Also: Chambers talks of changing Cisco’s software model; Inflight connections; skilled worker shortage, and more
Even Exchange
Regarding “Exchange 2007 will shake up messaging”: There are a few points in this article that are bit misleading. For example, clustering is still an option and yes, only on the mailbox server. However, CCR is just another option for those customers (and there are many) who need inter-site disaster recovery. Furthermore, you can use CCR in an intra-site scenario as well. This is an excellent option for those customers who are not interested in clustering through MSCS. Clustering (MSCS) on client access and hub transport servers is not needed because these servers don’t store any data. However, load balancing, on the other hand, is needed and built into the hub transport servers by default. For client access servers, you can use NLB or any hardware load balancer. In addition, you can, if you have a small site and don’t require clustering, combine all of the roles on one server. This design will make sense for a lot of smaller customers, but it is really not an option for larger customers — even in the Exchange 2003 world. In addition to CCR there is LCR (Local Continuous Replication), another option that is useful for intra-site disaster recovery.
Jason Deskin
San Francisco
Cut costs
Regarding “Chambers talks of changing Cisco’s software model”: If Cisco plans to charge separately for software, they need to consider reducing their hardware costs. Cisco products are already more expensive than many others and if the overall costs continue to increase, it will be more difficult to justify buying Cisco over other brands.
Pam Putney
Richmond, Va.
Snakes on a plane
Regarding “Business travelers could find in-flight Internet connections waning, for now”: Is it really necessary to have cell phones in planes? Even if there were only the slightest possibility of danger to the aircraft, why take the chance, especially in light of the insufferable boors who subject all of us to their cell phone stupidity?
Cell phone (ab)users are unconscious, disrespectful, discourteous and obnoxious. On public transportation, in doctors’ offices, theaters, restaurants, checkout lines — just about everywhere. In their own dream world, walking in the street or “driving” their cars. Their business, everyone’s business. Unable to bear silence or be by, or with, themselves for a moment. Totally oblivious to — and inconsiderate of — their neighbors.
Cell phones will be as ubiquitous in airplanes as they are in places where we are all held captive. These (ab)users ought to be relegated to their own soundproof cabin, compelled to suffer one another’s inanities — for the entire flight. I, and hopefully those who share these feelings, will give our business to the airlines that have the sense to ban them.
Emanuel Molho
New York
Close but far away
Regarding “Study: Internet partly to blame for your lack of close friends”: What are “close friends”? Do they have to live next door, down the street? Or can they be coworkers, e-mail contacts, Internet chatters, IM buddies or cell phoners? I think our social circles have just been extended farther because of technology. Look at the number of people from all corners of the social economic spectrum that have cell phones glued to their heads. Before, we had to wait to be in the presence of our date, spouse, or friends to talk. Now we can IM, cell, phone, or e-mail people at any time and during transit. Telephone tag is even nonexistent now with BlackBerrys and technology. Do I have to tell intimate thoughts to friends next door? Not anymore.
Brent Case
Vice president, technical services
Automated Barcode Systems
Rock Hill, S.C.
Shortage or short-changed?
Thanks to Linda Musthaler for her fine column, “Skilled-worker shortage: fact or fiction?”. I have been on both sides of the hiring relationship and can relate.
In the early years of my career, recruiters pigeonholed me according to product names and version numbers with which I had direct experience, turning me down for jobs involving slightly different mixes of products that I could have readily learned. Nevertheless, I succeeded in obtaining several fine jobs, which helped my résumé.
Later, I started my own computer consulting business, which I operated for 20 years. During that time, while sitting on the other side of the recruiting desk, I hired employees with less-than-perfect qualifications who possessed a well-rounded combination of experience, training, personality and educability.
They rarely disappointed me. And after hiring them, I permitted — even encouraged — them to continue professional or academic training, which only a few employees actually did. The few who did were allowed to work odd hours to attend classes. As a sole proprietor, I had the liberty to permit flexible schedules as long as our client needs were met.
After selling my business, I was fortunate to find an employer who apparently rated me the top candidate out of about five dozen (I am told). My combination of an advanced degree, industry certifications, experience with many of the products the employer uses and perhaps, personality, helped qualify me. In a way, I feel sorry for other candidates whose qualifications apparently were not as close a fit. No doubt many of them who lacked experience with one or two specific products could have readily learned them and done a fine job.
Most job openings are competitive. When dozens or even hundreds of candidates apply for a single job opening, employers can afford to be choosy, and perhaps should be. Candidates must do their best to prepare themselves in a variety of ways. But when only a few qualified candidates apply for a job, employers out of necessity become flexible. As such, the process of matching candidates with positions is somewhat self-governing. Nonetheless, employers might do well to lessen their reliance on résumé-scanning software (which I never used) that so readily rejects otherwise worthy candidates. A less technological approach to hiring, ironically, may be better.
Leslie Asher
Network administrator
IBEW Local Union 1245
Vacaville, Calif.
I have been working in IT for eight years and have continually heard about the shortage of IT workers. Prior to Y2K I believed it, but when I began seeking a job in 2002 I realized reality was different than what I had been reading.
I’m an IT generalist with a bachelor’s degree in MIS and no certifications. The only jobs I get calls for are entry level, ignoring the fact that I have experience managing an IT department and significant supervisory experience.
I wrote a paper on the H-1B visa for a class in social issues and was very enlightened. At the same time, my company was seeking to extend the visa of a programmer from India. The CIO told the hiring manager to write the job description to match the visa worker’s résumé specifically and make sure the case could be made to keep him regardless of the applicants’ strengths. These combined to teach me the realities of the so-called skills shortage.
Dan Rothbart
North Port, Fla.
