Search Results - health-related

Blog Post: Twitteriffic Susan Kang Nam Gets Creative with Reasons to Twitter: A big question I am often asked about Micro-Blogging service, Twitter, is simply this, "So what do you do on Twitter, just tell…; Added by Craig Fisher at 3:29pm on February 24, 2009

Blog Post: Web site traffic creation: Get linked. This is a very important part of website management. Exchange links. Trading links with other websites that are closely related to the subject of your website can bring you more…; Added by Manohar Mahesh at 7:58am on February 5, 2009

Blog Post: The Evolution of the C-Suite: Exploring Its Meaning in Today's Corporate World: Understanding the C-Suite

Definition and…; Added by Adrian Lawrence FCA at 3:06pm on October 19, 2024

Topic: Resumes Tip: a 5-second glance. A great way to do this is to use job titles and skill headings that relate to and match the jobs you want. For example, compare the headings Roger used in his before resume to the headings used in his after resume. Before Resume: Accounting / Recordkeeping Administrative Computer Skills After Resume: Management of A/R and A/P Accounts Computerized Accounting Applications Departmental Administration / Recordkeeping Which set of headings are the strongest for an Accounts Payable / Receivable Manager position? Even though Roger's title was Accounting Assistant, he actually managed over 1,000 A/R and A/P accounts. Using skill headings that market the true nature of Roger's job duties will generate him more interviews and higher salary offers. For more examples, like this one and the ones discussed below, click on 60 Free Online Resume and Job Search Workshops at ProvenResumes.com. Tip 2 - Use Design That Grabs Attention Employers make snap judgments when glancing at your resume. If they see unrelated job titles or skills the likelihood is very high that they will make an immediate assumption that you are not qualified for the job you want. Adding to this problem is the fact that employers don't have the time to read through each of your job descriptions to determine if you have the skills they need. You Must Do That For Them! The design of your resume must highlight the most important information about your work experience, skills and education. At first glance this information forms the image that employers have of your skills and abilities. Tip 3 - Create Content That Sells Resume design should get attention but it's really the content of your resume, the descriptions you include of your skills and abilities, that determine how many interviews you generate--as well as the level of salary offers you receive. Compare the before and after statements from Roger's resume shown below:Before Resume: Maintained records for accounts receivable and accounts payable accounts. After Resume: Managed over 1,000 accounts receivable and payable accounts working directly with the Chief Financial Officer. Which of these examples presents Roger as being more qualified, having higher skills and worth a higher salary? As this example illustrates, our image of Roger is changed and elevated when we read the after example. For more examples of how to create powerful content click on 60 Free Online Resume and Job Search Workshops. Tip 4 - Quantify and Use Power Words As Roger's after statement demonstrates, using numbers to describe your achievements and responsibilities can greatly expand and elevate your image. Using numbers and quantifying creates vivid images in our mind when we read them, whereas general statements like the before examples are easy to skip over or forget. Typically the more specific you can be in describing your duties the better. Another strategy that is extremely important in controlling the image that employers develop about you--is to use Power Words or verbs that match the level of position you want. For example, Roger wants to use the experience he's gained to move into a management position. To strengthen his image he should use as many "management oriented" words as possible. Which example below do you think is the strongest? Typical Verbs: Gave work assignments to staff of entry level accounting clerks. Power Words: Directed workflow, supervised and trained accounting staff performing posting to general ledger, accounts receivable and payable accounts. Tip 5 - Analyze Ads and Job Descriptions to Identify Key Words Learning how to analyze the key words that employers provide in help wanted ads and job descriptions is a key element in creating powerful resumes. For example, read the ad Roger found for an Accounts Receivable Manager below and see how many key words, phrases, or skill descriptions that it includes. Accounts Receivable Manager Seeking experienced A/R Manager to oversee accounts, manage billing and collections, train accounting and clerical staff, develop status reports for management and prepare monthly balance sheets. B.A. Degree or A.A. Degree with minimum of 2 years experience required. Even though this ad is small it contains 12-13 key words or phrases that should be addressed in Roger's resume. Roger can also key words from an ad like this to create headings for his resume such as: Key Word Skill Headings Management of A/R Accounts Billing and Collections Supervision of Accounting and Administrative Staff Balance Sheet and Management Status Reports Tip 6 - Identify and Solve Employer's Hidden Needs In addition to the skills or needs listed in the ad shown above, the employer will have many more needs that Roger should identify and address in his resume and cover letter. For example, this employer will need someone who can deal effectively with other departments, research accounting issues and records to solve problems. To beat today's heavy competition for jobs, it's important that you identify and anticipate the full range of needs each employer faces and show how you can solve those needs. Tip 7 - Sell the Benefits of Your Skills Most resumes provide a list of duties that each applicant has been responsible for--without explaining the benefit of those skills to employers. For example, a secretary's resume might state she can type 80 wpm and is extremely accurate. This statement lacks an explanation of how her typing speed and accuracy benefit an employer's bottom line. The real benefit is that the employee can produce more work and ultimately save the employer money. A better statement for this person's resume would be: Selling The Benefits of Skills · Achieved top production volume by maintaining high degree of accuracy with typing speed at 80 wpm. · Cut labor expense over $6,000 annually by eliminating the need for part-time wordprocessing staff. Tip 8 - Create An Image That Matches The Salary You Want As you write your resume, keep in mind the level of job and salary you want. Be sure to create an image that presents you at the appropriate level. For example, language used in a resume for an $8 an hour position is much different than the language used for a $16 an hour position. I recently met Lynn, who had held a Health Insurance Claims Management position making $42,000 per year. She had retrained for the accounting field and hadn't yet gained any "direct accounting experience" although she had prepared monthly accounting reports as a Department Manager. I was appalled when she shared the resume she had been counseled to create. It began with this statement: Seeking an entry level position in the accounting field. Now what pay rate do you think this statement would motivate employers to offer Lynn? A much better statement would be: Seek an Accounting position utilizing my experience: · Managing a department and accounting for up to $250,000 in monthly claims. My goal is to help people either stay at their current salary level or move up--not go backwards. As you can see, the last statement greatly elevates Lynn's image and will be much more likely to generate salary offers comparable to her last pay rate. Tip 9 - Prioritize the Content of Your Resume Another big mistake that job seekers make is to list very important data in the lower sections of their job descriptions. As you compile statements for your resume, prioritize them by importance, impressiveness and relevance to the job you want. Remember that a strong statement which uses power words and quantifies will affect every statement under it. Read the two examples below. Which one has the most impact? Unprioritized Maintained records control, filing, office supply purchasing and equipment maintenance. Managed front office functions to support the President, Vice President and staff of 20 Sales Representatives. Prioritized Managed front office functions to support the President, Vice President and staff of 20 Sales Representatives. Maintained records control, filing, office supply purchasing and equipment maintenance. Tip 10 - Tweak and Target Your Resumes and Cover Letters You will generate many more interviews by tweaking your resume and cover letter so that they address the specific skills each employer requests. For example, Sally originally wanted a customer service position, then found an ad for a Retail Management opening. How well qualified do the headings in the left hand column present her for the Retail Management position? Do you think the headings in the right hand column will generate more and better interviews for Retail Management positions? Customer Service Cash Accountability Computer Skills Retail Management / Customer Service Cash Accountability / Supervision of Retail Stations Retail Accounting Applications Sally's actual title had been Lead Cashier, even though she managed her own retail cashiering station in addition to 6 other cashiers and stations. Once Sally had created her original resume, it only took about 5 minutes to tweak and relabel her skill descriptions to fit Retail Management positions. This "relabeling" is entirely truthful and is extremely important in landing more interviews because it allows job seekers to apply for, and look qualified for, a wider range of jobs.…; Added by C. B. Stalling!! at 11:20am on October 21, 2008

Blog Post: Are You Married to the Job?: There are many forms of love that we can embrace. Love for your partner, love for your family, love for your friends, and even love for your job. Since the beginning of the 1990s, the weekly hours…; Added by Alicia Walker at 5:40am on September 1, 2021

Topic: That was the week that was...Week ending January 16, 2009: days posts and you can pick a best one of your own... Featured Posts, Articles & Authors... Mendoza's Monday Member Showcase: Meet Thomas F.X. Licari, Corporate Recruiter, and Activist Founder of The Illinois Recruiters Association Tutorial Tuesday Kelly Dingee with a post: Do you like Facebook as a source? Tuesday's Talent Talk Cafe Hosted by Susan Burns: A conversation on blogging and best practices [Special thanks to Jerry Albright] Claudia's Wednesday Wisdom Smell the Roses Third Party Thursday Mark Berger with a post Free Resumes and Job Postings Friday: TGIS (Thank Goodness It's Sumser!) Digging Into RecruitingBlogs.com v2.03: Verbal Summary ...and Editor's Picks Monday... Your Internet/Recruiting Dashboard by RecruiterGuy The Death of Recruitment Print Advertising? by Iain MacGibbon Down Economy Brings Opportunity by Sean Harry Too Much Training? by Bill Radin Tuesday... Salary Secrets by Michael Glenn Overcoming Perception by Aasia The Tao of The Hire by Dave Graziano Are you a "Control Freak"? by Debbie Goodin Wednesday... How many freaks do you pass over each day? by Maren Hogan What You Should Know About the New LinkedIn by Craig Fisher High tech ... high touch by Ric Willmot Thursday... Is Sourcing the Silver Bullet of Recruiting? by Cathy McCullough Jobster calling on desperate measures? by Chad Sowash Hitting 2009 in Stride – Tips From The Top HR Blogging Minds by Jeremy Hatfield Facebooking- Personal VS. Professional information by Jennifer LaVigne Innovation through Inclusion by Joe Gerstandt Friday... Think Before Your Tweet - A MUST READ!! by Scott Gordon The Client Side - Put Yourself In Their Shoes by Todd Kmiec The Power of PMA: Positive Mental Attitude by Mike Rasmussen Recruiting Tip of the Day Monday... Dean Lockett says: Get a recommendation. Doesn't matter if it's a candidate that you placed or didn't place but worked hard to or if its a client that you've provided a service to .... get a recommendation. More... Tuesday... Craig Silverman says: Learn how to ask opened ended questions and be a great listener. This is a fun business so have some fun while you are at it. Focus on helping people and the placements will start falling into place. More... Wednesday... Antoinette says think outside the box. I find good candidates by looking on Licensing or Chapter Member websites. In some cases you can also place a free add on a chapter website specifically for people with the certification that you are seeking. More... Thursday... Steve Levy says: Volunteer your company as the place to hold related vertical and functional association meetings, supplying refreshments, food, and shwag while practicing the art of Zen Recruiting. More... Friday... Kelly says: When a candidate stacks up well on paper and in person, yet for some reason you feel uneasy about them, listen to your instincts. More... This Week's RBC Blogordinaire: Steve Levy How should we describe Steve? Indefatigable; incorrigible perhaps? Hmmm...how about insubordinate, insolant even? Whatever, he's one of the in-crowd: Monday Even the porn industry has its hand out Tuesday Googling helps destroy the environment Wednesday Four Pink Slips and a Lawsuit Thursday The Fractured Sisterhood @Work Friday Sorry Mrs. Slouch The Week's Top Videos Monday... LinkedIn Tips - OneMinuteInterviewTips.com posted by Gus Cawley Tuesday... Employee Engagement posted by Moi' Wednesday... Recruiter Earth Films posted by Chris LaVoie Thursday... Ever wish you could fly??? .. no truly fly? Check this out. posted by Jim - medXcentral Friday... Animal Tribute posted by Jim Durbin Quotable... "Maren...we'll need a, um, ring girl to carry the cards 'tween rounds. Mo...waddahya, a repawtah or sumtin? You're gonna help Maren. Danarooooo...you're another one of those crazy Aussies; we have you pegged for beer sales" Steve Levy, An Hour With...it just isn't this simple…; Added by Amitai Givertz at 8:06pm on January 18, 2009

Topic: Dave Mendoza Reveals "The Dark Side of RecruiterEarth: When Funny Is Actually Spite": tory behind its formulation and its intent is anything but funny. I waited a couple of days to let this this situation and its implications 'sink in' to properly address all the issues involved. Today I will make an attempt to remove any ambiguity on where I stand on the video, its creators, Chris Lavois - a public figure in our industry. It started as a 'gag reel' to loosen up for a more serious video about an entirely different topic matter. I requested, and I was promised, - without any ambiguity - that this video would not be produced nor aired at any time. In emails to date, this has been confirmed by Chris LaVoie, a Recruite earth Co-Founder, that he fully understood that it was never my intent to have this video shared with the general public. You may be asking yourself why it matters, "It was funny Dave, why the issue?" The video you may have seen was originally taped in November at Kennedy Expo four months ago. I was given no expectation that the material would be aired, I was not informed of the video by Recruiter Earth, nor did the video even give credit to RecruitingBlogs.com nor Jason Davis. Above all, I want to inform Recruiter Earth's membership that the video you saw was edited entirely out of context, of which none of this material should have been on aired. Chris LaVoie and Recruiter Earth never had legal rights to make it available to the public and overall it wasn't a funny situation. Overall it was an abuse of trust. The video was made to look like a comedy at the expense of my friend Jason Davis and though it is a funny Video, RecruiterEarth's intent was not meant for comedy and I'll explain why. Let me give you a bit of background on the process that led to this seemingly, lighthearted video: This past September, Recruitfest, Toronto, was produced by Recruitingblogs.com and a cocktail party was hosted at the home of Jason Davis. Being one to enjoy "Where are they now" Baby pics I took a photo as a prank on my friend, Jason Davis, on my iphone of a picture frame. A month later on Halloween when Jason asked me who I was pretending to be for the holiday, I told him I was going as "him" - he was puzzled but a few hours later I used the little boy picture as my own profile photo for the day. The initial intent on my part was that of an innocent prank, a shenanigan, - but It was poorly executed and the impact was something I could not have expected 4 months later and has been a matter of personal regret. As a partner of RecruitingBlogs.com, I know first hand that decisions to ban members are never easy. Over the last several months Chris LaVoie has been an active participant on RecruitingBlogs.com but instead of being active by adding content and participating in the ongoing conversations about recruiting, Chris would use RecruitingBlogs.com in order to promote RecruiterEarth in a way we like to call 'Predatorial' networking. His behavior was that of someone whose sole purpose was to attract RecruitingBlogs.com membership to his own, with the intention of selling products to them. You see I am the first to tell you that Recruiter Earth is slick, just like its leadership. The word "slick" is defined by Webster's dictionary, however, as "deftly executed and having surface appeal or sophistication, but shallow or glib in content; polished but superficial." The look and feel is that of a Vodka ad in GQ magazine - and it feels that way because it is indeed utilizing its membership information to continually promote its Red and Black book of passive candidates, among other products. We at RecruitingBlogs.com spent at least two months determining whether to ban Chris Lavoie from RecruitingBlogs.com, and once he was banned - he shot back at jason by banning JD AND then manipulating my gag reel - with Recruiter Earth going out of their way to make it look like it was through my own consent. It is no coincidence, that four months after that video was shot that it would appear without warning or notification just as he was being banned himself from RecruitingBlogs.com. The video was produced to spite Jason Davis, myself and RecruitingBlogs.com because he was removed by our community for his lack of respect. The timeline and the lack of consent is consistent with this conclusion. The fact that Chris LaVoie continued to air the video after informing me he would remove it merely confirms this understanding. As much as i would like to take credit for being funny, this was a concerted effort to have as many people see this as possible and completely taken out of context. The more I learned about the timeline of actions leading up to the video being posted, the more I understood it was no coincidence. It was Chris LaVoie's way of giving a middle finger to RecruitingBlogs.com after he was banned. I am absolutely appalled. I always found Chris to be a personable sort of guy, the kind you can crack a joke with down the hall of a conference, but interestingly enough Chris was always fond of closing a conversation with "Let me know when you're ready to join the "Dark Side." I certainly saw the site's underbelly this past weekend and over the last several months hitting our membership to join his own site. What is more interesting is that Chris repeated this refrain right as I was about to hang up the phone telling him to take the video down. It speaks volumes that Chris would view himself and Recruiter Earth in this manner. It is easy to contrast the healthy ecosystem as reflected by Recruitingblogs.com - a community whose membership can be secure without fear that their private membership data will not be sold to vendors, and whose leadership works to benefit its membership with transparency and worthy, user generated content without the hollywood glitz. This description is decidedly contrary to that of Recruiter Earth, whose membership is availed to vendors, a constant stream of vendor related spam, and whose leadership can often be found lurking from profile to profile promoting a competing site and its products and spamming its membershp via email. It is a depiction Chris LaVoie thinks is funny, or perhaps a freudrian slip of the tongue of how he views his practices as compared with that of our own at RecruitingBlogs.com. It is not, however, how Jason Davis and I do business nor do we find such juvenile responses to being banned humorous, pitting one friend against the other to show spite. When the goal is to sell people things rather than to build community, I agree with Chris, it is the 'Dark Side' of the industry and it is what we are trying to Change - not continue to propagate as the image of an industry we want people to take pride in. Sometimes what seems funny turns out wrong, but it becomes unethical when the sole intent is to manipulate it as an instrument of spite. PS: As soon as I posted my response to the Video on RecruiterEarth Chris Lavois banned me as a member of RecruiterEarth within 5 minutes, then he banned Maureen, I assume Jerry Albright - Oh Well lol - really Chris be an adult. There are so many simple solution, like for example, taking the video down you have no signed release for nor stated permission otherwise - and apologizing. Escalation is pointless especially against individuals not even involved because they shared opinions on the matter. Chris Lavoie - I would appreciate it if you apologized. It's warranted.…; Added by Dave Mendoza at 11:40am on February 10, 2009

Topic: SmartSearch licenses TalentHook internet search capability: nhanced Internet resume search integration option with SmartSearch Version 14 upgrade February 8, 2010, Oceanside CA – Resource Edge, LLC, creator of TalentHook, the Internet’s fastest resume spidering technology solution, has extended its existing partnership with Advanced Personnel Systems, Inc. (APS), the maker of the SmartSearch applicant tracking system (ATS), with a license agreement to integrate direct use of TalentHook resume search and candidate sourcing tools from within the SmartSearch recruiting application. This enhancement is an upgrade to SmartSearch’s existing TalentHook integration, and will be offered as a value-added service option to the new Version 14, scheduled for release by the end of the first quarter of 2010. The added functionality will feature TalentHook’s powerful internet search capabilities through the SmartSearch interface. APS clients will have the ability to launch and execute a TalentHook search without leaving SmartSearch. Search results from TalentHook will automatically parse resumes directly into the SmartSearch database, eliminating the administrative task of exporting candidates for each search. TalentHook is a full resume searching software solution that scours the Internet for active and passive candidates. This tool aids the recruiter by providing sourcing automation capability which includes the rapid search of thousands of online resume sources as well as desktop and ATS search, basic candidate contact management, shared tracking and comprehensive OFCCP compliant reporting for Internet recruiting. TalentHook Sphere has introduced key product enhancements in 2009 including the addition of over hundreds of new sites, enhanced searching functionality, key search integration with Monster as an alliance partner and resume ranking. TalentHook Sphere features popular resume search channels including diversity, domestic and international sites, college and alumni career portals, social networks, community pages and search engine sites. They are also the only resume search provider to offer flip search capability, affording recruiters the ability to conduct targeted search through the Internet’s most popular search engines. "We believe this new service option for SmartSearch users will further streamline the front end of the recruitment process, and encourage more recruiters to take advantage of the benefits of integrated, automated resume search," said Phil Gonzalez, CEO of Resource Edge, "We’ve partnered with Advanced Personal Systems since 2008 to provide strong, effective recruitment solutions. The SmartSearch product is reliable and progressive in its functionality, and the APS team is actively engaged in ensuring their clients have tools that add value to the recruitment process. We’re pleased to extend TalentHook’s internet search capabilities to APS based on the positive reviews both companies have received from our mutual clientele." "SmartSearch is designed to seamlessly integrate with our clients’ existing systems and other applications for managing all employment related information," said Doug Coull, CEO of APS. "We were one of the first applicant tracking systems to integrate with TalentHook and are excited about the opportunity to offer our clients this enhanced search functionality with our Version 14 release this year." About SmartSearch: Advanced Personnel Systems has developed and deployed quality talent management and recruiting solutions since 1986. Having pioneered the field of resume-scanning-based recruiting solutions, APS is a recognized leader in on-demand technology and innovative approaches to recruitment data management. Its signature product, SmartSearch, currently in its thirteenth release, serves over 165,000 users and 4.7 million job seekers worldwide. APS designed the SmartSearch talent acquisition and recruiting business software with the intention of bringing together the myriad building blocks of recruiting workflow in one easy-to-use solution. SmartSearch consistently ranks as one of the top providers in leading industry surveys, and is recognized as a Premier Applicant Tracking System (ATS) Alliance member, the top tier in Monster’s HR Alliance Program. SmartSearch is also the first HR Alliance member to integrate with the Monster Diversity & Inclusion Recruitment Solution to better connect employers with a wider, more diverse audience of job seekers. Learn more about SmartSearch by visiting www.smartsearchonline.com About TalentHook: TalentHook is a recognized leader in the recruitment technology and staffing industry for over ten years with a fast, powerful desktop application designed to optimize and streamline Internet resume search. TalentHook is licensed on a subscription basis because it is continually updated to preserve searching effectiveness and compatibility. Resource Edge, LLC, the creators of TalentHook, is also Monster HR Alliance member. For more information on TalentHook, visit www.talenthook.com or call: 800-979-HOOK. # # #…; Added by Sylvia Dahlby at 8:33pm on February 8, 2010

Topic: My Horror Story: The Short and Long of It: ar of the unknown." (Wikipedia) So what could be so horrific in a recruiter’s job experiences that would qualify as a “horror story”? Who would think that such a job, the one of being a recruiter, would have horror attached to it? Well it’s here and there and the stories shared in this contest reflect a variety of aspects of what horror is in certain circumstances for recruiters. For me my horror came in the job itself. Frankly, the horror of dying on the job. No joke. My fear was a combination of the known and the unknown. Allow me to explain—did you know that in California State Prisons there is a “No Hostage Policy”? It is interpreted as: “If you’re taken as a hostage by prisoners in a prison setting there will be NO negotiation for your release.” You’re essentially SLO. My Horror Story: The Short and Long of It Long story short--I left a Civilian Recruiter role in the Army when my enlistment was up in 1974, just after Nixon was impeached, Watergate had the headlines and the recession was on, magnified by the oil shortage crises that started in ’73. Unemployment in California was 11% in many places. Jobs were scarce. However, my professional network directed me to a Federal, State and Minority Community Based Not-For-Profit organization trying to make a recruiting, training and job placement grant work within the California Department of Corrections. A job opening existed for an Administrator with Recruitment, Training, Job Development, Job Placement responsibilities. I qualified, was hired, and arrived at a prison in Northern California with linkage to Folsom, Soledad, San Quentin, Vacaville and Tracy—all famous and infamous State Prisons in California. My job was to interview, select/recruit, coordinate training, help counsel, and help directly and indirectly with job placement efforts of felons scheduled to be released in 1-2 years. My first presentation to an audience of inmates and inmate leaders ended with my life being threatened. I made the mistake of suggesting, “That if you’re not interested in our program which is designed to help you prepare for parole back into mainstream society—thank God you’re locked-up. You belong here.” After that presentation a Chicano inmate leader approached me and said, “Ese, this program can be a big help to those inmates here who need it and want to participate. That’s on them. But if you ever talk to us like that again--we’ll KILL YOU! Mfker!” As the reality of my life being threatened hit me this same inmate then said, “Vato (dude), your heart is in the right place. You want to help us help ourselves and this program is failing because they fired the last set of free people who tried to run it. I’m going to school you on how to survive here so that your program could be a good thing for us. But if it’s BULLSHIT and you’re BULLSHIT. Vamos a tener que matarte aquí o donde quiera que vaya (we'll have to kill you here or where ever you go). He then smiled and we shook hands. He was my mentor in all things related “prison survival” from that day forward. He represented the Hispanic inmates on the yard. I received similar threats from the White and Black inmate leaders as well. Frankly, any job that starts with your life being threatened qualifies as horrific and this truly was. And nothing signifies that better than the statement made to you when you enter a California State Prison as a free person for the first time. As you enter from the outside going in you pass through what is called a “sally-port”. This is the in-between space that you step into from the outside where the gate is closed behind you and just before another gate is opened allowing you to enter the prison proper. It is at that moment, between those two gates, that all free people are read the no-hostage policy, “If you are taken hostage here today, the Governor of the State of California allows us to inform you that there is a no-hostage policy here. We will not negotiate for your release if the prisoners here take you hostage and want to bargin with your life. Do you understand” That’s their on-boarding statement that brings shivers to the toughest men I’ve seen pass through the sally port. Many decided not to enter. I did. Next came the recruitment selection process wherein 100 inmates had to be interviewed for selection and placement into the training/counseling and job placement aspect of the program. Again, one-on-one interviews with murderers, serial killers, crazies, repeat offenders—all criminals with known and unknown backgrounds sit at arms length—face-to-face with me to determine if they are a fit for the program (a program designed BTW by four-time losers who saw all the hurdles paroled inmates faced that contributed to 60%-70% recidivism). This program was brought in to stem that flow. The yelling matches I had with some inmates who were not accepting being rejected put contracts on me on the yard. The only thing that saved me were the inmate leaders who intervened on my behalf for the good of the program. Nevertheless, I was coached by security on what to do if I was attacked and how to signal them. To my good fortune, though there were near hits—I did survive and manged to win most of the inmates over in terms of the good we did on their behalf. During my approx. four years with the program I ended up directing but still with hands-on recruitment, training/counseling/job placement responsibilities. I directed three counselors and three external job developers. We ran a program that actually made a significant improvement resulting in only 9% recidivism, 92% job placements over a three year period with the likes of: IBM, Xerox, HP and many other California employers. The horror of the work there was the occasions when young men would turn themselves in to me to escort them to security for solitary confinement because they were being raped on the yard. The horror of the experience was the threat of violence at a moments notice. Example, Mexican National inmate newly incarcerated made the mistake of removing a salt shaker during chow hall from a Black Gorilla Gang members’ table. It was considered an insult—he was killed and the Hispanics rampaged killing a black inmate in retaliation threatening to kill 2 for every one they killed. We, my team worked in the midst of those gang wars…always on the edge of a violent work environment. The final horror story of my/our experience there at the prison was when the famous and infamous Proposition 13 passed in California—which was the Tax Revolt that defunded many social services type programs like ours. The horror being that we were gaining momentum in minimizing recidivism and getting ex-felons back with their families; back on the job; and contributing as tax paying career minded citizens who prior were rampaging and causing pain in suffering in their wake. I often say I would still be working in such a role and place had Prop 13 not passed and the program survived. Horror experience yes, but on positive impact side of the equation I have nothing that compares to it. …; Added by Valentino Martinez at 11:38pm on November 18, 2011