mining and other industries - release toxic gases when detonated. "Unexploded ordnance" (explosive weapons that didn't detonate) is also a major polluter.
Using new materials that derive explosive energy from nitrogen instead of carbon, German scientists have developed experimental bombs that create fewer toxic byproducts. They are also less likely to explode accidentally if mishandled.
ong they can wade through the BS trough. In communities of action, what's the alternative - turn the other cheek and let people "teach" others things that are simply lies, half-truths, or so absurd that even the government wouldn't let them land at Area 51?
Perhaps we might want to start an experimental period where @opinion precedes one's opinion and @fact facts. Might get even more interesting.
@Delaney - Did you include yourself in the group of 25-30 people? ;)…
other business behemoths. What I would urge anyone who is relying on Google's failures to resonate in the world of job seeking to consider is this: their failures are often technologies that are experimental or just a little left of their wheelhouse. I would also argue that saying Google Search "works a little" may not be a fair shake to the massive success and ubiquity of Google Search (which is considered by many as their greatest success). And this is what gives us pause in regards to Google for Jobs. It is a function of search, and like Google Maps, it has the potential to overshadow its competition. Google strikes out. A lot. But when they hit, the bases are usually loaded and it is out of the park.…
ly one preference.
@Derd - how do you have multiple accounts that you don't have the password for?
Every now and then I'll get an invite from someone that I'm already connected to or "people you may know" shows me another account for someone I'm already connected to. When searching by names, I've also come across countless people that have 2-5 profiles.
It seems very suspicious that LI doesn't have (or use) methods to cross reference and flag duplicates so whoever they belong to can eliminate extras w/ or w/out a password.
It would be quite interesting to see how many of the 300M fall into these duplicate or spammer categories. I've disconnected from at least 3 people that I know died, so I'm sure there are plenty more that none of us are aware of.
And, (against TOS) certain individuals use stealth experimental profiles for legitimate research reasons, of course.
www.chronosworkflow.com) for global multinationals. The Group owns and operates 41 offices worldwide.
Follow us on twitter.com/coberonchronos and facebook.com/coberonchronos
Our client is one of the largest engineering and electrical engineering companies with worldwide operations in the industrial automation and control, information and communications, maintenance and power transmission sectors.
Operational RP Senior Technicians
Responsibilities are operational RP around the accelerator complex, including:
• Radiation surveys at workplaces around client’s accelerators, and experimental areas.
• Performance of radiation monitoring during the replacement and maintenance of radioactive machine components.
• Assessment of the radiation exposure risks of workplaces in radiation areas and provision of guidance to persons working in radiation areas.
• Verification and control of the correct execution of work procedures in areas with the risks of external and/or internal exposure to ionizing radiation.
• Radiation controls on material and waste leaving radiation areas.
• Follow up of operational dosimetry by recording the doses received by personnel and comparing it to estimated job doses.…
d is always right and the rear echelon is wrong, unless proved otherwise.")
b. People completely unrelated (meaning directly) to Talent Acquisition.
If only I could share all the conversations I've had with people about talent . . . meaning people that are able to stand outside the bubble we operate within. I've had some pretty cool conversations with salespeople, marketers, finance people . . . even 'candidates'. My personal challenge is having the time to share many of these things because my real day job is bringing talent and companies together :)
My point is that we are writing history to a degree. We are the experimental scientists of the new talent world - John Sumser even called RBC itself a "series of experiments". In today's world of not only attracting talent, but also developing and retaining it, the "little people" are actually the "big people". If there are "big people", then their strength in this nebulous time of rethinking talent is to help guide the discussion, offering their insights and drawing correlations to the time of 'talent's past'.
Although there were many great minds before them, this did not prevent Copernicus, Descartes, Kepler, Da Vinci, Einstein, etc. from seeing new realities (or at least looking at the same phenomena through a different set of lenses) :)…