SSRS - How to add Spark-lines in your report

In this session, we are going to show you how to add sparklines in your report. Sparklines are small, simple charts that convey a lot of information in a little space, often inline with text. Their impact comes from viewing many of them together and being able to quickly compare them one above the other, rather than viewing them singly.
Because sparklines display aggregated data, they must go in a cell associated with a group. Sparklines and data bars have the same basic chart elements of categories, series, and values, but they have no legend, axis lines, labels, or tick marks.

SSRS - How to Create Line Chart Report

A line chart displays a series as a set of points connected by a single line. Line charts are used to representing large amounts of data that occur over a continuous period of time.

Life is about taking chances, risks and always moving forward

No one can predict where a person will be in the near or distant future. For life is about taking chances, risks and always moving forward. The plan we may have now could change the next day or  in the next few months or may be just a bad one after all. Don't get fooled, people entering or exiting other people's lives have a huge impact. Especially in a working environment. Asking someone about the next five years, to me, screams loudly like the five year communist idealistic phoney perspective for the next financial political congress. Funny right? How things resonate in other people's minds, huh?

This so important topic should be discussed more widely, All everyone needs to do is to adjust to the conditions of their own expectations and lived experiences and to envision a life/career destination. Taking and assuming all the necessary steps through the process is the key to all achievements. Being true to their own personal values and agenda will set them out of the crowd. 

A high culture atmosphere, perfect planning, positive climate. During employment, assessors looked how we communicate with each other and do we care of all in the hall during breaks. No typical questions, everything orientated to customer service and personality. Attitude is maybe not everything, but % really is. The rest is personality.

Job interview questions - Prepare Yourself

Talent and integrity is what needed in people you hire. Steve jobs said it best, we don't want to hire smart people to tell them what to do,we want smart people to tell us what to do? They’re too ambiguous and open ended, their answers won’t reveal too much about the candidates as they are the kind of questions in which a candidate can prepare and create answers that you’d want to hear.

Questions should be:

1. What have you done in the last 5 years?
2. What did you make?
3. Who were the parties involved? 
4. What was the product?
5. How long did it take?
6. How did you measure the success of the project or product?
7. Did you fail and what did you learn?
8. Would you do it all over again?

All standard interview questions should be replaced. Everyone can buy a sexy resume and can pay a career coach to ace the interview. Anyone can pay to find info and prepare for standard interview questions but you cant pay to answer questions that are designed to reveal ones talent, integrity, intelligence, dedication commitment and self worth.

The worst part is that we need to prepare the answers ahead to beat people that look up the answers on the internet to show a quality that they do not have. But at the end of the day, if we try to escape them, it will somehow imply that we "do not care" and came "unprepared" for the interview, regardless how great we are on our jobs. We need to prove with ineffective questions how good we are in words not in actions.

The Most Annoying Interview Questions

If we want to hire smart people, we should stop asking stupid questions. They ask the questions typically because officially once you walk in the door then they have decided if they like you or not or if they wish to pursue your candidate status. 

In case you have not noticed, good people hate these following questions in their interview scanning process- 

1. Why are you leaving your current company?

2. Where do you see yourself in 5 years ?

3. Why should we hire you ?

4. What are your weaknesses ?

People leave their employer due to poor management and lack of involvement in the growth of the employees. How many people leave in 1 year time because of this? People are mislead with broken promises 50% of the time. Take your applicant and turn the tables. Bring in 3 employees and CEO,VP higher management. Let the applicant do the  interview. If the applicant is well educated will know to run it like a strategic meeting.

A company will hopefully realise there is a problem and correct it. Turn around of employees will slow down, and they will be doing interviews and hiring due to growth. I mean, a candidate's smartness and his hard working nature is measured by such stupid questions on his first visit to the company, how would he happily join that company or join with full satisfaction and then later on do his job and how could he enjoy the job he is doing?

Even, I don't like these kind of questions. 

Q1. There are 101 reasons why we leave a company. And the common reason for everyone is for better pay check. I am sure what recruiters will make out of this question. Also, nobody will say a genuine reason. 

Q2. It all depends of the organization structure and the open positions in a company if you would like to grow and many other factors. 

Q3. Why did you open a position to recruit people or fill a position. That is a reason to hire me

Q4. Why do you want to know the weakness. Somebody's weakness maybe someone's strength. N I am 100 % sure no one will tell you their genuine weakness even if they have one.

Ask relevant questions related to the open position and questions which get's most out of the candidate whom you are interviewing. Like his attitude, how best he can get along with the colleagues, His Ideas, His Future Goals.

Nowadays people round very quickly and companies are also not too keen in retaining talents like they used too. Also people used to stay put for a long term benefit packages which has diapered , so the question is totally irrelevant !! 

It's not irrelevant if you're a company deciding whether or not to invest thousands of dollars and who knows how much time training someone. You'd be surprised by how many people excitedly tell you about the business that they're less than a year away from launching or that they plan on moving to Korea to teach English.  You wouldn't be a good steward of your organization's resources if you didn't at least attempt to inquire about a candidate's short term plans.

Trendiness needs a reality check.  Anyway, good to see some thought is being centred on interview questions and their relevance. How unjust it is for your future, your career, your ambitions, your dreams and aspirations and chance to success depend one that person who possibly woke up on the wrong side or feels threatened or is not even best qualified to assess your candidacy.

SSRS - How to add Grouping and Totals in SSRS