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1490 Unicode (on CD) Appendix K Outline K.1 Introduction K.2 Unicode Transformation Formats K.3 Characters and Glyphs K.4 Advantages/Disadvantages of Unicode K.5 Unicode Consortium s Web Site K.6 Using Unicode K.7 Character Ranges Summary Terminology Self-Review Exercises Answers to Self-Review Exercises Exercises K.1 Introduction The use of inconsistent character encodings (i.e., numeric values associated with characters) when developing global software products causes serious problems because computers process information using numbers. For instance, the character a is converted to a numeric value so that a computer can manipulate that piece of data. Many countries and corporations have developed their own encoding systems that are incompatible with the encoding systems of other countries and corporations. For example, the Microsoft Windows operating system assigns the value 0xC0 to the character A with a grave accent while the Apple Macintosh operating system assigns that same value to an upside-down question mark. This results in the misrepresentation and possible corruption of data because data is not processed as intended. In the absence of a widely-implemented universal character encoding standard, global software developers had to localize their products extensively before distribution. Localization includes the language translation and cultural adaptation of content. The process of localization usually includes significant modifications to the source code (such as the conversion of numeric values and the underlying assumptions made by programmers), which results in increased costs and delays releasing the software. For example, some English- speaking programmers might design global software products assuming that a single character can be represented by one byte. However, when those products are localized in Asian markets, the programmer s assumptions are no longer valid, thus the majority, if not the entirety, of the code needs to be rewritten. Localization is necessary with each release of a version. By the time a software product is localized for a particular market, a newer version, which needs to be localized as well, is ready for distribution. As a result, it is cumbersome and costly to produce and distribute global software products in a market where there is no universal character encoding standard. In response to this situation, the Unicode Standard, an encoding standard that facilitates the production and distribution of software, was created. The Unicode Standard outlines a specification to produce consistent encoding of the world s characters and symbols. Software products which handle text encoded in the Unicode Standard need to be localized, but the localization process is simpler and more efficient because the numeric values need not be converted and the assumptions made by programmers about the character encoding are universal. The Unicode Standard is maintained by a non-profit organization called the
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K Unicode (on CD) Objectives To become familiar with Unicode. To discuss the mission of the Unicode Consortium. To discuss the design basis of Unicode. To understand the three Unicode encoding forms: UTF-8, UTF-16 and UTF-32. To introduce characters and glyphs. To discuss the advantages and disadvantages of using Unicode. To provide a brief tour of the Unicode Consortium s Web site.
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1488 Career Opportunities (on CD) Appendix J J.8 In this appendix, we have discussed online contracting opportunities. Visit FreeAgent (www.freeagent.com) and create your own e.portfolio, or visit eLance (www.elance.com) and search the requests for proposals for contracting opportunities that interest you. J.9 In this appendix, we have discussed many career services Web sites. Choose three sites. Explore the opportunities and resources offered by the sites. Visit any demonstrations, conduct a job search, build your resume and calculate your salary or relocation expenses. Answer the following questions. a) Which site provides the best service? Why? b) What did you like? Dislike? c) Write a brief summary of your findings, including descriptions of any features that you would add. WORKS CITED The notation indicates that the citation is for information found at the Web site. 1. J. Gaskin, Web Job Sites Face Tough Tasks, Inter@ctive Week 14 August 2000: 50. 2. J. Gaskin, 50. 3. M. Berger, Jobs Supermarket, Upside November 2000: 224. 4. 5. M. Berger, 224. 6. Cisco Advertisement, The Wall Street Journal 19 October 2000: B13. 7. M. Feffer, Posting Jobs on the Internet, 18 August 2000. 8. 9. J. Gaskin, 51. 10. C. Wilde, Recruiters Discover Diverse Value in Web Sites, Information Week 7 February 2000: 144. 11. 12. 13. 14. A.K. Smith, Charting Your Own Course, U.S. News and World Report 6 November 2000: 58. 15. D. Lewis, Hired! By the Highest Bidder, The Boston Globe 9 July 2000: G1. 16. 17. M. French, Experience Inc., E-Recruiting for Jobs for College Students, Mass High Tech 7 February 13 February 2000: 29.
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Appendix J Career Opportunities (on CD) 1487 ANSWERS TO SELF-REVIEW EXERCISES J.1 a) True. b) True. c) False. The large number of applicants reduces the amount of time a recruiter can spend interviewing and making decisions. Despite screening processes, many highly qualified applicants can be overlooked. d) False. The number of individuals researching employment positions through other means, such as referrals, newspapers and temporary agencies, far outweighs the number of Internet job seekers. e) False. Six percent of America s workforce is categorized as independent consultants. J.2 a) 40,000. b) diversity. c) 5 million. d) resume-filtering software. e) eligible. EXERCISES J.3 State whether each of the following is true or false. If false, explain why. a) RFP is the acronym for request for proposal. b) The Internet has provided employers with a cost-effective means of testing their prospec tive employees in such categories as decision making, problem solving and personality. c) Online job recruiting can completely replace other means of hiring employees. d) Posting a job online is less expensive than placing ads in more traditional media. e) A lack of confidentiality is a disadvantage of online career services. J.4 Fill in the blanks in each of the following statements: a) Finding a job online can greatly the amount of time spent applying for a po sition. b) is an example of a Web site in which contractors can bid on projects. c) When designing a job posting, defining what makes the position unique and including information such as and might convince a qualified candidate to further investigate the position. d) The Internet hosts for employers seeking to increase diversity in the workplace. e) The Internet provides employers with a cost-effective means of testing their prospective employees in such categories as , and . J.5 Define the following a) corporate culture b) pay-per-hire c) request for proposal (RFP) d) resume-filtering software J.6 (Class discussion). In this appendix, we discuss the shortcomings and advantages of recruiting on the Internet. Using the text, additional reading material and personal accounts answer the following questions. Be prepared to discuss your answers. a) Do you think finding a job is easier on the Web? Why or why not? b) What disadvantages can you identify? c) What are some of the advantages? d) Which online recruiting services do you think will be most successful? Why? J.7 Many of the career services Web sites we have discussed in this appendix offer resume- building capabilities. Begin building your resume, choosing an objective that is of interest to you. Think of your primary concerns. Are you searching for a paid internship or a volunteer opportunity? Do you have a specific location in mind? Do you have an opportunity for future employment? Are stock options important to you? Find several entry-level jobs that meet your requirements. Write a short summary of your results. Include any obstacles and opportunities.
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1486 Career Opportunities (on CD) Appendix J ing internships, individuals who are just graduating and individuals who have been in the workforce for a few years. There are a number of Web sites that offer features that enhance job searches, prepare users to search online, help design applicants resumes or help users calculate the cost of relocating. Web recruiting reaches a much larger audience than posting an advertisement in the local newspaper. There are a variety of sites that allow employers to post jobs online. Some of these sites require a fee, which generally runs between $100 200. Postings remain on the Web site for approximately 30 60 days. Employers should try to post to sites that are most likely to be visited by eligible candidates. When designing a job posting, defining what makes a job position unique and including information such as benefits and salary might convince a qualified candidate to further investigate the position. The Internet hosts demographic-specific sites for employers seeking to increase diversity in the workplace. The Internet has provided employers with a cost-effective means of testing their prospective employees in such categories as decision making, problem solving and personality. TERMINOLOGY corporate culture open-ended question demographic pay-per-hire end-to-end recruiting solutions entry-level position request for proposal (RFP) online contracting service resume-filtering software SELF-REVIEW EXERCISES J.1 State whether each of the following is true or false. If false, explain why. a) Online contracting services allow businesses to post job listings for specific projects that can be viewed by job seekers over the Web. b) Employment networks are Web sites designed to provide information on a selected company to better inform job seekers of the corporate environment. c) The large number of applications received over the Internet is considered an advantage by most online recruiters. d) There is a greater number of individuals searching for work on the Web than through all other mediums combined. e) Sixteen percent of America s workforce is categorized as independent contractors. J.2 Fill in the blanks in each of the following statements: a) There are approximately online career services Web sites on the Internet today. b) The Internet hosts demographic-specific sites for employers seeking to increase in the workplace. c) In the 24 hours following the Super Bowl, job searches occurred on Mon ster.com. d) Many recruitment sites use to filter through received resumes. e) Employers should try to post to sites that are most likely to be visited by can didates.
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Appendix J Career Opportunities (on CD) 1485 www.jobs4wireless.com This site searches for jobs in the wireless telecommunications field. www.staffing.net This site allows job seekers to discover openings in the world of wireless technology and communications. www.wiwc.org This site s focus is wireless communication job searching for women. www.firstsearch.com At this site a job seeker is able to discover part-time, full-time and salary-based opportunities in the wireless industry. www.pcsjobs.com This is the site for The Caradyne Group, which is an executive search firm that focuses on finding job seekers wireless job positions. www.cnijoblink.com CNI Career Networks offers confidential, no-charge job placement in the wireless and telecommunications industries. SUMMARY The Internet can improve an employer s ability to recruit employees and help users find career opportunities worldwide. Job seekers can learn how to write a resume and cover letter, post them online and search through job listings to find the jobs that best suit their needs. Employers can post jobs that can be searched by an enormous pool of applicants. Job seekers can store and distribute resumes digitally, receive e-mail notification of possible positions, use salary and relocation calculators, consult job coaches and use self-assessment tools when searching for a job on the Web. There are approximately 40,000 career-advancement services on the Internet today. Finding a job online can greatly reduce the amount of time spent applying for a position. Potential candidates can also learn more about a company by visiting its Web site. Most sites are free to job seekers. These sites typically generate their revenues by charging employers who post their job opportunities, and by selling advertising space on their Web pages. Sites such as Vault.comand WetFeet.com allow job seekers to post questions about employers and positions in chat rooms and on bulletin boards. On many recruitment sites, the match of a resume to a position is conducted with resume-filtering software. A lack of confidentiality is a disadvantage of online career services. According to recent studies, the number of individuals researching employment positions through means other than the Internet, such as referrals, newspapers and temporary agencies, far outweighs the number of Internet job seekers. Career sites designed for individuals seeking technical positions are among the most popular online career sites. Online contracting services allow businesses to post positions for which they wish to hire outside resources, and allow individuals to identify projects that best suit their interests, schedules and skills. The Internet provides students and young professionals with some of the necessary tools to get them started in the job market. The target market is made up of individuals still in school and seek
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1484 Career Opportunities (on CD) Appendix J www.internshipprograms.com Students seeking internships can search job listings on this site. It also features City Intern, to help interns become acquainted with a new location. www.brassringcampus.com This site provides college grads and young professionals with less than five years of experience with job opportunities. Additional features help users buy cars or find apartments. Online Contracting www.ework.com This online recruiting site matches outside contractors with companies needing project specialists. Other services provided through eWork include links to online training sites, benefits packages and payment services and online meeting and management resources. www.elance.com Similar to eWork.com, eLance matches outside contractors with projects. www.freeagent.com FreeAgent matches contractors with projects. www.MBAFreeAgent.com This site is designed to match MBAs with contracting opportunities. www.aquent.com This site provides access to technical contracting positions. www.WorkingSolo.com This site helps contractors begin their own projects. Recruiting Services www.advantagehiring.com This site helps employers screen resumes. www.etest.net This site provides employers with testing services to assess the strengths and weaknesses of prospective employees. This information can be used for better hiring strategies. www.hire.com Hire.com s eRecruiter is an application service provider that helps organizations streamline their Web-recruiting process. www.futurestep.com Executives can register confidentially at Futurestep.com to be considered for senior executive positions. The site connects registered individuals to positions. It also offers career management services. www.webhire.com This site provides employers with end-to-end recruiting solutions. Wireless Career Resources www.wirelessresumes.com This site connects employers and job seekers with resumes that focus on jobs revolving around wireless technology. www.msua.org/job.htm This site contains links to numerous wireless job-seeking Web sites.
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Appendix J Career Opportunities (on CD) 1483 www.rileyguide.com This site includes a section with opportunities for people with disabilities, which can be viewed at www.dbm.com/jobguide/vets.html#abled. www.mindexchange.com The diversity section of this site provides users with several links to additional resources regarding people with disabilities and employment. www.usdoj.gov/crt/ada/adahom1.htm This is the Americans with Disabilities Act home page. www.abanet.org/disability/home.html This is the Web site for The Commission on Mental and Physical Disability Law. janweb.icdi.wvu.edu The Job Accommodation Web site offers consulting services to employers regarding integration of people with disabilities into the workplace. General Resources www.vault.com This site provides potential employees with insider information on over 3000 companies. In addition, job seekers can search through available positions and post and answer questions on the message board. www.wetfeet.com Similar to vault.com, this site allows visitors to ask questions and receive insider information on companies that are hiring. Free Services www.sleuth.com On this site job seekers can fill out a form that indicates their desired field of employment. Job Sleuth searches the Internet and returns potential matches to the user s inbox. The service is free. www.ajb.org America s Job Bank is an online recruiting service provided through the Department of Labor and the state employment service. Searching for and posting positions on the site are free. www.xdrive.com This free site provides members with 25 MB of storage space for housing documents related to a user s job search. XDrive is able to communicate with all browser types and has wireless capabilities. www.driveway.com Similar to XDrive.com, this Web site provides users with 100 MB of storage space. Users can back up, share and organize information about various job searches. Driveway.com works on all platforms. Special Interest www.eharvest.com/careers/index.cfm This Web site provides job seekers interested in agricultural positions with online career services. www.opportunitynocs.org This career services site is for both employers and job seekers interested in non-profit opportunities. www.experience.com This Web site is designed specifically for young professionals and students seeking full-time, part- time and internship positions.
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1482 Career Opportunities (on CD) Appendix J www.cooljobs.com This site highlights unique job opportunities. www.careerhighway.com This site presents an opportunity for job seekers and employers to match up and register the career- specific information for which they are searching. www.inetsupermall.com This site aids job searchers in creating professional resumes and connecting with employers. www.wirelessnetworksonline.com This site helps connect job searchers to careers for which they are qualified. www.careerweb.com This site highlights featured employers and jobs and allows job seekers and employers to post and view resumes, respectively. Executive Positions www.sixfigurejobs.com This is a recruitment site designed for experienced executives. www.leadersonline.com This career services Web site offers confidential job searches for mid-level professionals. Potential job matches are e-mailed to job candidates. www.ecruitinginc.com This site is designed to search for employees for executive positions. Diversity www.latpro.com This site is designed for Spanish-speaking and Portuguese-speaking job seekers. In addition to providing resume-posting services, the site enables job seekers to receive matching positions via e-mail. Advice and information services are available. www.blackvoices.com This portal site hosts a career center designed to match African American job seekers with job opportunities. www.hirediversity.com In addition to services for searching for and posting positions, resume-building and updating services are also available on this site. The site targets a variety of demographics including African Americans, Asian Americans, people with disabilities, women and Latin Americans. People with Disabilities www.halftheplanet.com This site represents people with disabilities. The site is large and includes many different resources and information services. A special section is dedicated to job seekers and employers. www.wemedia.com This site is designed to meet the needs of people with disabilities. It includes a section for job seekers and employers. www.disabilities.com This site provides users with a host of links to information resources on career opportunities.
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Appendix J Career Opportunities (on CD) 1481 J.6 Internet and World Wide Web Resources Information Technology (IT) Career Sites www.dice.com This is a recruiting Web site that focuses on the computer industry. www.guru.com This is a recruiting site for contract employees. Independent contractors, private consultants and trainers can use guru.com to find short-term and long-term work. www.hallkinion.com This is a Web recruiting service for individuals seeking IT positions. www.techrepublic.com This site provides employers and job seekers with recruiting capabilities and information regarding developing technology. www.justcomputerjobs.com This site serves as a portal with access to language-specific sites, including Java, Perl, C and C++. www.bid4geeks.com This career services site is geared toward the technical professional. www.hotdispatch.com This forum provides software developers with the opportunity to share projects, discuss code and ask questions. www.techjobs.bizhosting.com/jobs.htm This site directs job seekers to links of numerous technological careers listed by location, internet, type of field, etc. Career Sites www.careerbuilder.com A network of career sites, including IT Careers, USA Today and MSN, CareerBuilder attracts 3 million unique job seekers per month. The site provides resume-builder and job-searching agents. www.recruitek.com This free site caters to jobs seekers, employers and contractors. www.monster.com This site, the largest of the online career sites, allows people looking for jobs to post their resumes, search job listings and read advice and information about the job-search process. It also provides a variety of recruitment services for employers. www.jobsonline.com Similar to Monster.com, this site provides opportunities for job seekers and employers. www.hotjobs.com This online recruiting site offers cross-listing possibilities on additional sites. www.jobfind.com This job site is an example of locally targeted job-search resources. JobFind.com targets the Boston area. www.flipdog.com This site allows online job candidates to search for career opportunities. It employs intelligent agents to scour the Web and return jobs matching the candidate s request.
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