Microsoft Excel: How to Hide Tabs

If your spreadsheet is shared and used by others, you may want to keep your formulas and some data from being viewed or changed by others. By hiding the tabs that these are located, you can allow others to use your spreadsheet without having to worry about them playing where they don’t belong.

1. Open your saved Excel Spreadsheet.
At the bottom of your spreadsheet, you can see all available tabs. For this example, we will hide the Formulas tab.

2. On your keyboard, press ALT+F11 to bring up the Visual Basic editor.

3. At the top of the left pane, locate the desired tab that is to be hidden and select it.

4. Go to the bottom of the left pane and locate the Properties for the selected tab.

5. Go to the Visible setting and use associated dropdown to select 0 -xlSheetHidden.

6. Go back to the top of the left pane.

7. Right-click VBAProject and select VBAProject Properties.

8. Select the Protection tab.

9. Check the Lock project for viewing checkbox.

10. Input a password, repeat it to confirm the password.

11. Click the OK button.

12. Go to the menu, click File and select Save.

When you return to your spreadsheet, you will now see that the tab is hidden.

To make the tab visible again, press ALT+F11 to open the Visual Basic editor. Input the password and change the Visible setting for the tab back to 1 -xlSheetVisible.

Source: Tech-Recipes

How I Made 3 Hires with Twitter in 6 Weeks

Article by Megan Hopkins (Full story available on Boolean Black Belt )

Twitter Hire #1

I posted my first requirement for a .Net developer and (I’d have to check my Twitter diary to be certain…and yes, I kept one…stop laughing. No, seriously. Stop.) waited for any sign of life on the other end. It seemed like 17 minutes went by (again, that’s in the diary) and then finally, someone RT’d (“retweeted” for all you newbies) my Tweet. “Holy crap!,” I thought, “This is working.”

Eventually, I had several people retweeting my post that day and by the end of the day, I had five referrals, three interviews, and…wouldn’t you know it…a placement…with a great .Net talent I never would have known otherwise. This is when I started to really believe in the power of Twitter. The fact that this candidate saw my Tweet because someone I didn’t know reposted it blew my mind. I was addicted. So addicted now, in fact, that even as I write this blog post, I am Tweeting about it…well, that and how my dog smells like corn chips.

Twitter Hire #2

My second placement happened much like the first one. I had a position come in that I was on the fence about – partially because I was slammed…and partially because I’m a dev-loving snob (this position was infrastructure…ick!). In any event, I updated my Twitter followers on my newest need and it got retweeted several times. I’ve found it helps to ask for a Tweet to be retweeted but more on this in a second. This was position was slower to fill (it was a “purple squirrel”) but about a week or so after I posted it, I got a message from a candidate (and now Kforce contractor) that was interested.

It seemed he had just been laid off unexpectedly and was now on the market…and was just the purple squirrel I thought I’d never (ever, ever) find. He emailed me his resume and within four hours we had him driving up to Jacksonville from South Florida to interview face to face. He received an offer a day later and he started work the following Wednesday. This was a particular success for me because he was an out of area candidate that I would have never met otherwise, he was one of very few that had his skill set, and it was a perfect match with a brand new client (that coincidentally, came from a Twitter lead). @OrlandoTechNuts was feeling pretty darn good about herself at this point.

Twitter Hire #3

My most recent placement is the one that gets me most excited. I had been recruiting (or stalking) this candidate for about a month (at least!). He was absolutely dead on for a position I was working on (again with a new client) and for some crazy reason, he would not answer his phone, and he would not return my hundreds of voicemails and emails. I briefly contemplated showing up at his house but I was advised against it (seriously…or not). I had just about given up on this candidate (apparently he was too good for me) when I got a direct message on Twitter about a job I had tweeted.

My contact had a friend that was looking and was looking for a reputable recruiter to work with and he saw the RT of my position. He was interested. Well, wouldn’t you know if that the candidate that was interested was the very same candidate that I had been chasing down and losing sleep over (yes, I get very involved in my job). Looks like @OrlandoTechNuts now had the upper hand. For a moment, I thought about acting like I was a jilted ex-girlfriend and not calling him back…but, I am a recruiter. We’ll always call back. Long story short, he FINALLY answered his phone when I called and we got him a job (and a great one!) within two weeks.

Twitter Hire #4 is in the Works!

Stay tuned! I’m very close to getting my fourth Twitter hire in the next week. Assuming our client doesn’t go MIA (again…gotta love that, right recruiters?), I should have another great dev talent working very soon. Like the others, this was a guy that I had never met, nor probably would ever meet, because he is a passive channel candidate and not on the boards…and frankly, he wasn’t too keen on recruiters (until @OrlandoTechNuts got to him, that is!).

Following the right people (and having the right people follow you) along with tweeting relevant information is a great way to build your credibility and it can effectively separate you from the hundreds of other recruiters out there – that is what really helped move this potential hire along.

How to Use Twitter in Recruiting

I look back now and kick myself for not being open to Twitter sooner. It took a while to get Kforce onboard and unblock it for me but once I got going, I was not going to stop. Twitter has become such an integral part of my every day life (even outside of work) and I’m not sure what I’d do or how I’d effectively recruit without it at this point. Sure, I’d manage (after all, David Dunkel didn’t have Twitter and somehow he managed to do ok), but I would not be able to touch nearly as many people and connect with my community as deeply as I have.

Your use of Twitter needs to be approached like any other aspect of recruiting or sales. It is a long term investment and you really have to care to grow and develop your relationships. One of the most common concerns I hear from candidates is that recruiters seem to be all about instant gratification. They tend to view talent as a commodity and lose sight of the fact that they are working with people. The relationship is not important and there is a strong need to take your “kill” back to the den as quickly as possible.

If you go into it (it being Twitter, in this case) thinking, “What am I going to get out of this and how soon?” you might as well stop now. Chances are you aren’t going to walk away with an immediate “reward”. I think the majority of my success has stemmed from actually caring about the connections I make and what is going on in my (IT) community.

I try my best to contribute daily (and this time I’m not referring to my Tweets about my smelly dog) and demonstrate that I am very much invested in my community. It never hurts to be engaging. Ask questions, respond to Tweets that interest you, and basically, take an active interest in what your fellow Twitter folk are doing. It has to be more than just posting a job opening you have. It never hurts to RT other people’s Tweets, either. That goes a long way.

Now, when you do decide to Tweet your positions, make sure those Tweets count. Make sure you don’t use all 140 characters (that is a pain to RT…and I learned that the hard way in the beginning) and if you want others to RT your positions, ask for it. I always do and people are more than willing to oblige.

Of course there is also the risk that Twitter can drain all of your time, but so far, even though I heavily rely on it, that really hasn’t been an issue. I do keep it up all day at work…and on my phone…but I check it once an hour or so to see if there is anything relevant I can comment on (or occasionally heckle some of my dev friends) and then I post something as I feel like it. I’d say if you added up the collective amount of time I spend tweeting, it is around an hour or so per day. Considering that I’m a full time recruiter who works about 60+ hours a week, that’s a relatively small investment and the rewards have been huge…plus you make some pretty interesting friends along the way.

Final Thoughts

At the end of the day, I really don’t think there is just one way to leverage Twitter successfully. My experience was very much trial and error and so far, I’ve managed pretty well (other than making a few rookie errors). Like anything, stick to the basics. Remember that relationships are king and you can’t make a withdrawal if you never make a deposit. If you keep this in mind as you Tweet, I promise you will be right on track to make 3 hires in 6 weeks using Twitter too. Trust me. After all, I am always (almost) right.

About the Author

Megan Hopkins is a senior technical recruiter working for Kforce in Orlando. She specializes in recruiting .Net developers and is very active in the Microsoft development community, regularly attending events such as Orlando.Net User Group and the Tampa ASP.Net MVC Developer User Group at Microsoft - she’s also the exclusive sponsor of these groups and several more.

Facebook used to screen potential employees!

US - More employers are using social networking sites such as Facebook to screen potential employees, says a new CareerBuilder survey.

Forty-five percent of 2,600 hiring managers report using these networking sites to research job candidates, a huge increase from 22% last year. On top of that, 11% plan to start using these sites for screening.

Out of those that conduct background checks and online searches of job candidates, 29% use Facebook, 26% use LinkedIn and 21% use MySpace. 11% of respondents search blogs, while 7% follow candidates on Twitter.

The industries that screen job candidates via social networking sites or search engines vary; those which are most likely include jobs specialising in technology and sensitive information. For instance, 63% of employers in the information technology industry screen candidates, while 53% in professional and business services do so.

Thirty-five percent of employers report finding content on these social networking sites that caused them not to hire candidates. Some reasons include finding out candidates posted provocative or inappropriate photographs or information, bad-mouthed previous employers, co-workers or clients, and lied about their qualifications. Also, 14% of employers have disregarded candidates because they sent a message using an emoticon, while 16% had refused to hire because candidates used text language in an email or job application.

On the flip side, 18% of employers have found content on social networking sites that made them hire candidates. Most commonly, the candidates' profiles provided a good feel of their personality and fit, or their profiles supported their professional qualifications.

Happy hiring days are here again!

Singapore: There's something positive, bullish and a general feeling of subdued excitement in everyone's outlook these past few weeks more so within the recruitment community.

Look around and you will see, hear and feel the difference in the air as compared to few months back.

News are abound with confident boosting plans, actions and positive forecast for hiring needs.

For some this week itself has brought in loads of business in the form of new assignments and projects that they've not seen in the past 2 months combine. Pipelines are very strong so are the billing numbers.

The feeling that I get when I spoke to couple of recruiters is that they are going to end with a strong quarter. Which needless to say is a very welcoming change indeed.

I am very confident that this positive momentum is going to see us through the remaining quarter and take off in Q1 2010 to something of a record of sort.

Some of the notable banks that are in hiring mode are Bank of America Merrill Lynch, Barclays, StanChart, ANZ, Credit Suisse and even the locals banks.

Bank of America Merrill Lynch is resorting to having specialist in-house recruiters for different streams by infusing new blood by hiring experience recruiters and also calling back some of their recruiters who were made redundant during the aftermath of BoA buying ML. They are now poised to hire financial experts and technocrats in the hundreds.

Barclays is as strong as ever with every recruiter fighting for a share of the headcount pie.

Credit Suisse on the underhand is looking for senior leaders in big numbers while they continue to build their offshore support strength.

Australia and New Zealand Banking Group which was very much a small player, an unknown entity here in Singapore is bursting in its seams with their program to built a Super Regional Bank and now added to this aggressive growth plan they also have the huge task of hiring in hundreds resources for their integration with RBS (retail, wealth and commercial businesses).

StanChart is still in the news with their plans to hire 850 priority bankers while ANZ is planning to hire over 100 private bankers over the next 18 months.

The hiring market is bullish indeed but I am positive that we are still in the initial stage of the bottom curve and we can be prepared to see much more hiring frenzies in the months to come.

Happy hunting and bigger billings to all the recruiter folks out there!