ed in 2005 to assist organisations to improve their direct recruitment function. Insidejob provides research, assesses capability, trains and recruits permanent and contract recruiters for organizations who have Internal Staffing Functions. The company specializes in finding and developing corporate recruiters in Australia, New Zealand and Asia for our corporate clients across many industries (Banking & Finance, Engineering, Mining & Resources etc...) whether they have a small or large team of internal recruiters.
Martin Warren is a Specialist Recruitment & Search with IT, HR, Senior Management, Sales & Marketing and Contact Centre sectors. He provides consulting to Internal and Agency Recruiters in the development and implementation of creative sourcing plans, building capability and delivery. He has assisted recruitment organizations identify recruitment technology requirements and matching to recruiters and business workflow.
Martin has Extensive knowledge with Internet sourcing having been trained by Shally Steckerl’s JobMachine Inc. in using various Search Techniques in finding Resumes & People on the Internet.
Martin will always be fondly remembered as my Most Excellent friend during a Most Excellent Adventure during my visit to Australia for the AustralAsian Talent Conference, 2008. He shall likewise be recommended as Australia's leading sourcing guru committed to contributing knowledge and passion for developing and executing creative sourcing tactics and techniques using various Internet Search Engines, Professional and Social Networks. Martin's tenacious desire to learn and to focus on relationships above simply the bottom line is what makes his thought leadership refreshing and destined for a greatness not only restricted to his native Australia, but on a global level given his consistent efforts to reach out to every corner of the earth to share, to question, and to assist. In all my travels, Martin stands out as someone I look forward to collaborating with for many years to come
Q & A with Martin Warren
Six Degrees: Does your staffing organization “DIRECT SOURCE” from competitor companies to hire talent?
MARTIN:I don’t work directly or within an internal function. We provide consultancy services but from my knowledge of a number companies in Australia who have an internal staffing function generally they don’t direct source they really rely on agencies (3rd party) to do this. I also think there a mind shift starting to happen or at the least companies in Australia are starting are look at this. There is also a minimal number you in some capacity are doing this today.
Six Degrees: How are US and Australia recruitment culture different? How are they similar?
MARTIN: I think in Australia we are not as aggressive or in your face (with respect) as the USA. Also our market is maybe not as competitive but we have similar issues that the USA do such as skills shortage etc… In term of similar, I think we are very open to taking on new ways or idea in how we can recruit, source etc… better and more efficiently and always looking to do it better so we can keep ahead of the game.
Six Degrees: Which recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit?
MARTIN:We pretty much use the same tools at the USA such as Taleo. We have some other providers in Australia who offer similar tools such as Taleo. Some of the sourcing tools are now being looked as such as Broadlook tools but generally most organisation are pretty much focuses on the RTS.
Six Degrees: How many applicants do you estimate are hired from your corporate website as compared to how many are hired through referrals?
MARTIN:This really depends on the company and industry sector. For example some of the large mining companies have a very powerful brand and there are massive shortage of skills. They generate a lot of applicants from their corporate website but also make a lot of hires through internal referrals. In general companies in Australia would make as many hires through internal referrals as companies do in the USA but this is a real focus in Australia to significantly increase there hires in this area.
Six Degrees: This question is different, instead of quality, WHERE ARE THE "MOST HIRES" collected from? (In terms of Quantity #)
MARTIN:I would say job boards for your lower level roles and referrals for more specialist roles.
Six Degrees: What is the source of your "LOWEST COST OF HIRES" - (least amount of invested resources for the easiest hires, regardless of quality)
MARTIN: Probably the general job boards the main one being Seek.
Six Degrees: Whether you are hiring IT engineers, accounting, - whatever talent you are seeking, - is your country's CULTURE a factor in the RESPONSE RATE you get when sending an email requesting a CV versus calling the candidate directly at their work? Are they open/eager to sending their CV, are they more shy/cautious or even suspicious depending on the method you use to contact them?
MARTIN: In Australia candidates like to talk to you and understand what you have to offer and how that can benefit them. For more senior/specialist role you need to build a relationship via phone and face to face as we tend to be suspicious.
Six Degrees: What methods/resources produce the FASTEST amount of time in producing hires?
MARTIN: For volume roles job boards. For your more specialist/technical/senior roles your networks you have built over time, talent pool, professional networks like LinkedIn.
Six Degrees: What SPECIFIC TECHNOLOGY TOOLS do you use that produce FASTEST amount of time in producing hires.
MARTIN: Taleo, PageUp would be the main technology tools in Australia.
Six Degrees: Is it acceptable, or common, in your country’s culture to offer a referral fee for a successful hire to someone who recommended the candidate? Yes or No? What is the formula, method or basis for developing a money reward for a referral?
MARTIN: Yes this happens and is becoming more the norm with organisations. Generally is money based and can vary in amount significantly very much dependant on the industry sector.
Six Degrees: Do you use blogs specific to each country's talent within target industries/competing companies?
MARTIN: In Australia this is starting to happen but still early days. I think this is one area where Australia needs to significant ramp up and focus on.
Six Degrees: What are the BEST JOB BOARDS to each of the countries you recruit for, BOTH overall and SPECIFIC TO each industry (For Example: IT, Finance, Marketing etc)
MARTIN: In Australia we don’t have many job board like you do in the USA. The dominate job board is Seek followed by Mycareer and Careerone which are both aligned with our 2 main newspaper groups. Some industries such as mining and resources use all the global or niche job boards to attract people to Australia.
Six Degrees: What local newspapers, known major associations & conferences and industry-specific website portals are relevant to the staffing industry in Australia
Newspapers: The Age, Sydney Morning Herald, The Australian, Financial Review are the main players.
Conferences: Australasian Talent Conference. There are also various other careers conferences for professional and graduates.
Associations: RCSA, ITCRA, various HR associations
Six Degrees: What Search Engines in addition to common ones like Google, do you use that are native to the countries you are responsible for? Please Detail with links.
MARTIN: Sensis (www.sensis.com.au) would be the main one
Six Degrees: Which 3rd party agency/ recruitment search firms have you successfully used and would recommend to others for the types of positions (IT, accounting etc) you recruit for?
MARTIN: This would depend on what skills you are looking to hire. There are over 4000 agencies in Australia so its difficult to single out any particular agency.…
, today announced the integration of BeKnownTM, its professional networking app on Facebook, into the Monster site experience across 34 countries in North America, South America, Australia and throughout Europe. Job seekers can use Monster’s unrivaled semantic search technology to find the right jobs and now instantly see how they’re already connected to those opportunities through their Facebook and BeKnown contacts. The site integration also greatly expands employers’ social recruiting reach by getting their jobs in front of a growing professional network among Facebook’s 901 million members.
“Over the past 10 months, we’ve continued to expand BeKnown’s features and functionalities for both users and companies. Combined with the power of Monster, BeKnown is well poised for growth.”
“Each month, more than 100 million people visit Monster to access millions of jobs worldwide, using our world class semantic search technology,” said Sal Iannuzzi, Chairman, President and Chief Executive Officer for Monster Worldwide. “We’ve now combined the power of Monster’s search technology with BeKnown, our professional networking app on Facebook, as another great way of connecting employers and seekers that doesn’t exist elsewhere.”
This latest milestone continues Monster’s strategy to use any means or method to connect job seekers with employers across a wide variety of platforms including the web, mobile and social using the world’s most advanced technology to match the right person to the right job. BeKnown networking built into Monster allows members to:
See inside connections at jobs from over 300,000 companies
Search for jobs – be matched to the right jobs - and immediately see how they’re connected to people at the companies they want to work for most
View/Apply for jobs and contact connections to help get a foot in the door
Create a professional networking profile available in both Monster and the BeKnown app on Facebook
Take control over profile visibility and network connection invites on Facebook
Network and keep personal and professional lives separate with privacy features users have come to expect from Monster
BeKnown networking built into Monster allows Employers to:
Automatically expand social recruiting reach and engage top talent through referrals
Invite recruiters and employees to join BeKnown to increase referral opportunities
Access public profiles linked between Monster and BeKnown, for up-to-date candidate information
Engage the emerging workforce wherever they spend time online, on Facebook or Monster
Turn Facebook fans into potential hires with free Jobs App for Facebook timeline powered by BeKnown
Showcase their recruitment brand with a BeKnown company profile allowing job seekers to learn more about their company and engage as they search for jobs on Monster
“When we launched BeKnown in June 2011, our objective was to leverage Monster’s industry expertise and use the world’s largest social site as a platform for enabling a professional networking platform,” said Matthew Mund, Vice President Product Management for Monster. “Over the past 10 months, we’ve continued to expand BeKnown’s features and functionalities for both users and companies. Combined with the power of Monster, BeKnown is well poised for growth.”
BeKnown is also accessible for free via mobile apps on Android, iPad and iPhone devices. For more information on BeKnown, visit http://beknown.monster.com, follow BeKnown on Twitter and Facebook and visit the BeKnown blog for regular updates. About Monster Worldwide
Monster Worldwide, Inc. (NYSE: MWW), parent company of Monster®, is the worldwide leader in successfully connecting people to job opportunities. From the web, to mobile, to social, Monster helps companies find people with customized solutions using the world's most advanced technology to match the right person to the right job. With a local presence in approximately 55 countries, Monster connects employers with quality job seekers at all levels, provides personalized career advice to consumers globally and delivers vast, highly targeted audiences to advertisers. To learn more about Monster's industry-leading products and services, visit http://www.monster.com. More company information is available at http://about-monster.com.
Facebook(R) is a registered trademark of Facebook, Inc.
MonsterKathy O’Reilly, 978-823-2002 begin_of_the_skype_highlighting 978-823-2002 end_of_the_skype_highlightingKathy.firstname.lastname@example.orgBurson-MarstellerAnna Svaldi Sekaran, 212-614-4277 begin_of_the_skype_highlighting 212-614-4277 end_of_the_skype_highlightingAnna.Sekaran@bm.com
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
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
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
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
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…
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.
Managing director, Celtic Energy, Caerphilly
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
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!
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?
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).
Whitcross, Barwick, Somerset, BA22 9TQ or email: email@example.com
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.
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.
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.
Friends of the Earth Cymru, Cardiff
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
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.
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).
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.
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.