What Questions to Ask During an Interview

What Questions to Ask During an InterviewWhat Questions to Ask During an InterviewWhen youre interviewing for a new job, the hiring manager shouldnt be the only one asking questions. In fact, engaging with a potential employer is critical Being inquisitive can set you apart from other candidates by demonstrating your interest in the position and the company. It can also help you learn mora about the job responsibilities, the company culture and the potential for advancement.But what kinds of questions are appropriate? Here are some of the best questions job candidates can ask during interviews, based on an OfficeTeam survey of 609 HR managers in the U.S. and Canada. You wont have time to ask all of them, but reviewing them can kick-start your thought process as you prepare for interview day.Show your interest in the positionCan you tell me mora about why youre trying to fill this position?Review the job posting carefully and go in explaining that you know the specific skills listed, but you want to know mora, especially how the skills relate to the role. Asking this question will give you a fuller understanding of the expectations associated with the job and what need(s) it fills for the employer.Is this a new position or am I replacing someone?The answer to this question can help you either way the interviewer responds. If the position is new, you can ask whether you might be responsible for defining the role and it gives you a chance to talk about how exciting that is to you. On the other hand, if the position is a replacement, it gives you an opening for asking about potential turnover issues, which could be a red flag.What colleagues will I be working with?You can use this question to learn more about how responsibilities are shared among team members. You can even ask to meet a few of your potential new coworkers, but this may be a more appropriate request for a second or third interview, when its clear youre a serious candidate for the job.Whats the bigge st challenge the team has faced in the past year?No job is perfect. Ask the interviewer to talk a little bit about the barriers youll face. Will you be dealing with long approval cycles, difficult clients or tight budgets? If youve experienced similar challenges in a previous role, you can share your experiences working through difficult situations. Make sure you have a realistic but positive attitude when discussing your previous experiences. You dont want to come across as a complainer, but as a problem-solver.We can help you prepare for the next stage of the job interview process negotiating a salary. Our Salary Guides offer salary comparisons by city in each industry.GET THE SALARY GUIDEDiscover how to do your best workWhat does it take for someone to be successful in this job?It will be very telling to hear what the manager feels are prerequisites for being a high performer in the position. Is it regular communication? Bringing new ideas to the table? This information will be helpful elend only if youre offered the job but also in deciding whether the role is the right fit for you to begin with.What would I be expected to accomplish in my first year? Ask about any goals or benchmarks established for the role. Will you be tasked with launching a new project or initiative? Do you need to improve internal processes? Taking time to ask this type of question clues you in to the level of work expected, and it also shows the employer youre already formulating ways to be successful in the job.How will you evaluate my performance? Performance reviews are standard procedure in virtually any job. How will your manager evaluate your contributions? Ask this ahead of time so expectations are clear from the start. However, this is also a question that may be more appropriate for a second or third interview. Use your best judgement to determine when to ask.What do you enjoy fruchtwein about working here?Gain inside information about the company by asking the interviewer s experiences working there. Are the people friendly? Is the work rewarding? Sometimes, asking directly may be the only way to get this sort of information.How would you describe the workplace culture?If youve done your research on the company, you may already know the answer to this question. Still, ask about it and listen carefully for the qualities most important to you employee appreciation, company-paid employee development opportunities, casual dress, and so on. This question is probably the best of all to help you determine how well youll fit into the organization.Where would the company like to be in five years?Learn more about the key objectives of the organization and try to determine how you may be able to play a part in achieving them. Asking about goals can also help you get a feel for the companys performance and any struggles it may be facing.Do employees have work-life balance?This question is related to the one about workplace culture. Does your potential employer h elp people balance personal and professional responsibilities? Are there flexible hours and telecommuting options when situations arise, for example?Find out about growth potentialWhat are the advancement opportunities in this organization?Show potential employers that youre interested in finding a future at their company by asking about growth opportunities. If you are offered the job, this information can help you decide whether or not to accept.What types of professional development opportunities are offered?More and more companies want to invest in their workers and improve retention rates. As an employee of the company, will you be able to attend conferences or register for online courses related to your profession? How will the company help you stay on top of the latest news and best practices in your industry?Can you tell me about your history with the company?Its a nice way of asking, How did you get to where you are? The answer will give you a glimpse into what it took for the interviewer to get to their current position, and youll find out about the skills, personal attributes and other factors that can lead to advancement within the company.Dont be afraid to speak upWhatever you do, dont stay quiet during your interview. Its supposed to be a conversation that shows a hiring manager your genuine interest in the position. But not everybody does it. Coming in with a few questions in mind can help you set yourself apart from the competition.

listing volunteer work on a resume

listing volunteer work on a resume listing volunteer work on a resume A reader writesI am currently doing freelance consulting to make a little extra money (and I mean little) and keep my resume active while I am job hunting. I also do extensive volunteering, but some of that volunteering has turned into more substantive program development and outreach that I am proud of, and I am even referred to as a consultant by some of the organizations (although, alas, unpaid at this point). My question is Is it appropriate to list this unpaid consulting experience on my resume together with my paid gigs as a freelancer without mentioning the monetary distinction, or does protocol demand that I keep the two separate or identify it specifically as volunteer, even though they are both equal in terms of utilizing my skills and resources to help make good things happen for people? For some reason, I get the queasy feeling that some prospective employers will think I am resume-padding if I also hig hlight my unpaid freelance achievements along with my paid ones, although I would be more than willing to disclose this in the interview process. This is particularly true for the dreaded online application forms that ask for beginning and ending salary. And maybe it is my own insecurity talking here, but do you think that prospective employers might devalue my unpaid work (no matter how substantive) when considering me as a candidate? I dont want to be disingenuous on my resume about paid vs. unpaid work, yet I dont know if I have to make such sharp distinctions, either, if I dont have to. I just feel that, even in the non-profit world that is supposed to be more progressive, people sometimes totenstill judge you on how much you make, or dont. How to handle this?I think its fine to lump the the volunteer work in with the paid work. As an employer, the only concern Id have here is whether the organizations you were donating your time to were holding the bar lower/holding you less ac countable since your work was free. But thats pretty easy to address, by focusing on accomplishments in your resume, rather than just listing duties.Your accomplishments are your accomplishments. Its no ones business how much you got paid for them, even if that amount is zero. But perhaps it would help to think of yourself as taking on pro bono work rather than a volunteer.And by the way, Im glad youre listing this stuff. Sometimes in the course of an interview, it comes out that someone has highly relevant experience that they left off their resume because it was volunteer and so they thought it didnt count. It counts.

This study finds that overeating can be linked to this weird quality

This study finds that overeating can be linked to this weird qualityThis study finds that overeating can be linked to this weird qualityAnew study published in the Journal Of Health Psychology brings interesting data to light regarding the psychologicalfactors that influence weight gain. The paper discovered a significantoverestimation bias in the way obese participants perceived the passing of time as compared to a control group.The study began with a control group made up of 92 obese participants and 182 non-obese participant. They were all asked to complete a time-estimation activity. A black circle would appear on a computer screen, before turning green at various random points between one to twelve seconds. Each participant was asked to estimate to the best of their ability the amount of time the black circle took to turn green. On balance, the obese participants would overshoot the duration compared to the control group. This time bias was both consistent withinthis study and a nother study regarding other areas of perception conducted in the past furthering data that obesity, at least in some instances, has correlative psychological relevance.Astudy from 2016 conducted by psychologists at Purdue University and Colorado State University, observed a similar phenomenon but with the way participants perceived distance as opposed to time.Individualsin the study that weighed more than the control group perceived distances as farther than they actually were. The results illustrate that whereas perception is influenced by physical characteristics, it is not influenced by beliefs, that report states.Carmelo M Vicario is anassociate professor of cognitive neuroscience at the University of Messina and the author of the new study published in the Journal Of Health Psychology.She and her team of researchershave recently uncovered data that suggests hunger actually sharpens certainsenses.Individuals with high residual levels of hunger showed higher variability of resp onses for the timing of primary-reinforcement-oriented actions conversely, those with a low level of hunger (after snack) showed higher response variability in the timing of secondary-reinforcement-oriented actions, the study explained.If further research can more directly link overeating and the overestimating of time, dieticians can potentially consider tackling obesity with psychological methods. Time and distance overestimation biases can be discouraging for individuals that require physical activityto mitigateweight gain.Time cognition deeply permeates our existences by influencing all daily choices in a way that can be outside our consciousness, Vicario told Psypost.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 hab its of mentally strong people

Understanding Your Leave and Earnings Statement (LES)

Understanding Your Leave and Earnings Statement (LES)Understanding Your Leave and Earnings Statement (LES)A servicemembers Leave and EarningsStatement (LES) is the militarys version of a pay stub. However, unlike the pay stubs you may receive at a civilian job, an LES is much more detailed (a point proven by its 78 boxes). If you need assistance understanding your LES the following explanations are supplied courtesy of Defense Finance and Accounting Services (DFAS). Fields 1 - 9 This section contains the identification portion of the LES 1. NAME The members name in last, first, middle initial format. 2. SOC. SEC. NO The members Social Security Number. 3. GRADE The members current pay grade. 4. PAY DATE The date the member entered active duty for pay purposes, in YYMMDD format. This is the same as the Pay Entry Base Date (PEBD). 5. YRS SVC In two digits, the actual years of creditable service. 6. ETS The Expiration Term of Service in YYMMDD format. This is synonymous with the Expi ration of Active Obligated Service (EAOS). 7. BRANCH The branch of service, i.e., Navy, Army, Air Force, Marine Corps, etc. 8. ADSN/DSSN The Disbursing Station Symbol Number used to identify each disbursing/finance office. 9. PERIOD COVERED This is the period covered by the individual LES. Normally it will be for one calendar month. If this is a separation LES, the separation date will appear in this field. Fields 10 through 24 This section contains the entitlements, deductions, allotments, their respective totals, a mathematical summary portion, date initially entered military service, and retirement plan 10. ENTITLEMENTS In columnar style the names of the entitlements and allowances being paid. Space is allocated for fifteen entitlements and/or allowances. If more than fifteen are present the overflow will be printed in the remarks block. Any retroactive entitlements and/or allowances will be added to like entitlements and/or allowances. 11. DEDUCTIONS The description of the d eductions are listed in columnar style. This includes items such as taxes, SGLI, Mid-month pay and dependent dental plan. Space is allocated for fifteen deductions. If more than fifteen are present the overflow will be printed in the remarks block. Any retroactive deductions will be added to like deductions. 12. ALLOTMENTS In columnar style the schrift of the actual allotments being deducted. This includes discretionary and non-discretionary allotments for savings and/or checking accounts, insurance, bonds, etc. Space is allocated for fifteen allotments. If a member has more than one of the same type of allotment, the only differentiation may be that of the dollar amount. 13. AMT FWD The amount of all unpaid pay and allowances due from the prior LES. 14. TOT ENT The figure from Field 20 that is the total of all entitlements and/or allowances listed. 15. - TOT DED The figure from Field 21 that is the total of all deductions. 16. - TOT ALMT The figure from Field 22 that is the total of all allotments. 17. NET AMT The dollar value of all unpaid pay and allowances, plus total entitlements and/or allowances, negativ deductions and allotments due on the current LES. 18. - CR FWD The dollar value of all unpaid pay and allowances due to reflect on the next LES as the AMT FWD. 19. EOM PAY The actual amount of the payment to be paid to the member on End-of-Month payday. 20 - 22 TOTAL The total amounts for the entitlements and/or allowances, deductions, and allotments respectively. 23. DIEMS Date initially entered military service This date is used SOLELY to indicate which retirement plan a member is under. For those members with a DIEMS date prior to September 8, 1980, they are under the FINAL PAY retirement plan. For those members with a DIEMS date of September 8, 1980, through July 31, 1986, they are under the HIGH-3 retirement plan. For those members with a DIEMS date of August 1, 1986, or later, they were initially under the REDUX retirement plan. This was chang ed by law in October 2000, when they were placed under the HIGH-3 plan, with the OPTION to return to the REDUX plan. In consideration of making this election, they become entitled to a $30,000 Career Service Bonus. The data in this block comes from PERSCOM. DFAS is bedrngnis responsible for the accuracy of this data. If a member feels that the DIEMS date shown in this block is erroneous, they must see their local servicing Personnel Office for corrective action. 24. RET PLAN Type of retirement plan, i.e. Final Pay, High 3, REDUX or CHOICE (CHOICE reflects members who have less than 15 years service and have not elected to go with REDUX or stay with their current retirement plan). Fields 25 through 32 This section contains leave information 25. BF BAL The brought forward leave balance. Balance may be at the beginning of the fiscal year, or when active duty began, or the day after the member was paid Lump Sum Leave (LSL). 26. ERND The cumulative amount of leave earned in the curr ent fiscal year or current term of enlistment if the member reenlisted/extended since the beginning of the fiscal year. Normally increases by 2.5 days each month. 27. USED The cumulative amount of leave used in the current fiscal year or current term of enlistment if member reenlisted/extended since the beginning of the fiscal year. 28. CR BAL The current leave balance as of the end of the period covered by the LES. 29. ETS BAL The projected leave balance to the members Expiration Term of Service (ETS). 30. LV LOST The number of days of leave that has been lost. 31. LV PAID The number of days of leave paid to date. 32. USE/LOSE The projected number of days of leave that will be lost if not taken in the current fiscal year on a monthly basis. The number of days of leave in this block will decrease with any leave usage. Fields 33 through 38 This section contains Federal Tax withholding information 33. WAGE PERIODThe amount of money earned this LES period that is subject to Federal Income Tax Withholding (FITW). 34. WAGE YTDThe money earned year-to-date that is subject to FITW. 35. M/SThe marital status used to compute the FITW. 36. EXThe number of exemptions used to compute the FITW. 37. ADDL TAXThe member-specifiedadditionaldollar amount to be withheld in addition to the amount computed by the Marital Status and Exemptions. 38. TAX YTDThe cumulative total of FITW withheld throughout the calendar year. Fields 39 through 43 This section contains Federal Insurance Contributions Act (FICA) information 39. WAGE PERIODThe amount of money earned this LES period that is subject to FICA. 40. SOC WAGE YTDThe wages earned year-to-date that are subject to FICA. 41. SOC TAX YTDCumulative total of FICA withheld throughout the calendar year. 42. MED WAGE YTDThe wages earned year-to-date that are subject to Medicare. 43. MED TAX YTDCumulative total of Medicare taxes paid year-to-date. Fields 44 through 49 contain State Tax information 44. STThe two digit postal abb reviation for the state the member elected. 45. WAGE PERIODThe amount of money earned this LES period that is subject to State Income Tax Withholding (SITW). 46. WAGE YTDThe money earned year-to-date that is subject to SITW. 47. M/SThe marital status used to compute the SITW. 48. EXThe number of exemptions used to compute the SITW. 49. TAX YTDThe cumulative total of SITW withheld throughout the calendar year. Fields 50 through 62 This section contains additional Pay Data 50. BAQ TYPEThe type of Basic Allowance for Quarters being paid. 51. BAQ DEPNA code that indicates the type of dependent. A - SpouseC - ChildD - ParentG - GrandfatheredI - Member married to member/own rightK - Ward of the courtL - Parents in LawR - Own rightS - Student (age 21-22)T - Handicapped child over age 21W - Member married to member, child under 21 52. VHA ZIPThe zip code used in the computation of Variable Housing Allowance (VHA) if entitlement exists. 53. RENT AMTThe amount of rent paid for housing if applicable. 54. SHAREThe number of people with which the member shares housing costs. 55. STATThe VHA status i.e., accompanied or unaccompanied. 56. JFTRTheJoint Federal Travel Regulation(JFTR) code based on the location of the member for Cost of Living Allowance (COLA) purposes. 57.DEPNSThe number of dependents the member has for VHA purposes. 58. 2D JFTRThe JFTR code based on the location of the members dependents for COLA purposes. 59. BAS TYPEAn alpha code that indicates the type of Basic Allowance for Subsistence (BAS) the member is receiving, if applicable. This field will be leer for officers. B - Separate RationsC - TDY/PCS/Proceed TimeH - Rations-in-kind not availableK - Rations under emergency conditions 60. CHARITY YTDThe cumulative amount of charitable contributions for the calendar year. 61. TPCThis field is not used by the active component of any branch of service. 62. PACIDNThe activity Unit Identification Code (UIC). This field is currently used by Army only. Fiel ds 63 through 75 This section contains Thrift Savings Plan (TSP) information/data 63. BASE PAY RATEThe percentage of base pay elected for TSP contributions. 64. BASE PAY CURRENTReserved for future use. 65. SPECIAL PAY RATEThe percentage of Specialty Pay elected for TSP contribution. 66. SPECIAL PAY CURRENTReserved for future use. 67. INCENTIVE PAY RATEPercentage of Incentive Pay elected for TSP contribution. 68. INCENTIVE PAY CURRENTReserved for future use. 69. BONUS PAY RATEThe percentage of Bonus Pay elected towards TSP contribution. 70. BONUS PAY CURRENTReserved for future use. 71.Reserved for future use. 72. TSP YTD DEDUCTION (TSP YEAR TO DATE DEDUCTION)Dollar amount of TSP contributions deducted for the year. 73. DEFERREDTotal dollar amount of TSP contributions that are deferred for tax purposes. 74. EXEMPTDollar amount of TSP contributions that are reported as tax exempt to the Internal Revenue Service (IRS). 75.Reserved for future use 76. REMARKSThis area is used to provide you with general notices from varying levels of command, as well as the literal explanation of starts, stops, and changes to pay items in the entries within the ENTITLEMENTS, DEDUCTIONS, and ALLOTMENTS fields. 77. YTD ENTITLEThe cumulative total of all entitlements for the calendar year. 78. YTD DEDUCTThe cumulative total of all deductions for the calendar year. If you mucksmuschenstill have questions about your LES or do not understand a specific field or numerical figure, please contact your disbursing/finance office for further explanations. Updated byArmin Brott, April 2016

Secrets About List of Good Skills to Put on a Resume Exposed

Secrets About List of Good Skills to Put on a Resume Exposed You may find below a list of the greatest skills you may put on your resume based on the kind of job which you are applying for. Perhaps your skill set is wholly different. Hard skills have a tendency to be more technical, and each business or kind of job will often have its personal necessary set. On that sheet of paper, you can lay down each and every skill that allows you to stand from the crowd. Ruthless List of Good Skills to Put on a Resume Strategies Exploited You have to mention the skills that are needed for a particular position. Then youve developed your communication abilities. More technical or computer-centric hard skills are occasionally also called technical skills. On the flip side, soft abilities, also called interpersonal or social abilities, are the ones which you have as personal qualities or you get through professional experiences. Soft abilities, on the flip side, arent simple to quantify . Key skills are work-related skills that you want to do a job. Hard skills arent skills that are difficult to learn. Soft skills are the skills that are relevant to every job. Earlier than you get started working in your resume, its fruchtwein effective to get a peek at a range of the resume examples obtainable on-line with a view to acquire concepts and data. Youre able to easily gain or enhance your data analytics skills by taking an internet course on the matter. Graphic-based resumes enable you to lay out complex data in a simplistic way. The good thing is that you wont have to look far to locate a good one. A hiring manager will be searching for skills which are the absolute fruchtwein relevant to the job available. So, having the ability to drive is most likely the top rated hard skill you have to have to do the job. To start, you dont need to list every job that youve ever had. Also, dont hesitate to list non-traditional work like volunteer jobs or freelance wor k, particularly if you havent held a normal job in a little while. Want to Know More About List of Good Skills to Put on a Resume? Therefore, if you come to an interview, the absence of Soft Skills may be one reason you werent chosen for the job. Hard skills can be classified in various ways, based on your job title. Thus when writing down your job skills take some time to strategize and find out the ideal approach to organize them in your resume. Put simply, attempt to learn as much as possible concerning the corporation. According to her, its also the reason putting your information just in the header or footer isnt a good idea. To begin with, if youre seeing a great deal of hard skills that you just dont have, it could be better to move on to the next position. Not everybody is a team player, but team working is a significant adaptive skill that lots of employers are interested in. You are dependable and dependable. The other way how to construct a resume to seem char ming is by adding finished free courses online alongside free certifications that may be achieved on our BitDegree website. Finding the job that you dream about may be a significant challenge, so make sure to polish the fashion of your resume, to find some additional helpful information from online courses and get totally free certifications that will elevate your curriculum vitae from the crowd. Review their About Us page and see whether your soft abilities or attributes are aligned with the corporations core values. The Supreme Strategy to List of Good Skills to Put on a Resume When considering what things to put on a resume, skills are the absolute most important. Naturally there are other kinds of transferable skill. Obviously, certain skills can assist you almost in any position. In addition to the practical demand for developers in virtually every organization, programming skills demonstrate advanced problem solving skills that could give rise to a well-rounded professio nal. List of Good Skills to Put on a Resume the Ultimate Convenience Fantastic people skills are an important portion of what makes you such a standout employee whod be an asset to any company that provides you with an opportunity to shine. As soon as its much like problem solving, resiliency is more focused on your capacity to recuperate from setbacks. Communication also has listening skills and the capacity to follow directions and supply feedback. You should have the capability to accept and learn from criticism. Soft skills are a little more vague and open to interpretation. Technical skills are either something youve got or you dont, but theyre always something which you are able to learn. After selecting your theme, youre prepared to compose the skills section. The skill section may be the most important section on your resume if you place it together correctly. A Key Skills section, on the flip side, is listed at the very top of a resume. Your skills section stip ulates a window into how much capability you are able to bring to the organization.

Recruiting Veterans with Social Media - Spark Hire

Recruiting Veterans with Social Media - Spark HireSocial media is a powerful recruitment tool. In fact, more than 70 percent of hiring professionals are increasing their investment into social recruiting. Social media platforms offer an ideal way to showcase your brand and find quality applicants. Recruiting via social networks can also help increase employee referrals and reduce time to hire.When it comes to attracting talented military veterans, social media is an especially effective tool. Like their civilian counterparts, many young vets use social networking sites but older veterans do, too. In fact, four out of 10 veterans who use Facebook are older than 45. Here are 3 steps you should take when you go about recruiting veterans with social media Why Hire Veterans?Veterans possess characteristics that make them outstanding employees for small businesses and Fortune 500 corporations alike. According to a poll of business leaders, 90 percent said the vets they employ have a stron g sense of responsibility, understand the meaning of teamwork, and demonstrate a high degree of professionalism. They also agree that veterans often flourish under pressure, assimilate easily to leadership roles, and are adaptable. In addition to benefiting your company by being first-rate workers, veterans help build goodwill with consumers and may make your company eligible for tax incentives.Follow these steps to leverage social media to attract and hire veterans.Step 1 Know your audience.To effectively market your jobs to vets, you need to know what matters to them. Follow veteran-focused hashtags, such as vets,MilitaryMonday,and SOV (Support Our Veterans) and join veteran groups on Facebook and LinkedIn to learn about issues important to veterans. If your company employs veterans or military spouses, ask for their insights.Quick Tip Veterans families often play a huge role in their transition to civilian employment. In addition to vet-focused discussions, follow the exchanges o f military spouses and other family members through hashtags like MilFam.Step 2 Build an authentic pro-veteran employer brand.Like other job hunters, veterans want to know what your business has to offer before they send in their resume. Use what youve learned about veterans to develop a vet-friendly employee value proposition (EVP) and communicate it through social media. If your corporate culture encourages teamwork and serving others, make sure your EVP highlights this fact vets tend to look for these specific organizational values. You might also consider creating a mentor program specifically for veterans and touting this fact via social platforms.Quick Tip If you already employ veterans, ask them to help you build relationships with others by endorsing your company on Facebook or recommending it through their personal social media accounts.Step 3 Write veteran-friendly job descriptions.Veterans often struggle to align their skills with the requirements outlined in traditional job descriptions. Use language that makes it easy for veterans to correlate their military training and experience to the position requirements. A skills translator tool like Military.com or O*NET Online can help you become familiar with the military occupational specialty (MOS) codes that pertain to your industry.When drafting your job description, keep in mind that less than one-third of vets 25 and older have a college degree, so consider amending the phrase bachelors degree required to include or equivalent military experience. Make your job listing even more appealing to vets by offering flexible work arrangements when possible.Quick Tip When posting jobs on social media, use popular vet hashtags such as military, hiring, militaryhiring, HireaVet, and jobs to make them easier for veterans to discover.Social media recruitment allows you to proactively tap the talent pool of service members and find the best candidates for your workplace. Utilizing these steps and tips will help bring you one step closer to finding the best fit for your company.What other non-traditional methods do you utilize when recruiting veterans?About the Author Alice Williams has an MA in Communication Studies from San Francisco State University, where she studied organizational communication and HR extensively. She is a contributor to BusinessBee and likes to go hiking with her husband in her spare time.