can look back and recall several natural disasters and some not so natural that have caused a considerable amount of anxiety. Recent earthquakes, floods, fires, and tornadoes have ripped through different parts of the world and left us feeling a little helpless. Add the global economic crisis and you have a pot boiling over with some pretty stinky stew.
The latest blaze of paranoia to rip through humanity now comes with a snout and an oink & is attached to a sore throat and fever. 3M is making a killing on selling masks, as well as other medical supply companies. The media assures us there is no reason to have great or grave concern and yet they bombard us with live updates and break into regularly scheduled programming with up-to-the minute coverage.
Internet search engines line their borders with news briefs and photos of mask-wearing travelers or workers crossing the border at San Ysidro or the countless other Ports of Entry. Every day my children come home from school with reports that "so-and-so's" brother has swine flu or "what's-his-name's" dad is in Mexico and can't get home. While this is, indeed, scary because "we just don't know" and the media is even less helpful - Two different reports I heard on Wednesday: 159 deaths in Mexico versus 7 deaths, what's up with that? There is a big difference between these two reports and, unfortunately, we are only too happy to accept the sensationalized side of news and run to the local drug store to buy out hand sanitizer.
Swine Flu- "You cannot get it from eating pork, but the pigs themselves, are living Petri dishes because of their living conditions," reported by Yahoo yesterday, "The swine in both Mexico and the U.S. are not getting sick." And yet Egypt has moved forward with the slaughter of over 300,000 pigs, are you kidding me?
How do we, as smart people, allow this to happen? How do we become trapped in paranoia and permit it to take over? The state of the economy, the 5.1M jobs lost since 2008, and a current U.S. unemployment rate of 8.5% spells disaster any way you slice it but recent reports of continued and increased hiring is cause for some slight celebration, right? How do we take this good news combined the bad news we keep getting every hour on the hour and make our own worlds tolerable? I am typically not one that is easily pulled in by dread but it does seemed difficult to avoid the panic tractor beam that is increasingly magnetic.
I am reaching out to you, as my Co-Hort, for answers and advice. Short of shooting the bird that sings all night, how can we cope, adjust, and make it work on our own project runways? Share ideas and advice. My mother always told me to distinguish your wants from your needs. Well..., we are wanting and we are needing a gi-normous pill of valium right now cause mother's little helper isn't cutting it. "A chemical reaction, you might say..."
Life has a funny way of shaking you up and defining who you are. Cut of cloth, work ethic, the golden thread, a beam of light, a hand reaching down, an introspection of sorts.
What is your definition?
"Look at misfortune the same way you look at success - Don't Panic! Do your best and forget the consequences." ~Walt Alston
g back on a partnership that commenced in December of 2009 and includes 25 Prime Time users of the Broadbean software, it is easy to see why the relationship has been such a hit for both parties. In addition to the advert distribution tool, Prime Time has been an active user of Stream™, Broadbean’s CV search tool for the last year. Recently, Prime Time became a beta user of the Watchdog functionality, a new addition to Stream™, that allows current searches to be continually updated, watching for new candidates based on previously mandated search parameters.
The idea behind Broadbean Technology was to assist recruiters and hiring managers in the online recruitment process by streamlining a seemingly endless workload. With ample opportunity to learn from an excellent client services department, Shaun Simmons, Divisional Director and Matt Devine, Operations Director at Prime Time have worked closely with Gemma Waterworth, Primes Time’s Broadbean Account Administrator, to perfect the partnership and make sure the needs of Prime Time are continually met in a winning and timely manner.
Matt Devine of Prime Time explains, "The Consultants that fully utilise the various aspects of Broadbean are enjoying excellent results with regards to not only vacancy coverage but also the time saved in achieving this. A number of staff have recently received either face-to-face or conference call training and I would encourage all users to do this regularly to ensure that they are getting the full benefit of Broadbean. One of the great strengths of Broadbean is they run continual live training sessions on a daily basis that any existing user is able to join and speak to a member of the Broadbean team. "
Broadbean’s software has been seamlessly integrated with PrimeTime’s CRM of choice, Microdec’s Profile RPM 360. In just over a year of using the distribution and response tracking tools provided by Broadbean, Prime Time posted 9,464 jobs and was able to track and study over 56,000 candidate responses. .
A recently developed mobile app, along with the development of ground breaking tools to utilize multiple social media channels that include Facebook, Twitter and LinkedIn prove Broadbean’s desire to stay at the forefront of candidate sourcing, continually providing the latest tools to speed the online recruiting process and increase viable recruitment paths. With an eye to the future, Broadbean will continue to work closely with Cordant Group’s, Prime Time. Noted for its combination of excellent customer service and innovative software, the Broadbean approach is different than most technology companies: they get it, they understand the needs of recruiters and hiring managers. It’s just that simple.
About Broadbean Technology
Broadbean is the global leader in providing sophisticated yet easy-to-use candidate attraction tools that help recruiters improve efficiency and increase return on investment. Our software makes it easy to distribute jobs and search for talent online, while providing tools that optimize your recruitment process and integrate internal systems. The analytics we provide give insight on your most successful channels and provide metrics to increase effectiveness, ultimately lowering the cost of your online recruiting spend.
Broadbean helps 30,000 users, ranging from one-man staffing agencies to international corporations recruit people online. Put simply: we make recruiting people online quick, easy, and effective.
To find out more visit: http://www.broadbean.com
Congratulations, you made it!
Getting the right fit is rare, so whenever we find someone we believe to be a true [Company Name in a familiar tense} we want them to join our team…so we are delighted to confirm with you our offer of employment as [title and company and location].
We would like to offer you a semi-monthly salary of $5,833.33, which equates to $140,000 per annum.
It is our sincere hope that we’ll be welcoming you onboard as a valued full-time [Company name in familiar tense] joining our vibrant team of great global talent. On your acceptance of the role, we’ll need you to sign our “all-in-one” confidentiality, non-competition and assignment agreement (which is enclosed). You will need to sign both copies, returning one copy to me.
Our benefits package is under constant review and below is just a snapshot of what is currently on offer, some of which you need to have been with us for up to 90 days to secure.
. Health care – Eligible 1st day of month following start date
. Dental/Vision Care – Eligible 1st day of month following start date
. Flexible Spending Account – Eligible 1st day of month following start date
. Annual Vacation leave – 18 days prorated for calendar year 2012 based on start date
. Employer paid 1x Salary Life Insurance Coverage – Eligible 1st day of month following start date
. 401K with Employer Match – Eligible 90 days after start date
. Pre-Tax Transit Benefit – Eligible 30 days after start date
. 10 national holidays where the office is dark and your day is bright
. The morning off after your birthday so you can enjoy your hangover
. 4 half-day Summer Fridays – take them anytime between Memorial Day and Labor Day
We adhere to a policy of employment-at-will, which allows either party to terminate the employment relationship at any time, for any reason, with or without cause or notice.
Should you decide to resign your employment with us (for any reason), you agree to provide at least four (4) weeks’ notice advance, written notice prior to the effective date of your resignation. We also have a severance policy, which can provide you with two (2) weeks’ notice of termination of your employment.
You acknowledge and agree that these notice periods are reasonable and necessary so that we can replace you without jeopardizing our success or client relationships. As a result, we also have the right at any time during the applicable notice period to (i) reduce or change your title and/or responsibilities, (ii) relieve you of your offices, duties and responsibilities and place you on a paid leave of absence, and/or (iii) waive any or all of the applicable notice period without any further obligations to you, including but not limited to, making any payments to you in lieu of notice.
If you have any questions please do not hesitate to call, email, skype, poke, nudge, wink at or holler at me.
We are on a thrilling journey and hope that very soon you will be sharing it with us. We look forward to hearing your decision soon.
[Name and title]
t 50,000 bloggers — to do good. So they came up with an idea to create a landing page and then ask bloggers to support classroom supplies for students though the Omidyar Network-supported DonorsChoose.org.
"Basically, we asked BlogCatalog members to take a day off from writing about Britney Spears and Paris Hilton, and focus their posts on doing good to support education," says Berkman. "But the initial challenge didn't attract much attention at first."
After a few days with little interest, Berkman thought the program was dead before it started. From what he tells me, it might have died right then and there had it not been by chance that I noticed the campaign and requested a news release, intending to write a post for a business giving blog that my company maintains as a side project.
As it turned out, Berkman had never considered developing a campaign for the program. He didn't have a news release, and didn't know how to write one. So he asked me to write the news release for him to use for my post and then distribute to our appropriate media contacts. The coverage helped propel what would become the first social network-driven social awareness campaign on the Internet, with more than 1,000 students benefitting.
One year later, after Bloggers Unite continued to grow with each increasingly successful campaign, Bloggers Unite for Human Rights became the new benchmark for success. The campaign generated 1.2 million posts that raised awareness, provided varied calls to action, increased attention for Amnesty International, and caught the attention of Veronica De La Cruz, Internet correspondent for CNN's flagship morning news program.
Given the success of the program, I'm frequently asked how does one create a campaign, with hundreds of thousands of bloggers participating, to go viral? My answer is simple. You don't.
Going viral is an outcome, not an intent. Bloggers Unite programs might seem viral, but the large coordinated campaigns are managed from start to finish. And while my list of critical campaign bullets might make it sound simpler than it is, there are eight components that have proven successful in developing social network-driven campaigns.
Eight Components That Make Network Campaigns Work
1. Solicit input for campaign ideas from the network (that now consists of 190,000 bloggers at BlogCatalog). There needs to be some guidance. For example, ours is that the social awareness topic has to be underserved topic as opposed to popular.
2. Once the topic is chosen, find direct benefactors, organizations such as Amnesty International, AIDS.gov, or Refugees United. Benefactors provide an opportunity for tangible outcomes beyond buzz.
3. Working with benefactors, develop a turnkey campaign that provides participants with enough choices to write about what they want, but enough guidance that most will write within the topic area.
4. Create elements for the campaign such as badges, benefactor-supplied support videos, and backgrounders with three to five subject areas, each with links for more information. The objective is to make participation as easy as possible.
5. From these materials, develop a media relations plan and timeline. Unlike many public relations firms, keep the focus narrow, releasing the campaign information only to those media outlets with an expressed interest in that topic, whether it is human rights or AIDS.
6. Solicit participant promotional support from benefactors, promotional sponsors (not paid sponsors), and key network members with an expressed interest in that topic area. In short, create an unofficial team of leaders consisting of 25 to 50 campaign advocates and keep them apprised of what you will release when.
7. Demonstrate that you will take part in the event just like the participants. It's important for bloggers and network participants to see organizers as equal participants, not people attempting to push something forward as companies often attempt to do.
8. Follow the timeline and launch the campaign, recognizing members and encouraging participation every step of the way. When the media takes an interest, encourage them to focus on individual participants rather than the campaign coordinators.
Ideally, but not always, most campaigns require 90 days from conception to completion. Or, as I like to say in classes and at speaking engagements, it only takes about 90 days to change the world.
The program has proven successful enough that Bloggers Unite has undergone an evolution. In addition to coordinating three major events every year, any participant can now develop their own campaign based around a nonprofit event at BloggersUnite.org. Check it out some time.…
s to a news organization and forwarded them to the White House. No explanation has yet been received.
The White House maintains a massive e-mail list as part of its effort to promote its position on pressing issues. On Thursday, senior adviser David Axelrod used the list to send out a "chain" e-mail asking supporters of health care reforms backed by the administration to forward his rebuttal to criticism circulating on the Internet.
The White House strategy of turning supporters into snitches when they see "fishy" information about the health care debate may run afoul of the law, legal experts say.
"The White House is in bit of a conundrum because of this privacy statute that prohibits the White House from collecting data and storing it on people who disagree with it," Judge Andrew Napolitano, a FOX News analyst, said Friday.
"There's also a statute that requires the White House to retain all communications that it receives. It can't try to rewrite history by pretending it didn't receive anything," he said.
"If the White House deletes anything, it violates one statute. If the White House collects data on the free speech, it violates another statute."
Napolitano was referring to the Privacy Act of 1974, which was passed after the Nixon administration used federal agencies to illegally investigate individuals for political purposes. Enacted after Richard Nixon's resignation in the Watergate scandal, the statute generally prohibits any federal agency from maintaining records on individuals exercising their right to free speech.
The White House has been under fire since it posted a blog on Tuesday that asked supporters to e-mail any "fishy" information seen on the Web or received electronically to firstname.lastname@example.org.
"There is a lot of disinformation about health insurance reform out there," the blog said, adding that "since we can't keep track of all of them here at the White House, we're asking for your help."
The blog was posted partly in response to a video posted on the Web that claimed to show Obama explaining how his health care reform plans eventually will eliminate private insurance.
The video, featured on the Drudge Report, strung together selected Obama statements that the White House said were taken out of context.
The White House said it wanted to be made aware of "fishy" comments about its health care plan because it wants to set the record straight. But critics called White House move an Orwellian tactic designed to control the health care debate.
"This is a very troubling attempt to stifle the free speech of Americans who have the constitutional right to express their opinion and concerns about health care," said Jay Sekulow, chief counsel of the American Center for Law and Justice. He called on Obama to repudiate his blog.
"This move is an attempt to intimidate those who have legitimate concerns about the health care plan," Sekulow said. "And, worse, it turns the White House into some sort of self-appointed 'speech police.' This new White House reporting program strikes at the heart of the First Amendment and has no place in this important debate about health care."
Sekulow said he imagines that opponents of mandatory abortion coverage are engaging in what the White House considers "fishy" speech and should be reported.
"What the White House is touting is absurd," he said.
But Napolitano said the White House probably cannot be sued because of sovereign immunity, unless someone was harmed by what the government did with the records. But that's unlikely, he said, because the person would probably be unaware of the harm.
"That's a silent violation of your right to privacy," he said.
The ACLU said in a statement to FOXNews.com that the White House blog is a "bad idea that could send a troublesome message."
But the organization added, "While it is unclear at this point what the government is doing with the information it is collecting, critics of the administration's health care proposal should not fear that their names will end up in some government database that could be used to chill their right to free speech."
The White House Thursday denied that it was playing "Big Brother."
"Nobody is collecting names," White House spokesman Robert Gibbs said. "We have seen, and as I've discussed from this podium, a lot of misinformation around health care reform, a lot of it spread, I think, purposefully."
Texas Sen. John Cornyn, who has called on Obama to end the program, rejected the White House explanation.
"Of course the White House is collecting names," he said, arguing that anyone with access to the e-mail account has access to private information.
"The question is not what the White House is doing, but how and why," he said. "How are they purging names and e-mail addresses from this account to protect privacy? Why do they need the forwarded e-mails, names, and 'casual conversations' sent to them instead of just the arguments that they want to rebut?…
e that will help every college student and recent grad find the right job or internship.
“Gone are the days of job sites that consist of white pages with blue links shown in chronological order,” said Liz Wessel, Co-founder and CEO of WayUp. “With the combination of WayUp and Looksharp’s unique supply both on the job side and the candidate side, this acquisition will expedite WayUp’s growth all the more quickly, as we’ll now have more than 3 million U.S. student and recent grad profiles on the platform.”
WayUp has quickly become the leading place for college students who want to hold the reins to their futures. On WayUp, students and recent grads know that they will only see jobs they’re qualified for, saving them time spent applying to countless jobs where their application will likely go unviewed. According to WayUp, 23 percent of WayUp job applications result in an interview, compared to industry standard of 2 percent of job applications resulting in an interview. This has resulted in WayUp placing 1 in every 3 applicants in a job - an unprecedented statistic for most open job platforms.
While WayUp has created a community for its users who are extremely well retained, the team is aware that 73 percent of job seekers in the U.S. start their search in Google. WayUp already has over half a million users whose WayUp profiles show in one of the first spots on Google search results (for example: https://goo.gl/G6mOXp) before other major job platforms like LinkedIn. Looksharp’s full coverage of most college-related job searches on Google is what led to WayUp first taking notice of the company.
Not only that -- the synergy was undeniable, as both companies had the same mission to help college students land jobs in a much more efficient way than ever before. They both believed in building a brand that connected directly with job seekers, which they have seen allows them to retain share of mind among their users beyond graduation.
“When I met with Liz and JJ, we realized that both of our companies wanted to change the way students secure jobs, and how businesses find student talent,” said Andrew Maguire, CEO of Looksharp. “Since we both believe in the power of building a direct-to-consumer company, versus selling into universities or professors, we were able to easily map out what a deeper partnership would look like.”
Wessel wants WayUp to do what Spotify did for music: when you login, you receive a personalized playlist, can listen to songs directly on the platform, all the while resonating with Spotify’s powerful brand. No one, in Wessel’s opinion, has created this job seeker experience. “It’s hard to think of a single brand or product that college students resonate with, which helps them through possibly the most intimidating process of their lives: looking for work.”
“People are over going to outdated, non-personalized job sites. It’s time for people to see personalized job feeds, not tens of thousands of uncurated links that lead to mobile-unfriendly job pages,” said Wessel.
Terms of the acquisition have not been disclosed. Looksharp was founded in 2009 and has raised $10.48M to date.
WayUp is the leading online job marketplace exclusively for U.S. college students and recent grads. Launched in September 2014, WayUp is the only site where employers can post a job to a targeted (and filtered) audience of students at any U.S. college. WayUp currently has more than 3 million profiles of students and recent grads who represent 5,200 campuses in the U.S., with 25-30 thousand students signing up each week. WayUp works with startup to Fortune 500 companies with innovative approaches in the way in which they recruit millennial talent, and places 1 in every 3 applicants in a job.…
Added by Noel Cocca at 6:35pm on February 21, 2017
a comfortable environment and building them as a great employee?
Hire someone you have to train from the ground up because they seemed like a great culture fit?
Do we REALLY want to hire people that are more “like” us? What happens if we aren’t differentiating?
Where’s the line? We’ve decided to take this ever continuing debate LIVE.
William Tincup will moderate the hot topic of Competency vs. Culture. This time the gloves are off. Register now so you don’t miss out on this hot debate! In one corner, fighting for the side of Culture, will be CEO and Founder of Good&Co., Samar Birwadker. In the other corner, defending Competency, will be Leader in HR/Talent Acquisition, Tim Koirtyohann.
Which side are you on? Register now and we’ll see you there.
Samar Birwadker, Founder / CEO, Good&Co Inc.
Samar has led diverse teams of technologists, designers and researchers to drive breakthrough product innovation. Prior to founding Good&Co in 2012, he worked with leading technology and internet brands including Microsoft, Yahoo! and Adobe.Twitter: @samar Connect on LinkedIn
Tim Koirtyohann, Leader, HR/Talent Acquisition
Senior Recruiting Manager / Strategic Initiatives & husband who truly out kicked his coverage.Twitter: @HRwhale Connect on LinkedIn
William Tincup, President, RecruitingDaily
At the intersection of HR and technology, I'm a writer, speaker, & advisor.Twitter: @williamtincup Connect on LinkedIn