Search Results - health-related

Topic: RBC Holiday Photo Contest - Rules / Terms & Conditions: and details are below, but basically we are asking RBC members to upload their favorite holiday picture and include the RBC Avatar. These can be pictures from your office parties, working at your desk and/or with your family. We are looking for creativity, originality and all around holiday spirit. First Place Prize: $150.00 Amazon Gift Card Second Place Prize: $50.00 Amazon Gift Card Third Place Prize: $25.00 Amazon Gift Card How To Enter: Include the RBC Avatar in your favorite holiday picture and upload it to the RecruitingBlog.com photo section. One entry per member and Entrant must be a member of the RecruitingBlogs.com community. Sponsors are not responsible for lost, late, illegible, or incomplete entries or entries not received for any reason. Entries become sole property of Sponsors, and none will be acknowledged or returned. By entering, Entrant warrants that his or her entry (1) is original and does not infringe the intellectual-property rights of any third party and (2) has not won an award. Important Dates Contest Period: 12/9/11 – 12/29 Winners Announced: 12/30/11 RecruitingBlogs.com “Holiday Photo Contest” Official Rules: NO PURCHASE IS NECESSARY TO ENTER OR WIN. VOID WHERE PROHIBITED. SPONSOR: RecruitingBlogs.com (“RBC” or “Sponsor”), New Haven CT 06515. Timing: The Contest commences at 8:00 pm ET on Friday, December 9, 2011 and ends at 11:59 a.m. ET on Thursday, December 29, 2011. Winners will be announced on Friday, December 30, 2011. (“Contest Period”). Prize(s): Winners will be awarded Amazon gift cards in the following denominations: First Place – One Hundred Fifty Dollars ($150); Second Place – Fifty Dollars ($50); and Third Place – Twenty-Five Dollars ($25). Prizes are non-transferable and no substitution will be made except as provided herein at the Sponsor’s sole discretion. Sponsor reserves the right to substitute a prize of equal or greater value for a designated prize or for a component thereof if the designated prize should become unavailable for any reason. Winners are responsible for all taxes and fees associated with prize receipt and/or use. Eligibility: The Contest is open to those ages 18 or older at the time of entry. Employees of RBC and their immediate families (parents, siblings and children, spouses of any of them, or persons domiciled with any of them) are not eligible. Agreement to Official Rules: Participation constitutes entrant’s full and unconditional agreement to these Contest Official Rules and Sponsor’s decisions, which are final and binding in all matters related to the Contest. Winning a prize is contingent upon a participant fulfilling all requirements set forth herein. Judging: The top three entries will be selected by the RBC Staff and will be judged based on the following criteria: creativity, originality and holiday spirit. Incomplete and/or inaccurate entries and entries not complying with all rules are subject to disqualification. Decisions of judges are final and binding. Winner will be notified by e-mail on 12/29/11. Winner’s entry will also be published on RecruitingBlogs.com. Winners have one (1) day from the day the Sponsor sends notification to respond to and confirm the winning entry by sending an email to Info@RecruitingDaily.com containing all information requested by Sponsor in the notification. If the initial winner does not respond within this period, the prize will be forfeited and issued to the next winning entrant. RBC is not responsible for and shall not be liable for late, lost, misdirected or unsuccessful efforts to notify winners. If a prize or prize notification email is returned as undeliverable, the prize may be forfeited and the next winning entrant will be selected. The Contest is subject to all applicable federal, state, and local laws and regulations and is void where prohibited. Publicity: Participation in the Contest constitutes the winner’s consent to Sponsor’s and its agents’ use of winner’s name, likeness, photograph, voice, opinions and/or hometown and state for promotional purposes in any media, worldwide, without further payment or consideration from Sponsor to the winner. Rules subject to change without notice. ***Please Note: The RBC Avatar is attached to this post in a Word document. If anyone has trouble printing out, please feel free to contact me directly.…; Added by Tim Spagnola at 10:26pm on December 8, 2011

Topic: Phone Sourcing (Multi-Tasking): ng presents but there’s something else entirely that could mean big money to someone who knows how to talk on the telephone! I’m working a job looking for a Director of Operations for a manufacturing supplier to the HVAC industry that is located in the mid section of the United States. The first part of the job was complete when I had (phone) sourced about a hundred Plant Managers, Operations Managers and Directors at about 75 targets. I have pretty much the entire industry covered (in the mid-section region/major players) with my target list so this sourcing attempt should pretty much tell the story of the state of the industry at this point in time (as far as Operations are concerned.) I’m in the second part of the job and I’m “profiling” – that means I’m calling each person and saying: “Hi, Tom. My name is Maureen Sharib and I’m calling you from Cincinnati and you don’t know me.“ “Tom” says a number of things: “No, I don’t know you.” “I kinda’ do now.” “Uh- huh.” “What can I help you with?” He can also say nothing. “I’m helping a recruiter fill a Director of Operations position in/near your city and we’re wondering if you might have an interest in an opportunity like this.” Tom then says a number of things: “No, I’m pretty happy here.” “Hmmm…. – sounds interesting. Tell me more.” “Yeah, I’d be interested – how’d you get my name?” There are some other reactions but for now these’ll do to get the point across. A few (so far) responses have surprised (even) me: “No, I don’t think so – I’m the owner here!” I’ve heard this before – occasionally I’ll pick up an Owner’s name in jobs like this that are targeting entire industries; ESPECIALLY when I’m asking for the “Plant Manager” or the “Operations Manager.” The first owner I hit was on a Tuesday night. I tell that (developing) story here. The second one I hit two days later on the following Thursday afternoon and here’s what happened: I (unwittingly) called a company where I had the “Plant Manager” identified as Mark. I asked for Mark and was transferred to him. He answered. It was the fifth time I’d tried to reach him – all my previous attempts had gone to his Voice Mails. I had not left any messages. I rarely do unless I have a relationship begun with the person. “Yadda yadda,” (all that I said above) and he said: “I’m not interested but I can tell you I’m always looking for good salespeople and I ALWAYS (emphasis on ALWAYS) need qualified technicians. There aren’t nearly enough of them in this business!” That above is the business development portion of phone sourcing for those of you who didn’t catch it. He went on: “I bet you’re calling from one of the big ones…” He then named a few that, in fact were on my list as well as the company that was looking for the Director of Operations. I revealed nothing. There was a rather awkward silence that he broke first: “I’m an owner here.” Now that can mean a couple things. It could mean he’s a newly vested employee in an “ESOP” – an employee stock ownership plan which involves employees buying shares in a company that are held in trust. It could also mean he’s the owner. It could also mean he’s one of the owners in some type of partnership – usually a general, limited or limited liability type. Let’s look at his words. He said, “I’m an owner here.” The way he said it led me to believe he had partners. I ventured forth: “Have you all ever thought of selling your company?” He said, “Honey, we think of selling this company every day. That’s’ what we bought it for! We’ve taken this from a 9 million dollar business to a 40 million dollar enterprise.” “We’ve done that by buying eight companies in five years – all in the same industry.” Nonplussed and hearing something else in his tone, I chanced: “Something tells me you may not be as interested in selling at this point as in buying.” “Absolutely!” He enthused. “We want the next purchase we make to be in the $25-50 million gross range. We figure we can double our size in one fell swoop that way.” And they can and this is the way many companies at this growth stage do double (and triple) their sizes (in one fell swoop.) I then poked around a little, finding out that the ownership arrangement was in a limited partnership and he was one of the limited and that there was one Principle and three other limited. I know, from this information that I’m not talking to the decision maker but I do not know yet what the relationship is among the partners. I will - all in good time. He then volunteered that he had spent 23 years with one of the major industry players and he and the four others had formed a partnership and purchased the first of the eight companies they now own. I asked him if all the companies were profitable. He replied, “Very!" I then asked what they were looking for in their next acquisition besides size. He told me they’d like the next company to be in either the state they were located in or in concentric states about two states wide before admitting that they had recently looked at a company on the East Coast and would consider looking at companies “anywhere really, getting right down to the bottom of things.” “Just so they make sense.” “It must be in a related industry and should have a good service offering – and NOT be in manufacturing,” he emphasized. “We do some manufacturing when the customer gets down on their knees and begs us but we don’t like to. You can’t make any money in it,” he said. Now, it just so happens a few of the companies on my target list fit that bill. I’m going to sniff around a little more in my calling and see what else develops. So, let’s see. In two days I’ve stumbled across two owners – one a possible seller and the other a possible seller but more probably a possible buyer. We’ll see and I’ll keep you all informed how this “job” is working out! P.S. There’s another area of business touched upon above that phone sourcing facilitates. Can you spot it and what is it? Interested in phone sourcing metrics today? This might be worth a look. …; Added by Maureen Sharib at 8:08am on January 10, 2013

Comment on: Topic 'Recruiter's Recruiter for the East Coast': elow-excellent staffing industry references available.......... thanks, steve cooper 954 242 0619 tamarac, fl (fort lauderdale area) Stephen E. Cooper 7261 Fairfax Drive Tamarac, FL 33321 954 242 0619 StephenElliottCooper@Yahoo.com OBJECTIVES To be the Consummate Team-Player, bringing my Skills and Life Experience to an organization to help that organization thrive; to make a positive difference in peoples lives-both those with whom I work, along with the clients/customers I serve; and to thoroughly enjoy the personal satisfaction and financial rewards that come as a result of my committed efforts and achievements SUMMARY Consultative/B2B Sales/Customer Service Expert with Proficiency in Internal Human Resources Recruiting/Staffing/Training, External Sourcing/Recruiting, New Business Development and Client/Customer/Candidate Relationship Management; Primary Expertise in the area of Full-Life Cycle, Direct Sourcing/Recruiting for Information Technology, Telecom, and Engineering Sectors; Secondary Expertise in Finance/Accounting, Insurance, Pharmaceutical, Energy and Defense Sectors High Volume/Deadline Driven High Caliber Talent Identification and Acquisition-Filling Contract, Direct Hire and Temp to Perm Requirements for such Clients as: AT&T, Avaya (formerly Lucent Technologies), Telcordia (formerly Bellcore), Verizon, IBM Global Solutions, Merril Lynch, TIAA-CREF, Pfizer, New York Life, Consolidated Edison (Indian Point), Commonwealth Electric (Pilgrim Power Plant), Digital Corp (Acquired by HP), Honeywell, Lockheed Martin, Raytheon, Unisys Corporation, etc.; Quality IT, Telecom Candidates Sourced/Recruited including: Specific Expertise in SAP, Oracle and PeopleSoft Enterpise Solutions, ERP, Supply Chain, CRM, Program Management, Project Management, , Hardware (ASIC Design) Developers/Testers, Server and Application Software Developers, Web Developers, Testing/QA,Systems Analysts, Business Intelligence, Business Analysts, Datawarehousing, Database Administrators, Network/System Administrators, Desktop Support, Technical Writers; Quality Engineering Candidates including Product, Process, Quality, Test, Mechanical, Electronic Engineering, and Nuclear; Expertise in the use of Specialized Job Boards/Internet Sourcing, User Groups, Professional Networking, Old-fashioned "Headhunter--Cold Calling" into Client Competitors, and Candidate Referrals; Ability to interact effectively with multiple recruiters, internal and external, and with high-demand client hiring managers Real Estate Brokerage- Recruitment/Training, Sales, Sales Management, Residential Leasing, Mortgage Lending; Aviation/Homeland Security Experience with prior US Government Security Clearance; Extensive Inbound and Outbound Telephone and Strong Internet/Computer Experience; Help Desk/Call Center/Training Experience; Creative Thinker "Outside the Box", Problem Solver with Outstanding Verbal and Written Communication Skills; Excellent Driving History, Non-Smoker WORK HISTORY Recruiter for Consultis, Boca Raton, FL Contract Assignment 1/08-2/08 Short-Term Contract Assignment, temporarily augmenting Recruiting Staff for Immediate Job Order fulfillment; Contract, Perm and Temp to Perm Sourcing/Recruiting (Interviewing/Salary/Benefits Negotiations)-Heavy Phone and Internet Sourcing (Job Board and Passive) Mid to Senior Level High Caliber Technology, Engineering, and Finance/Accounting Candidates for Southeastern Florida Clients; utilized Web-based Full-Cycle Recruitment Database Management System for Job Orders and Applicant Tracking/Resume Management/Database Mining Stephen E. Cooper, Licensed Real Estate Broker, NY 8/04-11/07 Residential and Commercial, Sales, Sales Management/Recruitment/Training, Residential (Single Family and Multifamily) Leasing, Mortgage Financing, Heavy Phone Contact, High Quality Client/Customer Service; Residential Leasing Specialist (Marketing, Tenant Selection, Lease Negotiations, Property Management) IT Recruiter Alpha Recruiting, East Brunswick, NJ Contract Assignment 4/04-8/04 Short-Term Contract Assignment, temporarily augmenting Recruiting Staff for Immediate Job Order fulfillment; High volume,Contract Sourcing/Recruiting-Telecommuting, Heavy Phone and Internet/Email Recruiting (Job Board and Passive Sourcing/Interviewing/Salary/Benefits Negotiations) Entry Level, Mid to Senior Level High Caliber Engineering and Technology -Mainframe and Client/Server Candidates, primarily in NYC Metropolitan, NJ and Nationwide markets, for on-site consulting assignments for AT&T(Oracle) and IBM Global Soluions (SAP) Department of Homeland Security/TSA 11/02-01/04 Stewart International Airport, New Windsor, NY Transportation Security Screener/Customer Service Representative/Trainer Responsible for Federal Security Screening for Air Passengers and Baggage; Trainer/Instructor for Continuing Education for TSA Screening Personnel at Stewart Airport; Module prepared by PowerPoint Presentation: "Customer Service and the TSA Information Technology Recruiter for Applied Concepts, NYC 5/98-12/01 Senior Technical Recruiter/ Customer Service Representative/In-House Recruiter/Trainer Account Manager for VERIZON-established the account and recruited for the account; Recruited and Trained Internal Recruiters; High volume, Contract, Perm and Temp to Perm Sourcing/Recruiting -Corporate Location and Telecommuting, Heavy Phone and Internet Sourcing(Job Board and Passive) /Email Recruiting (Sourcing/Interviewing/Salary/Benefits Negotiations) for Mid to Senior Level High Caliber Engineering, Mainframe and Client/Server Candidates, primarily in NYC Metropolitan, NJ and National markets maintaining, on average, 30-40 high-margin Consultants on hourly billing ; Core contributor to achieving a 150-200 contractor headcount positoning the company for a $10,000,000 buyout by SBS, and International Staffing Company based in the UK; Primary Clients were AT&T (Oracle Financials), Lucent Technologies (Volt eProcurement), Telcordia (formerly BellCore); Others included: IBM Global Solutions (SAP R/2, R/3); Technology and Finance/Accounting Candidates for Merrill Lynch, JP Morgan, Morgan Stanley, NY Life, TIAA-CREF, Pfizer; participated by special invitation, in an Open Forum for Enterprise E-Procurement at AT&T Corporate HQ in Basking Ridge, NJ; topics discussed focused on Strategic Sourcing and Procurement within the context of "Vendor Neutral Master Payer" Supply Chain alternatives, interacting with a small number of AT&T Senior Management and other preferred suppliers; utilized Web-based Full-Cycle Recruitment ATS IT and Engineering Recruiter for ManPower Technical Boston MA 9/97-4/98 Full Desk Lead Recruiter/ Customer Service Representative/In-House Recruiter/Trainer Recruited and Trained Internal Recruiters; Hgh volume,Contract, Perm and Temp to Perm Recruiting-Sourcing/Full-cycle Sales/Recruiting (Sourcing/Interviewing/Salary/Benefits Negotiations) including Customer Sourcing, Job-Order Management, Mid to Senior Level High Caliber Technology, Engineering, and Finance/Accounting Candidates , Interviewing, Salary/Benefits Negotiations,Contract/Permanent placements. Heavy Phone and Internet Sourcing/Email Recruiting for New Customers and the Highest Quality Candidates; Established "ManPower Technical" Branch in the Boston Market and outlying areas; As Account Manager and Lead Recruiter, successfully recruited for and deployed a 500 NT Workstation Replacement Project for UNISYS and the Internal Revenue Service for the Andover, Lowell and Methuen, MA sites coinciding with a similar deployment at the Philadelphia site, attaching to the NT Servers in Memphis. As Account Manager and Lead Recruiter, successfully recruited for and deployed a Windows 95 Migration Project for ENTEX, National Technical Services Firm, at three customer sites in Boston, Burlington, and in Westborough, MA; utilized UNIX-based Mainframe Full-Cycle Recruitment Database Management System for Job Orders and Applicant Tracking/Resume Management/Database Mining Commercial RE Website (Emerging Internet Technology), Hingham, MA Short-Term Project 5/97-9/97 Telesales Manager/In-House Recruiter/Trainer Recruited and Trained Internally for Telesales/Customer Service/Technical Support Staff; Website Services specific to the Commercial Real Estate Industry; Heavy Phone and Email employed; Implemented Marketing Plan and initiated procedures to streamline and consolidate the Sales Cycle by creating urgency via fax and using a "one-call close", helping "start-up" company to increase New Customer Enrollment without sacrificing High-Quality Customer Service. Recruiting, Training, Managing and motivating other Telesales Personnel, greatly enhancing Morale, instilling a winning "Team Spirit" and "can do" attitude MICROSOFT® (Outsource Stream) Canton, MA 1995-1997 Software Support Representative- Call Center/Technical Support/Customer Service/In-House Recruiter/Trainer Provided responsive and competent telephone support to customers in areas of product features, installation, use, and usability for MICROSOFT WORD® and troubleshooting associated Hardware, DOS, WINDOWS and related Software Issues; Provided a high level of professional, competent support to all customers in pre-sales and post-sales situations. Insured that the department goals of problem response and problem duration were met by keeping my assigned open call queue current; Provided telephone support a minimum of 7 hours daily and fill in on the phones for others in accordance with the "all hands on deck philosophy." Maintained and exceeded customer satisfaction according to the required levels of measurements for this position. Maintained a high level of technical product knowledge in the specified software products and became knowledgeable in new products as assigned. Author, Administrator and Recruiter/Trainer for an Internal Training Program for Support Technicians focused on Advanced Customer Service Skills; STREAM Awards for Teamwork, Peer-to-Peer Training and Team Building EDUCATION/TRAINING/TECHNICAL SKILLS Enrolling at University of Walden for BS in Human Resources-anticipated degree 2010; Advanced Customer Service Skills; Oracle/Case Method Entity Relationship Modeling; Java/HTML and UNIX based Recruitment RDBMS, Certified by STREAM in Microsoft® Word; MS Outlook, Excel, PowerPoint, MS-DOS, Windows, UNIX, Internet/Intranet, Security X-Ray Systems and Explosive-Detection Technologies PROFESSIONAL LICESNES CURRENTLY HELD Licensed Florida Real Estate Broker Licensed Florida Mortgage Broker Licensed Florida Notary Public Licensed NYS Real Estate Broker…; Added by steve cooper at 9:28pm on July 31, 2008

Comment on: Topic 'Recruiting Scientists News': rved to highlight what a fantastic resource we have here in Wales. Welsh coal can provide affordable and reliable energy for years to come, helping to prevent over reliance upon imported fuels. With carbon capture and storage promising to become a reality in the near future, Welsh coal could be crucial to keeping the nation’s lights on. The Welsh mining industry also provides highly-skilled and well-paid employment to thousands of people. We at Celtic Energy alone employ 290 people, with countless jobs then provided through contractors and in local shops where our employees spend their wages. At a time when the economy is under severe pressure, mining has the capacity to grow, helping to deliver prosperity to communities across South Wales. The UK needs a mix of energy sources. Gas and renewable energy also have roles to play. But with energy supply looking like one of the major issues of the 21st century, what is clear is that Welsh coal can and must have a vital role to play in powering our homes and the economy. RICHARD WALTERS Managing director, Celtic Energy, Caerphilly Energy dangers SIR – With 80% of Russian gas exports to the EU crossing Ukraine, Vladimir Putin’s decision to reduce gas exported to Ukraine highlights the dangers of relying on imported energy. Russia has declining cash reserves and its economy is heavily reliant on its trade in gas, yet the risk of shortages because of Mr Putin’s geopolitical games is something we can all do without. Other countries manage to insure themselves against external shocks to their energy needs; while the UK’s market- driven approach has proven entirely inadequate. The New Labour Government has taken a decade to recognise the need to increase storage capacity – France can store 122 days of gas, Germany 99 and the UK only 15 days. Westminster and the devolved administrations in Scotland, Wales and Northern Ireland should work with the Irish Government to make these islands entirely self-sufficient, via renewable non-market- driven energy resources. JONATHAN T CLARK Plaid Cymru, Monmouth Constituency, Westminster Parliamentary Candidate Nuclear puzzle SIR – On the issue of nuclear waste storage, two of your readers (Letters, Dec 23) seek to assure us that everything is OK and perfectly tickety-boo, as all the highly-toxic nuclear waste we have produced up until now is “safely stored in specialised containers in deep caverns”. Phew, no need to worry then. That must however mean that the Committee on Radioactive Waste Management isn’t correct in stating that the only geological disposal facility in the world is in the US and that it only takes US defence-related waste? It’s also not correct then that most of the UK’s nuclear waste is distributed among numerous surface storage tanks, with most of it stashed at the Sellafield site? Perhaps they’ve got the problem sorted in France, as one of the letters confidently predicts? Maybe non! They still haven’t found a permanent home for their growing pile of highly radioactive waste either. The waste sits in heavily guarded storage at nuclear company Areva’s La Hague reprocessing plant in Normandy. So how much would a high-level geological disposal facility in the UK cost? Estimates are currently around £12bn for one facility but a discussion paper produced by the Department of Energy and Climate Change indicates a second cannot be ruled out. That’s on top of the £73bn that the National Audit Office estimates it would cost to decommission the UK’s existing ageing nuclear power stations, never mind building a new load. Perhaps we should start a whip-round! BLEDDYN LAKE Bathford, Bath Cultural chance SIR – Following the success (several years ago) of Scotland’s second city (Glasgow) being the European Capital of Culture, and last year’s success of Liverpool doing the same thing for England, isn’t it time that Wales followed suit? There is so much going on in the www.swansea2020.com campaign, that I think it is the ideal time for our second city to show its hand and apply for the honour. I did hear a rumour that Cardiff had already applied, but isn’t it the case that a country’s capital city is exempt? PETER JONES Battersea, London Woolies memories SIR – I am putting together a manuscript, hopefully for publication, regarding Woolworths stores. This is planned to be a social history of this famous name, which unfortunately is no longer with us. Everybody has a story to tell regarding Woolies and I would like to invite recollections from former staff members and shoppers alike from any UK store for inclusion in the book. Photographs taken of the inside and outside of the shops, especially in former years, would be most useful, especially during the 1960s and beyond when each department had its own counter and cash till. So if you were a Saturday girl or regular member of staff or a shopper who can recall their days in Woolworths, then please send or e-mail your memories and/or photographs (which will be carefully handled and returned). DEREK PHILLIPS Whitcross, Barwick, Somerset, BA22 9TQ or email: derekphillips507@googlemail.com Morally insane SIR – Stuart Walters in his letter (Dec 31) said that the Welsh were sensitive about jokes made about them and they should shrug them off. He did not explain for what purpose or why the English, and no-one else, make denigrating jokes about the Welsh. Some of his list of what was wrong with the Welsh “nationalist” (which he could not describe as Quislings, traitors, fifth columnist etc) were: “Never lived out or worked outside the country, obsessed with cultural and national identity, no sense of humour, suspicious villagers distrustful of outsiders, babbling an incomprehensible language” – which shows how some English monoglots have been neutered from understanding the language that they use. It is ironic that some clowns say that we should be proud of being “British”, when the Welsh are kept legally deprived and inferior in their own country in order to make the English the master race in Wales. History has shown that those who have laws for others which they would not have for themselves are judged by history to be morally insane. RT JONES Penygroes, Gwynedd Disability muddle SIR – The Government’s proposal to make people on disability benefit work for it is ludicrous. Much like their proposal to pay individuals and companies up to £50,000 to employ one person on disability is unworkable. Being on disability allowance myself, I recently applied for help to get back into work at my local Jobcentre (Neath) and was told that I would have to wait five weeks to see a (disability to work) adviser, as they only employed one adviser part time. NIGEL BILLS Swansea Global warning SIR – A regular reader of these letters pages might be led to believe that the recent cold spell casts doubt on the science of climate change. It does not. According to the Met Office, the global temperature for 2000 to 2008 now stands almost 0.20°C warmer than the average for the decade 1990-1999. As carbon dioxide levels have risen, so have global temperatures. The variations that occur from year to year are significantly influenced by the cooling (La Niña) and warming (El Niño) events in the tropical Pacific. Last year was, as predicted by the Met Office, cooler as a result of a strong La Niña, while 1998 was particularly warm as a result of a strong El Niño. The fact that 1998 is the warmest year on record does not mean that the world is cooling. Ten of the warmest years on record have, in fact, occurred since 1997. The trend is, as predicted by climate scientists, definitely upwards. Scientists have recently reported temperature rises of up to 50°C in the Arctic, with ice melting much faster than anticipated. The real concern today is that we are under-estimating the threat posed by climate change and failing to implement polices to address it. GORDON JAMES Friends of the Earth Cymru, Cardiff Costly windmills SIR – The Duke of Beaufort pockets more than £250,000 from Swansea ratepayers. All above board and legal and for a bridge that does bring some benefit to the city. But let us get this into perspective. This sum is chicken feed compared with what the Duke will get from us, via our electricity bills, if he is allowed to desecrate Mynydd y Gwair with his virtually useless windmills. ALUN JOHN RICHARDS Swansea…; Added by Melissa Furtwengler to Wanted Scientists, Energy experts, Engineers at 10:16am on January 12, 2009

Comment on: Blog Post 'First It's Writing, Now Faces: Enough Is Enough!': ol...) http://www.paulekman.com/micro-expressions/ Micro Expressions Micro expressions are very brief facial expressions, lasting only a fraction of a second. They occur when a person either deliberately or unconsciously conceals a feeling. Seven emotions have universal signals: anger, fear, sadness, disgust, contempt, surprise and happiness. You can learn to spot them. History Haggard and Isaacs were the first to describe micro expressions (calling them “micro momentary expressions”) in their study of psychotherapeutic interviews. They explained the appearance of “micros” as the result of repression; the patient did not know how he or she was feeling. Haggard and Isaacs also implied that these fleeting expressions could not be recognized in real time, but Ekman and Friesen later showed that, with training, anyone could learn to see “micros” when they occurred. Ekman and Friesen also broadened the explanation of why micros occur. Micro expressions happen when people have hidden their feelings from themselves (repression) or when they deliberately try to conceal their feelings from others. Importantly, both instances look the same; you cannot tell from the expression itself whether it is the product of suppression (deliberate concealment) or repression (unconscious concealment). Types Macro: normal expressions usually last between ½-second and 4 seconds. They often repeat, and fit with what is said and the sound of the person’s voice. Micro: These are very brief, usually lasting between 1/15 and 1/25 of a second. They often display a concealed emotion and are the result of suppression or repression. False: A deliberately-made simulation of an emotion not being felt. Masked: A false expression made to cover a macro expression. Why are Micro Expressions Important? Learning to spot micro expressions can help you: Improve your emotional intelligence One of the keys to improving emotional intelligence is developing skills which help you understand the human face. Unlike language or gesture the face is a universal system of signals which reflect the moment-to-moment fluctuations in a person’s emotional state. Learning how to read micro expressions will help you recognize feelings in others and, at the same time, you will likely become more aware of your own feelings. Develop your capacity for empathy Emotions play a key role in all of our interactions. Common expressions on the face — macro expressions — may not accurately portray how someone is feeling. When you can recognize the fleeting and more evasive expressions that arise, you become more sensitive to the range of emotions others wish you to know they are feeling. You also become more skilled at noticing when an emotion is just beginning, when an emotion is being concealed, and when a person is unaware of what they are actually feeling. These are skills that can help you become more sensitive to the real feelings of others, and to let others know, when appropriate, that they are truly “seen.” Recent research by Helen Reiss and others has shown that physicians’ ability to recognize emotion from briefly presented facial expressions predicted patients’ ratings of the physicians’ empathy. Spot Concealed Emotions When someone tries to conceal his or her emotions, “leakage” of that emotion will often be evident in that person’s face. The leakage may be limited to one region of the face (a mini or subtle expression), or may be a quick expression flashed across the whole face (a micro expression). Most people do not recognize these important clues, but, with training, you can learn to spot them as they occur. See Paul Ekman’s book Telling Lies for a full analysis of these and other clues of concealment and deceit. Improve your relationships The face offers the best window we have on how other people are feeling. Improving your ability to recognize others’ emotions will increase the intimate understanding that allows you to connect with other people. Research has also found that people who learned to spot micro expressions were better liked by co-workers. Understand others Dr. Ekman’s research has shown that we often miss facial expressions when they contradict words being spoken. Yet facial micro expressions are a universal system — everybody has them, and they warrant our attention. Even people from vastly different cultures, people who don’t speak your language, still have the same emotions and will show the same expressions. When you learn to recognize micro expressions, spotting the discrepancies between what you hear and what you see applies across the board – from friends and family to total strangers. Recognize and better manage your own emotions Learning to recognize facial expressions of emotion in others helps you learn to recognize your own emotions. Dr. Ekman’s research reveals that simply mimicking an emotion by manipulating one’s own facial expressions will initiate the physiological experience of that emotion – you’ll feel it arise within yourself. When you purposefully train yourself to link facial expressions with internal experience, you improve your conscious awareness of your internal emotions. Thus, you improve your chances of recognizing when you are becoming emotionally triggered. This awareness can help you manage the expression of your emotions. Develop Social Skills Individuals on the autism spectrum have benefited greatly with micro expression training, most notably with the Subtle Expression Training Tool (eSETT). People with schizophrenia have also shown positive results. Research done by Tamara Russell and others has found that training with Ekman’s Micro Expression Training Tool (eMETT) enabled people with schizophrenia to recognize emotion in others on par with normal persons. View our research page for further studies. How can I learn Micro Expressions? There are many resources to help you learn how to spot micro expressions. Paul Ekman has developed scientifically-proven training tools. There are many books available and a library of research papers updated on an ongoing basis. We’d suggest you browse informational videos and follow the work of our colleagues (see FAQ). Additionally, we provide photographs for training and research purposes. …; Added by Keith Halperin at 6:00pm on April 2, 2014

Blog Post: Brand-new News from the online recruiting world – LinkedIn, Social Resume, and more

Hey, it’s a new year, which means – well, I don’t know! But some stuff did happen in the past 30-40 days, so let’s take

a look at how the industry is…

Added by Jeff Dickey-Chasins at 8:35am on January 29, 2013

Blog Post: Motivational Monday #52 Trial and Suffering: Motivational Monday #52 Trial…; Added by Stephen Hart at 4:34am on March 15, 2013

Blog Post: How a Comments/Chat Section Makes Your "Recruiting SEO" Explode: Ongig believes that one day all job pages will have live interactivity such as a comments/chat feature.

First off, it’s a great experience for the candidate —…; Added by Jason Webster at 8:59am on March 26, 2013