work on your resume more successful. If you dont have lots of true work experience. For some of them you will require help, while others its possible to write all on your own. Leading with your skills might be an excellent method to pique a recruiters interest till they have an opportunity to review your dates of employment. Its also suitable every time a man is changing careers, and wants to emphasize skills which were not important to the absolute most recent jobs held. Instead, it enables you to highlight your skills that are necessary for the job that you are looking for. If youve worked many diverse jobs, it may lead to a resume that makes it seem just like you cant hold down a job. Under each job theres an in depth description of your accomplish ments. All first resumes uploaded into the ordnungsprinzip will get a fast critique. Remain truthful and accentuate the traits which you feel will help you to get the job for which youre applying. If your work asks for certain certifications, degrees or education, think about the combination resume. A functional manager is somebody who has management authority over an organizational unitsuch for a departmentwithin a company, company, or other organization. Becoming multilingual can be convenient in a work environment in which you encounter clients who speak a different language than others at work. Then the purchasing department must set the order within a day. What Does Functional Resume Mean? A resume maker can assist you by offering tips on the professional resume structure in addition to provide a reach of resume examples to pick from. Lets say youre asking for a social networking manager position. The process of producing a professional resume has come to be a whole lot more detailed.

How to Engage Candidates on Social Media - Spark Hire

How to Engage Candidates on Social Media - Spark HireSocial media is all the rage when it comes to attracting top talent. Almost everyone is on social media whether they are active job seekers or passive candidates. Having marketing access to those passive candidates is what makes social media platforms a recruiting goldmine.If you want a chance at top talent before your competitors, its important that you are engaging candidates on social media. 1. Be ActiveYour first step to engage candidates on social media is to be active. Make sure that you have someone dedicated to keeping your social platforms updated each day. If you are not visible or lack responsiveness you will quickly geschmacksarm from the mind of candidates and from their social feed.Make sure your activities are devoted to more than just one social platform. Include Facebook, twitter, LinkedIn, Google+, Instagram, etc in your social media strategy.2. Share Information about your TeamIf you want to catch the attention o f top talent, you need to show them why they should want to work for you.Be sure to include information on each social platform about your team and company culture. Photos and updates of charity involvement, team building events, and just general photos of your work environment are things that can attract top talent and keep them engaged with you on social media.Dont be afraid to get crazy with this Share silly or fun photos of your team most people like to see things that make them smile on social media.3. Share Valuable InformationIf you are only sharing information about you and your company, you are missing a huge engagement opportunity.Make sure that you are providing valuable information to potential candidates you are targeting. For example, if you are searching for candidates with experience in High-Tech industries, it is smart for you to share berichterstattung articles or information pertaining to that industry. Ask your followers what they think about certain topics or n ews updates get them to respond back to you.4. Post Job OpportunitiesShare your job opportunities through social media outlets. Even if your following doesnt have the right experience, asking for referrals can get them engaged in recommending referrals and helping you find the right person.5. Create PollsTry creating polls related to your industry and sharing them through your social media platform. When your followers respond, you will have a greater idea of their interests and how to better engage them in the future.6. Ask Candidates to ShareAsk candidates questions on social media. For example, make the most of holidays and ask candidates to share photos from their holidays.When you ask candidates to share on social media, you are showing that you are interested in them. When it comes to social media, its all about sharing and communicating.What are some other ways you could engage candidates on social media platforms? Please share your tips in the comments below.

5 Reasons It Pays to Get Help Applying for Jobs

5 Reasons It Pays to Get Help Applying for Jobs5 Reasons It Pays to Get Help Applying for JobsEvery job seeker would improve their chances of landing that dream job by using services like Find My Profession.There are 5 reasons why it pays to use this service.1. It saves time when you have another set of eyes watching job boardsI Googled, I need a job, for this blog post and yielded a staggering 929,000,000 results However, many zugnglich job boards are content aggregate websites. They exist only to take content from another website and place it on their own. You need another set of eyes watching job boards to know the difference between legit job boards and content aggregate sites The one perfect job application you sent in today on an aggregate website could have gone to waste.Find My Profession applies to jobs online for you which saves you time. The time you save can be used for job applications asking you to construct a cover letter.Others will ask you to create an account on the ir business website to fill out a new job application form.2. Targeting yuronline resume for job boards and LinkedInThe old saying goes, A person who represents himself has a fool for a client. Hiring trends change more frequently throughout our careers than most people spend job seeking. On average a worker may change jobs 10 times before age 40. Todays workforce will see an average of 15 job changes before age 40. Hiring trends, however, change every year. Therefore, the resume that helped you nail down a great job 3 years ago may be out of date. It may not be friendly with thetechnology used by recruiters. The usage of format and keypositivs in resumes changes as well. Recruiters at Find My Profession are aware of changing trends in hiring.Job seekers discover what works on resumes when applying for jobs through job boards. They discover the importance of presentation of a resume on platforms such as LinkedIn.3. You have someone to discuss the sketchy side of online job applicati onsLess than desirable hiring companies often use specific keywords out of context to garner more job applicants. Job applicants often discover after applying that the job description was misleading. Words like brand management can be used in job descriptions for street promotions. However, these jobs are completely different and require two different skill sets.For example, I saw a recent series of job postings on a popular job board under the job title, Customer Service Manager. After investigating, the jobs turned out to be for an independent telemarketing work from home and handing out food samples at a supermarket chain. The word manager is being used to describe people managing their own workloads, which is something we all do. We are not all managers, however. Words taken out of context can lead to hours of misleading job interviews for entry-level positions.Find My Profession applies to jobs having your best interest in mind. Prior to doing so, job seekers have discussions w ith Find My Profession about what should go on a resume to avoid such situations. This requires discussions about what is happening on job boards. Websites like Glassdoor are useful for business reviews, but you contend with false reviews contributed by company employees.4. The opportunity to do A/B testing of resumesIn order to do A/B testing I have the followingMy resume from Find My Profession which I trust is getting out there. It is the representation of what I want out of my next job.My presentation of a resume which I use on my own.Resumes are subjected to personal recruiters opinion. I apply for jobs on my own and change up the presentation. By doing this, I discovered different parts of the world seemed more attracted to certain styles of resume presentations than others.Note Giving appropriate credit, the resume I worked on with Find My Profession has led to the most job interviews. In the process, I learned a move to a new city may be required for my career transition. Th e west coast of the United States may be my next land of opportunity5. The simplest reason why avoiding spam.Many online job postings ask you to share your personal information and email when applying. Sounds like a great job opportunity, but within minutes you are hounded with spam. You are offered services and online education programs. You just gave your information to a sales representative by mistake. It then becomes next to impossible to stop the spam and the Unsubscribe button is useless.This does not happen with Find My Profession. The more I talk with Find My Profession the more I learn about the differences between real job opportunities and spam job listings. Find My Profession is a human company.It is unfortunate that many websites pose as job boards and then spam you, but it does happen. It simply pays to know what you are looking at before you forfeit your personal information.In closingSearching for work online is a full-time job. The process involves rejection and ca n feel long and drawn out.It is important to keep human assistance in your life during a job hund to combat the feelings that come with a full-time job of being rejected until you find your dream job. You receive reassurance that you are not in the job seeking game alone.After all, your success matters as much to you as it does to Find My Profession.

3 life lessons from the making of this Hollywood blockbuster

3 life lessons from the making of this Hollywood blockbuster3 life lessons from the making of this Hollywood blockbusterThe 27-year-old director had a major problem in his hands.The star of his movie, Bruce, welcheshigh maintenance - even by Hollywood standards. Bruce was a mechanical shark, lovingly named after the directors lawyer. But the shark couldnt do the one thing he was built to do swim properly. On his first day on the set, he sank to the bottom of the water. Within a week, his electric motor malfunctioned. Even after a good day, Bruce had to be drained, scrubbed, and repainted to get ready for filming - requiring the type of pampering rarely expected by movie stars.The director then did what all directors wish they could do to an over-demanding and under-performing actor He fired the shark. I had no choice but to figure out how to tell the story without the shark, he explained. As he faced this major constraint, he asked himself, What would Hitchcock do in a situation li ke this? The answer gave him a stroke of inspiration that helped him convert a landseemingly insurmountable obstacle into a blockbuster opportunity.Inthe opening sceneof the movie, Chrissy decides to go for a moonlight dip. As shes swimming along, shes suddenly pulled under water and yanked around, while gasping for breath and screaming for help. The focus is on Chrissy, and the villain is nowhere to be seen. The monster is left entirely to the imagination of the audience, which doesnt get a good look at the shark until the third act. This omission ultimately produced a constant state of anxiety in the audience, boosted by the ominous theme music (da-dum . . . da-dum . . . da-dum-da-dum-da-dum).The movie, as you probably guessed, wasJaws, and its director was a young Steven Spielberg.Jawsbecame the first movie ever to top $100 million at the box office.I love this story in part because it marries three different principles that Ive written about in the past.First, constraints like t he one that Spielberg faced are supposed to be detrimental to our work. How are you supposed to film a shark movie without the shark? But, asJawsillustrates,constraints can boost, rather than undermine, creativity. The opposite can also be true If Spielberg had a well-functioning shark to work with, the ingredient that made the movie most memorable would be missing.Second, when Spielberg was deciding what to do, he asked himself, What would Hitchcock do in a situation like this? Notice what he didnotdo. He didnt call Hitchcock to ask if old Alfredwould be willing to mentor him. He didnt say, Al, Ive got a broken shark. What do you think I should do? Spielberg had studied the masters of his field so carefully that he knew exactly what Hitchcock would do without having to pick up the phone. Spielbergs mentors were all around him - in the movies that lined the shelves of his film collection - and he knew how to open his eyes to channel their power.Finally, in hiding the shark from vi ew for much of the movie, Spielberg applied a principle that many of us neglect What we dont see is scarier than what we do see.From a human perspective, not all facts are equal. We tend to incessantly focus on the facts in front of us andneglect other factsthat may be hidden in a blind spot. But contrary to popular wisdom, what you dont see or know can hurt you. In focusing on the facts in front of us, we dont focus enough - or at all - on the missing facts, which can be far more important than whats right in front of us. As the focal facts scream their 100-decibel sirens for attention, we neglect to ask, What am I not seeing? What fact should be present, but is not?Next time, before you jump to a confident conclusion, check your blind spot.Youll see sharks lurking there.Ozan Varol is a rocket scientist turned law professor and bestselling author.Click hereto download a free copy of his e-book, The Contrarian Handbook 8 Principles for Innovating Your Thinking. Along with your fre e e-book, youll get the Weekly Contrarian - a newsletter that challenges conventional wisdom and changes the way we look at the world (plus access to exclusive content for subscribers only).Thisarticlefirst appeared onOzanVarol.com.

How to use text for better recruiting

How to use text for better recruitingHow to use text for better recruitingHow to use text for better recruitingHow much faster could you fill job requisitions if all stakeholders responded to your communications in minutes? It would be a game-changer, right? Thats why textingespecially with candidatesis a revolutionizing the recruiting industry.Globally, there are upwards of 16 million text messages sent per minute, and research shows that 90 percent of people read a text message within the first three minutes of receiving it. And more and more, text is being used as a go-to tool for recruiters.But, its not a panaceayou must control how to use it, with which candidates and when.Weve distilled some great advice from a range of professionals who have done deep dives into the dos and donts of texting with candidates.Text is ideal for candidates who arent at their computer 24/7Whether theyre individual contributors, managers or executives, most professionals appreciate the ease and speed of texting for brief communications. But texting can be an even more vital lifeline to candidates for lower-wage jobs, who may not be tethered to their computers 24/7.The most immediate impact is for hourly blue collar workers, says Sarah Brennan, principal at HR consulting firm Accelir.There are typically millions of open jobs in this labor sector year-round, and many workers in hospitality, retail and similar service industries dont have an online profile, sometimes not even an schmelzglas address.For high-volume hiring, time-to-fill is cut by up to 50 percent, says Brennan.For example, when a candidate is in a store and they can text an inquiry in response to a help-wanted sign, text bots can come back and automate basic screening questions like hours of availability, says Brennan. Automated texting may also offer each candidate a few interview days and times to choose from.Age matters when it comes to textingYes, pretty much everybody texts in their personal lives, but some are more likely than others to appreciate hearing from recruiters by text. And you guessed it, that group is the largest young generation of workersmillennials.Millennials are not comfortable talking on the phone, so letting them show interest for a role via text will increase the talent pool, says Jayne Mattson, senior vice president of Keystone Associates.Texting also makes sense for a first touch with a candidate if theres been no response to email or a phone message, says Kristen Fowler, practice director at Clarke Caniff Strategic Search.In many cases, its the younger candidates who arent responding to traditional outreach, but just might see your textand start engaging.Text helps fill the black holeA speedy response to a candidates textwhether from a bot or personally from a recruiterasayas the candidate that their information isnt just going into a black hole, Brennan says.But before sending any kind of text, recruiters should ask a candidates permission, says Fowler. This is es pecially important for in-demand tech professionals who can be very selective about communications technologies and who dont want their phone to blow up with recruiter requests.Candidates tell us time and time again that theirnumber one frustration with the job search process is the lack of communication that happens once they submittheir resume. They feel ignored, disrespected, and even if they arent the right fit for your current job, being able to communicate, even briefly, can help protect your companys employer brand.Thats why we offer Text Recruit to help recruiters engage with candidates and stay connected, all the way through the hiring process.Use text for these rapid-response scenariosTexting wont work for every aspect of recruitment communications, but its ideal for short, need-to-know, informative exchanges. Being able to dash off this kind of information in a text can create efficiencies that will lead to quicker hires.With texting, you can have conversations at times w hen other people are around but you dont want them to hear, says Fowler. You can use texting to get quick answers to questions from the hiring manager.Its also OK to text on somewhat sensitive matterssuch as asking the candidate if theyve given notice to their current employeras long as the answer is likely to be definitive.One more caveat from Fowler You dont want to set a precedent that texting is the only way you communicate. Tech candidates might be an exception they may demand to text about everything all the time, and it could be hard to turn them down.Know when texting isnt the right choiceAs a recruiter, one of the things you do best is build relationships, and there are still a lot of scenarios where texting just cant help you with that crucial human-to-human connection.When it comes to candidates articulating why they want the job or how their experience matches with the qualifications, communication should be face to face, according to Mattson. Additionally, there are sen sitive matters that just need to be discussed on the phone or via email.Save the tough conversations like salary and relocation benefits for the phone call, says Fowler. The last thing you want is to have a message interpreted incorrectly, especially during an intense compensation negotiation.Recruiters should also be careful that each use of texting is appropriate, and that candidates cell numbers are not inappropriately shared. For all workers, it comes down to their comfort level with the technology, says Brennan. We need to make sure that were being responsible with candidates phone numbers, with their trust in us. She adds that the most important thing is to ensure that candidates have choices among communication channels.