What happens to your brain and body when you procrastinate too much

What happens to your brain and body when you procrastinate too muchWhat happens to your brain and body when you procrastinate too muchTheres a reason why people are such bad procrastinators. Its easy Procrastinating feels great. But its not so great for your brain since it pits two of your brains heavy hitters, your limbic system, and your prefrontal cortex into a literal head-to-head match.The following is a transcript of the videoMost of us have procrastinated at some point in our lives. But about one in every five of us are compulsive about it. Putting off tasks and chores nearly every chance they get.Theyre called chronic procrastinators. And it turns out, this behavior does a lot mora damage than you might think.We get it, doing work is hard.But when you choose to watch TV over doing laundry or welcheshing the dishes youve just launched an all-out battle in your brain.On one side is your prefrontal cortex. Thats the part of your brain that sets long-term goals and regulates self -control. Its telling you that those dishes arent going to clean themselves.On the opposing side is your limbic system. It deals with pleasure, arousal, and reward.And its telling you that washing dishes is no fun, and youll have a better time doing something else. So, procrastination essentially puts your brain in its happy place.It feels good. Thats why you do it. But just because it feels good doesnt necessarily mean its good for you.For example, several studies have found that undergraduate college students who procrastinated had a lower GPA in the latter half of the semester compared to non-procrastinators.They were also more likely to get sick, based on their healthcare visits.Moreover, other studies have found that procrastinators report higher levels of guilt and anxiety when they choose to procrastinate in the first place.And if you keep it up, researchers have found that chronic procrastination is linked to low self-confidence, Low energy, And depression.Overall, your qual ity of life will probably be worse, than if you just listened to your prefrontal cortex. And you may think that you just have a different workflow or that you perform better under pressure.But, sorry to say, there are no studies to support any benefits of chronic procrastination. Bottom line its unhealthy. But not all hope is lost.In fact, researchers have conducted dozens of scientific studies in search for ways to help procrastinators. What theyve found time and again is that how you think about tasks can make a huge difference in how likely you are to procrastinate on them.Tasks like saving for retirement, for example, can be abstract Theres no immediate deadline, so you can always start tomorrow. And its this mentality that can lead you to procrastinate.Instead, make your tasks more concrete in your mind.For example, a study in 2011 discovered that people given an illustration of how they might look at retirement age were more likely to say they would save money for retirement, than people without an illustration.The image was something tangible. And, therefore, painted a more concrete picture of their inevitable future.Whatever the task, do your health a favor and do the work. You might just enjoy that TV show even more once you get to it.This article was originally published on Business Insider.

The Dos and Donts of Evaluating Veteran Candidates

The Dos and Donts of Evaluating Veteran CandidatesThe Dos and Donts of Evaluating Veteran CandidatesAs an experienced hiring manager, you probably feel confident in the way you approach the hiring process. You may think your questions are fair and without bias towards gender, race, or personal backgrounds. While this may be true in many of the more widely addressed areas that are generally promoted by both social movements, news, and politics, theres a narrow but large subsection of the population that you may not have had as much exposure to when it comes to interviewing and hiring.Were talking veterans. Whether active duty, reserve, or retired, veterans provide a substantial and diverse contribution to employers in a host of industries. As of 2017, retired U.S. servicemembers made up 8.5% of the US workforce. Given the specialty training and rigorous schedules and exacting process, veterans are often an attractive option for employers looking for solid, top-notch employees. While t hose with prior service experience can certainly prove an asset to your company, hiring such individuals is not without its hurdles if your hiring managers, interviewers or others arent properly trained. From insensitive questions to undervaluing prior unrelated experience, here we delve into the dos and donts when it comes to evaluating veterans candidates. Dont Make AssumptionsPerhaps one of the biggest mistakes you can make when evaluating a veteran for employment is to assume that their service has had a negative impact on their ability to perform. In all areas were often prone to listening to the sensationalized news and hot topics. For veterans, one of the biggest terms often thrown around is PTSD. PTSD (or Post Traumatic Stress Disorder) is a serious condition that can affect many who return after seeing active combat. While the condition carries a host of physical and mental drawbacks, perhaps the greatest is the negative perception and misconceptions attached to the diagnos is.First and foremost, dont ask candidates prohibited questions such as do you have PTSD or did you ever have to shoot or be shot at. Not only are these types of queries insensitive, they also could get you into serious HR hot water. If after meeting with a former service member you have concerns about their ability to perform essential work functions there are far better and more productive ways to phrase those questions. Try asking why the candidate feels like they would be a good fit for the position if they have any concerns over the job description or how they handle stressful situations. ansicht questions are far more sensitive and focus on the job at hand without projecting bias towards the candidates service experience. Another area where veterans often see bias is when they suffer a physical disability due to an active duty injury. Besides being a poor business practice, discriminating against a candidate due to a physical disability that doesnt affect their ability to per form their job duties also violates state and federal laws. Ask the candidate if they are able to physically perform the duties as listed in the job description and trust their judgment when they answer. Evaluating Transferable SkillsAnother area where veterans often experience bias is in applying for positions that require specific work experience or a niche skill set. While specialist positions do exist within the armed services, many veterans leave active duty with generalist experiences. This means that employers often evaluate veterans in the same way as they would entry-level candidates making it an uphill battle to find gainful employment after serving their country.Savvy employers know that what a former service member lacks in on the job training they make up for in commitment to quickly learning new tasks. Thinking on your feet is an essential quality developed across all branches of the military. Instead of considering veterans as having zero years of experience, give cr edit for their time served in the military. Operating a forklift may take special training, but a veteran will most likely have a great amount of experience in safely operating other vehicles and machinery. During the interview, ask the candidate about what skills or experience they feel would be most transferable to the new position. Most job descriptions have wiggle room for years on the job by using the phrase or equivalent experience. Assess veterans based on their service experience on a case by case basis and avoid automatically labeling someone as entry-level simply because they held a different title in their past job.Final Thoughts on Hiring VeteransEmployers should realize that hiring a veteran provides a great opportunity to add employees with significant extra skills. Former service members have had the opportunity to develop leadership skills as well as high attention to detail and are typically loyal to their company. Veterans are also more likely to show up on time an d be reliable, hard-working employees. In short, if you have the opportunity to hire a veteran, consider the perks the candidate may offer and value those when compared to actual work experience or specific titles. Your organization will reap the benefits of the contributions a veteran can make to your mission and overall business.

Article 80 of the Uniformed Military Code of Justice

Article 80 of the Uniformed Military Code of JusticeArticle 80 of the Uniformed Military Code of JusticeText (a) An act, done with specific intent to commit an offense under this chapter, amounting to more than mere preparation and tending, even though failing, to effect its commission, is an attempt to commit that offense. (b) Any partie subject to this chapter who attempts to commit any offense punishable by this chapter shall be punished as a court-martial may direct, unless otherwise specifically prescribed. (c) Any person subject to this chapter may be convicted of an attempt to commit an offense although it appears on the trial that the offense was consummated. Elements (1) That the accused did a certain overt act (2) That the act was done with the specific intent to commit a certain offense under the code (3) That the act amounted to more than mere preparation and (4) That the act apparently tended to effect the commission of the intended offense. Explanation (1) In g eneral. To constitute an attempt there must be a specific intent to commit the offense accompanied by an overt act which directly tends to accomplish the unlawful purpose. (2) More than preparation. Preparation consists of devising or arranging the means or measures necessary for the commission of the offense. The overt act required goes beyond preparatory steps and is a direct movement toward the commission of the offense. For example, a purchase of matches with the intent to burn a haystack is not an attempt to commit arson, but it is an attempt to commit arson to applying a burning match to a haystack, even if no fire results. The overt act need not be the last act essential to the consummation of the offense. For example, an accused could commit an overt act, and then voluntarily decide not to go through with the in-tended offense. An attempt would nevertheless have been committed, for the combination of a specific intent to commit an offense, plus the commission of an overt ac t directly tending to accomplish it, constitutes the offense of attempt. Failure to complete the offense, whatever the cause, is not a defense. (3) Factual impossibility. A person who purposely engages in conduct which would constitute the offense if the attendant circumstances were as that person believed them to be is guilty of an at-tempt. For example, if A, without justification or excuse and with intent to kill B, points a gun at B and pulls the trigger, A is guilty of attempt to murder, even though, unknown to A, the gun is defective and will not fire. Similarly, a person who reaches into the pocket of another with the intent to steal that persons billfold is guilty of an attempt to commit larceny, even though the pocket is empty. (4) Voluntary abandonment. It is a defense to an attempt offense that the person voluntarily and completely abandoned the intended crime, solelybecause of the persons own sense that it was wrong, prior to the completion of the crime. The voluntary ab andonment defense is not allowed if the abandonment results, in whole or in part, from other reasons, for example, the person feared detection or apprehension, decided to await a better opportunity for success, was unable to complete the crime, or encountered unanticipated difficulties or unexpected resistance. A person who is entitled to the defense of voluntary abandonment may nonetheless be guilty of a lesser included, completed offense. For example, a person who voluntarily abandoned an attempted armed robbery may nonetheless be guilty of assault with a dangerous weapon. (5)Solicitation. Soliciting another to commit an offense does not constitute an attempt.Seeparagraph 6 for a discussion of article 82, solicitation. (6)Attempts not under Article 80. While fruchtwein attempts should be charged under Article 80, the following attempts are specifically addressed by some other article, and should be charged accordingly (a)Article 85- desertion(b)Article 94- mutiny or sedition.(c)A rticle 100- subordinate compelling(d)Article 104- aiding the enemy(e)Article 106a- espionage(f)Article 128- assault (7)Regulations. An attempt to commit conduct which would violate a lawful general order or regulation underArticle 92(seeparagraph 16) should be charged under Article 80. It is not necessary in such cases to prove that the accused intended to violate the order or regulation, but it must be proved that the accused intended to commit the prohibited conduct. d .Lesser included offenses. If the accused is charged with an attempt under Article 80, and the offense attempted has a lesser included offense, then the offense of attempting to commit the lesser included offense would ordinarily be a lesser included offense to the charge of attempt. For example, if an accused was charged with attempted larceny, the offense of attemptedwrongful appropriationwould be a lesser included offense, although it, like the attempted larceny, would be a violation of Article 80. e.Maximum puni shment. Any person subject to the code who is found guilty of an attempt underArticle 80to commit any offense punishable by the code shall be subject to the same maximum punishment authorized for the commission of the offense attempted, except that in no case shall thedeath penaltybe adjudged, nor shall any mandatory minimum punishment provisions apply and in no case, other than attempted murder, shall confinement exceeding 20 years be adjudged. Above Information from Manual for Court Martial, 2002, Chapter 4, Paragraph 4

The sun never sets on the Magic Circle

The sun never sets on the Magic CircleThe sun never sets on the Magic CircleVaults law firm rankings wont be released until later in the summer, but I dont think its giving too much away to say that those U.K. firms with a substantial U.S. presenceClifford Chance, Freshfields, Allen Overy, Linklaters, Lovellsarent exactly struggling. In fact, the ascension of the Magic Circle firms in terms of prestige has been one of the surveys most striking trends over the last few years. This trend is even mora remarkable when one considers what a rocky start these firms had, particularly the largest of them all, Clifford Chance. First, there was Clifford Chances acrimonious union with Rogers Wells,followed swiftly bythe self-inflicted PR debacle known as the Memo Scandal. Back in 2002, in response to the firms perennial cellar-dweller status in the American Lawyers survey of associate satisfaction, the firm commissioned an associate-authored memorandum summarizing the associates gripes. To the surprise of no one, except perhaps Clifford Chance, the memo was leaked and rapidly made the rounds of New Yorks legal community. Most of the complaints catalogued in the memo were fairly typical for big time firms partner favoritism and indifference, inadequate perks (no free shoeshines), and insufficient training. The portion concerning billable hurs, however, was a bombshell some associates suggested that they felt pressure from partners to pad their hours. (Rumors of fraud = bad for business.)For the next couple of years, the memo scandal was, for many lawstudents and young associates, the eklatant fact about Clifford Chance-NYC. So kudos to the firm for climbing out of that hole. In the wake of the scandal, the firm took on morale issues head-on, going as far as installing a people partner to work on increasing retention. David Childs, the firms managing partner told The American Lawyer,Her sole role is to look after people. Theyve done something right In the AmLaw 2007 midlev el satisfaction survey, the firms New York office ranked10th out of 81.But of course providing a happy place for associates is hardly the point of a modern law firm. The Lawyer recently revealed some truly amazing statistics on the financial growth of UK law firms Since the turn of the century, the average PEP of the UKs top 30 firms has grown by just under 93 () per cent. As The Lawyer puts it The explosion in profitability has caused a seismic shift among the top firms with respect to their recruiting position stateside. John Christian, the personnel committee chair for Clifford Chance-US, positively crows We receive resumes almost every day from lawyers who want to come here. Higher profits have certainly helped. But the lockstep culture and global reach are also important. I dont believe any US firm can match our global footprint and collaborative approach. -posted by brianAbove agoogle image result for British Empire

The Battle Over What Is the Difference Between Cv and Resume and How to Win It

The Battle Over What Is the Difference Between Cv and Resume and How to Win It Top Choices of What Is the Difference Between Cv and Resume As a consequence, vitae are normally substantially longer than resumes. Along with length, CVs and resumes also differ in regards to editing. A curriculum vitae cv stipulates an overview of your experience and abilities. A cover letter shouldnt be confused with a resume as it doesnt include all the specifics of a resume. If you have to know why you must have a CV, here are six reasons. Its not so difficult to understand if its necessary to submit a resume or a CV. CV is a lengthy application document and could be even 5 pages long. You might need to translate your CV. The CV doesnt platzdeckchen any limit, and thus dont be afraid to list down all of your academic achievements. What You Should Do About What Is the Difference Between Cv and Resume Beginning in the Next 4 Minutes After all, your CV is a quick format of your life timeline in nutshell, therefore it is clear that it is going to fill up a specific number of pages. Whenever you decide on who you would like to represent you in your search, remember to ask them to be your reference. If you enjoy working with people mentoring and coaching its a wonderful position to get. In case the candidates CV doesnt provide the appropriate first impression, then plenty of opportunities and resources will be wasted by the candidate and he or she should rework on her or his CV. Lots of people that have a post graduate degree to never feel that it is crucial to put down high school information on their resume. With a high degree of self-awareness, you dont just benefit your career but your private life too. Many work in the public service or academia will take a thorough CV to be submitted as a member of a work application. If you wish to land a new job livecareer will be able to help you craft a standout resume. In some instances, it can happen that the recruiters d ont have extensive knowledge in your area. Top What Is the Difference between Cv and Resume Choices If youve recently graduated, you might want to incorporate any appropriate course content and the way that it is related to what the employer requirements. Due to the widespread use and availability of computers, the resume has developed during the previous 20 years to be a document targeted for a particular function. Instead, you simply make an account, then you are able to access your Bitcoin by signing in that account. If you dont remember your accounts password, you are able to go through an account recovery practice. Where to Find What Is the Difference Between Cv and Resume The period curriculum vitae is also utilised to describe documents submitted by job candidates in countries including New Zealand or the uk, where the term resume isnt commonly employed. Are tailored for the particular jobcompany youre applying to should represent you as the best qualified candidate a re utilized to secure you an interview dont usually include things like personal interests if youre applying for both academic along with industry private or public. Because your career, finances and future is at stake, why would you wish to reveal such a critical weakness. For that reason, its important to find out more about the graduate program to produce sure the school has the faculty and resources which you have to finish your masters or doctoral project. The aim of the resume is to create the candidate stick out from the remaining part of the competition. In the very first location, the work post would almost certainly indicate which one that you require. Youre searching for work, and that means you must prepare your resume. Your resume will frequently be screened by means of an ATS (applicant tracking system) that will hunt for relevant keywords inside your job resume application so as to discover the best match between the work ad and the job applications. Life, De ath, and What Is the Difference Between Cv and Resume You always ought to tailor your resume to coincide with the info in the work description. As an example, even in North America, there are specific circumstances where a CV is required. CVs are typically one or two pages long and tailored to the particular job that youre applying for, ensuring your experience and skills matches the requirements set out in the work description. A CV is the key document necessary for teaching positions and research. In different parts of the Earth, the expression CV keeps its American meaning. Speaking about the difference CV and resume you can take advantage of a single CV for the remainder of your career life. Not employing the perfect keywords and phrases in your job application is among the most typical mistakes folks are doing when writing a rsume. You must jot every form of skills and talents which you have gathered by means of your life, but bear in mind that it ought to be relevant to the corporate world.

Law career fact sheet

Law career fact sheet Law career fact sheetPosted September 5, 2013, by Julia WattersLaw ResourcesLawyer sample resumeLawyer sample cover letterCareer Insider StoriesSusan Sumars - Associate Lawyer & Pro Bono CoordinatorPandelis Tiliakos - BarristerInterested in becoming a?Human Resources OfficerBusiness ManagerAccountantManagement ConsultantFinancial BrokerPopular Career Searchesbest online law degree australialaw degree online australiadegree in employment lawcriminal law courses onlinegovernment funded law courses onlineLaw CoursesBachelor of Criminal JusticeEnquire Online Enquire OnlineJuris DoctorEnquire Online Enquire OnlineMaster of LawsEnquire Online Enquire OnlineJulia WattersRelated ArticlesBrowse moreWORKFORCE TRENDSLegal eagles find ways of riding out the recessionLike other industries, the legal profession has been significantly affected by the global financial crisis.CAREER ADVICECAREER INSPIRATION6 Reasons Why You Should Study LawStudying law offers you the gelegenheit to develop a wide range of skills and explore different aspects of human life, businesses, and society. Here are a few more reasons why studying law in Australia is an excellent choice.CAREER INSPIRATIONFemale entrepreneursSandra Reynolds - Author and Blogger, The $120 Food ChallengeI am passionate about teaching people not so much how to cook but how to eat, how to plan a menu for the week, how to stock up their pantry, how to use seasonal produce.

6 Tips for an Effective Job Search

6 Tips for an Effective Job Search6 Tips for an Effective Job SearchLike vowing to lose weight or spend less money, landing a new job may sound like a great resolution for the new year. But reaching goals, and having an effective job search, involves more than just wishful thinking.Turn your words into action with these six tips on how to really get into job search mode and have an effective job search in 20171. Write out your goals.Vague ideas wont do. You need to create a no-nonsense, easy-to-follow document stating what you want and how you intend to go about getting it.Without specific steps, you will be floating without direction, and this is what causes people to get off track, notes career and life coach Deborah Brown-Volkman, president of Surpass Your Dreams, Inc. In addition, steps are an excellent way to measure how close you are to achieving your resolutions.2. Block out time.Serious job seekers devote serious time to the endeavor.Get out your calendar and schedule regular , uninterrupted periods during which to work on perfecting your resume, researching companies, talking to contacts, and sending off applications.3. Get networking.You know you want a new job, but does anyone else? Get the word out to people in your network. Cast a wide net- anyone could be a potential lead.Prioritize meeting new people by attending professional events, alumni gatherings, and the like. Connections still rank as a top way to land a job, and socializing sure beats spending all of your job search time behind a computer.4. Construct an awesome elevator pitch.Be ready to flip into go-getter mode at any second by having an elevator pitch down pat.An elevator pitch serves as an introduction and first impression, says Ryan Brechbill, director of the Center for Career Professional Development at Otterbein University in Ohio. It immediately signals to the listener the candidates level of self-awareness, confidence, and purpose.Aim for brevity, a natural delivery, and a welcom ing approach. And definitely consider what listeners will find interesting or helpful.5. Update LinkedIn.Give all those great new people you meet a way to learn more about you by creating an attention-getting, thorough profile.Be sure to include a quality headshot to help them remember you and to provide an air of professionalism.6. Evaluate your motivation level.If putting these tasks into action provokes more dread than desire, you may not be ready to fulfill the resolution to find a new job.Perhaps you need to do some soul-searching first to discover the type of job that truly gets you excited. Or maybe youre actually pretty happy in your current location but could use some tweaks such as a flexible schedule to raise overall satisfaction.Pinpoint what factors are keeping you from conducting a passionate job hunt. When you find your answer, youll likely also find your ambition.Find a Flexible JobReaders, how do you get into job search mode and have an effective job search? Share s ome inspiration and tips below

10 mistakes youre making on your resume

10 mistakes youre making on your resume 10 mistakes youre making on your resume Chances are good that youre making a few of these common mistakes on your resume. How many are you guilty of?1. Relying on outdated sources of advice. Resume conventions have changed dramatically in the last 20 years. If youre reading a book that insists you use an objectiveon your resume or that you cant exceed one page, chances are good that youre reading something outdated (or listening to someone who hasnt hired recently).2. Including every job youve ever had, no matter how irrelevant or long ago. A resume isnt meant to be an exhaustive accounting of every job youve ever held. Its a marketing document designed to present you in the strongest, fruchtwein compelling light. That means you dont need to include every job youve ever had, or the part-time work you did on top of your regular job last year, or even your degree in an irrelevant field if you dont want to. You get to decide what you do and dont i nclude. The only rule is that you cant make things up.3. Listing only job duties, rather than accomplishments. Resumes that really stand out go beyond what your job description welches and instead answer this question What did you accomplish in this job that someone else might not have?4. Including subjective descriptions. Your resume is for experience and accomplishments only. Its not the place for subjective traits, like great leadership skills or creative innovator. Hiring managers generally ignore anything subjective that an applicant writes about herself, because so many peoples self-assessments are wildly inaccurate theyre looking for facts.5. Leaving out volunteer work. Sometimes during the course of an interview, I discover someone has highly relevant experience they didnt include on their resume because it was volunteer work and they thought it didnt count. It counts Your accomplishments are your accomplishments, even if you did the work pro bono rather than for pay.6. Incl uding inappropriate information. Information about your spouse or children, your height or weight, or your salary history doesnt belong on your resume. (And yes, people really do include these things.)7. Getting creative at the expense of clarity. If youre thinking of trying something creative with your resume, like unusual colors or a non-traditional design, make sure your desire to stand out isnt getting in the way of the whole point of resume design. Heres what fruchtwein hiring managers want from a resume a concise, easy-to-scan list of what youve accomplished, organized chronologically by position, plus any particularly notable skills, all presented in a format that they can quickly scan and get the highlights. Thats it. Creativity, while a nice trait, doesnt trump those requirements, so make sure whatever format you use works in those ways.8. Having tiny inconsistencies. If you want to come across as someone who takes care in your work and is attentive to detail, pay attention to the small things Do you have periods after some bullet points but not after others? Do you use consistent verb tenses throughout? Do you randomly start using a different font or type size? These things seem nitpicky, but even small inconsistencies can jump out to an attentive reader.9. Sending your resume without a cover letter. If youre applying for jobs without including a compelling cover letter- customized to the specific opportunity- youre missing out on one of the most effective ways to grab an employers attention. A cover letter is your opportunity to make a compelling case for yourself as a candidate, totally aside from whats in your resume.10. Believing every piece of resume advice anyone gives you. Yes, it may sound funny coming from me, but the reality is that you can give your resume to 10 different people who are all qualified to give resume advice, and youll get 10 different sets of recommendations Use this font, use that font, dont go over one page, two pages are fine, objectives are required, objectives are silly- it can be enough to drive you crazy.The reality is, there are few hard and fast universal rules aside from the obvious (no typos, no illegible fonts, no 10-page rambles, no inappropriate sharing of your personal life). But there are trends- conventions that are gaining majority support. For instance, most hiring managers agree that functional resumes are frustrating and possibly hiding something. And two-page resumes have become completely acceptable these days. But even these trends arent flat-out rules. The best you can do is to get a feel for the types of things people care about and why and make choices that make sense for you and the job you want.

Army Raises Maximum Enlistment Age

Army Raises Maximum Enlistment AgeArmy Raises Maximum Enlistment AgeUpdated 2019. This is a historical article that demonstrates that age limits are not written in stone and given the circumstances of the military, they have the discretion to raise or lower the maximum age limit eitherbei allowing or not allowing older recruits to join the active duty, reserves, or National Guard. It really depends upon the needs of the military, but there are waivers for age that are handled on a case by case basis when outside the age range of the current recruit requirements. Currently, the age limits for all entrances into the Army are the following AGE REQUIREMENTS ACTIVE DUTY 17-35 RESERVES 17-35 NATIONAL GUARD 17-35 UNITED STATES MILITARY ACADEMY 17-23 Post 9-11 Changes However, in 2005, during the initial phases of the Global War On Terror (GWOT), the Army raised its maximum age requirements to fill the needs of a highly deployed operational force. However, after six years, the need for m ore troops welches decreased and in 2011the age limit welches dropped back to GWOT levels. Also the unemployment rate welches higher after the Great Recession that led to a massive recruiting influx that further decreased the need to open the enlistment ranks for civilians in their forties. From Army News Service (2005) The Army has raised the enlistment age to 42 (for Active Duty, Reserves, and Army National Guard), made possible under provisions of the Fiscal Year 2006 National Defense Authorization Act. The Army raised the active-duty age limit to 40 in January as an interim step while it worked out the additional medical screening requirements for recruits ages 40 to 42. Before January, an applicant could not have reached his or her 35th birthday. The Army Reserve age limit was raised from 35 to 40 in March 2005. Raising the maximum age for Army enlistment expands the recruiting pool, provides motivated individuals an opportunity to serve and strengthens the readiness of Ar my units. More than 1,000 men and women over age 35 have already enlisted since the Army and Army Reserve raised their age limits to age 40. Experience has shown that older recruits who can meet the physical demands of Army service generally make excellent Soldiers. They are mature, motivated, loyal and patriotic, and bring with them a wealth of skills and experience to our Army, said Col. Donald Bartholomew, U.S. Army Recruiting Command Assistant Chief of Staff, G5. We certainly do not expect for this change to result in a large increase of recruits, however it will allow for those individuals who have the passion for service, but for whatever reason could not serve earlier in their lives, the opportunity to serve the nation now, when the time is right for them, he added. All applicants must meet eligibility standards, to include passing the physical standards and medical examinations however those 40 to 42 will be given additional medical screening. For Shannon D. Morris, 36, of S hreveport, La., enlisting in the U.S. Army was a dream-come-true. She said she had wanted to join since she was a teenager but she didnt get the chance. My brother was in the Army and it was always something that I wanted to do, she said. My father encouraged me to do it, but I became a mother at a young age and that took the priority. Morris thought she had lost her chance, but learned that the Army had raised its age limit when her son, Robert McLain, began talking with an Army recruiter. She said the more her son talked about his decision, the more interested she became in doing something for herself. When Robert told me I might still be young enough, the wheels started turning and I thought this might just be my last opportunity to get the benefits for my education and see the world. Morris said her family was surprised she wanted to enlist and serve, but they are supportive of her plans. Her mother thought it was a great idea and her husband Rick, a district fire chief who will retire this summer, encouraged her as well. My brother thought I was crazy, she joked. But he also thought it was great that I was doing it, and I couldnt believe how supportive everyone was of me. It made me proud to know that they were all behind me. Morris, who will be a petroleum lab specialist, left for basic combat training May 25 and McLain followed May 30 to Fort Benning, Ga., where he began training to become a Ranger. Recruits of all ages are eligible for the same enlistment bonuses and other incentives based on their individual qualifications. *This article is for historical purposes as the regulations for age limits have been raised and lowered back to previous standards during the 2005-2011 time period. However, history will always repeat itself and when in need, the military will need to reach out to older, qualified candidates to fill its ranks.