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Your customer base is a veritable gold mine when it comes to seeking new candidates. Last week, we explored methods to help provide your applicants and candidates the same level of service excellence that you offer your customers; providing a consistent and interactive experience is key to transitioning your customers into candidates and not jeopardizing brand advocacy as a consumer. This week we'll look at ways to tap into your customer base to find those high potential candidates.
Customers are already familiar with your products and services, likely have valued knowledge of your industry, and are supporters of your company brand. You can't hire them all, and certainly don't need to, but if you tapped into even 5% of your customer database, the quality of candidates you could source would be infinitely better than what you would find from just cross-posting openings on multiple job sites.
Three Ways to Tap Into Your Customer Database
Use point of sale data to identify potential prospects
Customer transaction data can provide useful information. In the case of home centre retailer, they can identify which areas of building, construction and renovation a customer might have expertise in, whether they are a home handyman or a contractor, and even which product lines they might have knowledge about. When compared to current hiring needs, customers who measure up can be identified and placed into a recruitment marketing outreach program.
Flag loyal and regular customers
The stand out thing about loyal and regular customers is that they like your business. People will return to a place of business over and over again when they have a good experience; whether they are treated well, can easily find the products they are looking for, or feel your products are good value, they enjoying doing business with you. That demonstrated loyalty is a quality that many businesses hope to find in their employees, so if you know your customers already possess it, why not try to convert that brand loyalty into employer loyalty? By flagging these customers, you can invite them to consider your organization as an employer while sharing with them the perks they would receive as an employee.
Train staff to engage with customers
Nothing is quite as flattering as a personal invitation. Your current staff are the perfect people to provide such an invitation. Through everyday interactions with customers, your staff members can pick out the customers who could be a good fit for your team. They can easily learn which customers have product and industry knowledge, have a friendly and helpful personality, and even who might be open to a new opportunity. Help your staff understand the value of connecting with customers and inviting them to join your talent community, while praising them for their efforts and contributions to helping your business build a great team.
You've already mastered sourcing from your traditional HR/Recruiting tools, yet, you're missing the one audience that are already brand advocates. Expand that relationship and allow them to see you not only as a place to purchase products and services they love, but one where they can see themselves having a successful career.
The fluidity between the customer experience and the candidate experience should be seamless. As an individual moves from one identity to the next, they should be supported and engaged the entire way. Your customer base is one of your best resources for new hires; as you reach into the customer pool to source new candidates you want to ensure they are receiving the same service excellence that they receive as a customer. After all, they have come to know your organization for a certain level of expertise and customer service, so why not carry it forward and deepen their connection to your brand.
The mantra "The customer is always right" holds that superior service should be provided to the customer, even when they are wrong, to ensure repeat business and brand loyalty. This same philosophy should be applied to your customers who seek opportunity for employment. By providing the same standard of excellence, you are ensuring that you don't lose their business, even if they are not chosen to move forward in the selection process.
The notion that "The candidate is always right" might make some uncomfortable, particularly when thinking about the fact that only a miniscule percent of applicants are 'right' – right for the job, right for the company, and right for the current need. But if we shift our thinking just a little, it's easier to embrace the notion. The applicant – not just the candidate – IS always right. Right in the sense that they too deserve respect and a little attention to let them know you appreciate their interest.
Three Steps to Providing a Standard of "Candidate Excellence"
Providing your candidates an experience that is on par with that of the customer experience is easy when they are sitting in front of the hiring manager for an interview. Two-way communication, information sharing, and a personal connection is developed. But this is so far along in the process, it's pretty much at the 'buying' stage that a customer would be in. Don't wait to provide an excellent experience; create it right from the start. Talent communities allow you offer this experience the moment a person signs up as a member. It is the digital experience for a candidate that would be equivalent to a customer walking in the front doors of your establishment and being greeted by a staff member.
Talent communities provide an effective and engaging way to transition the relationship with your customers into candidates. With the right talent community platform, companies can push their brand and agenda in a non-invasive way, while providing an interactive and inclusive experience to members. They can drive two-way communication, connect with all applicants (not just those chosen to move forward), and provide a consistent experience. The experience should be reflective of the customer experience.
Provide real engagement with a two-way communication method
Current approaches of one-way communication with email blasts and job announcements are impersonal and spam-like. Rather, offer conversations between your organization and your talent audience on topics that matter to both your company and your prospects, sharing insights, interests, and skills. Deliver the information that they want to know about your company that will help them make a better decision about working for you, while you can gather valuable insights about each person to help you make informed hiring decisions.
Create an environment that embraces all prospects
This approach connects well with the "candidate is always right" philosophy. Even when an applicant is a poor fit, they shouldn't receive any less of an experience than the ideal candidate receives. An equal playing field means that those who are not selected still felt heard and valued, and will walk away from the experience feeling positive. That positive experience reflects kindly on your company and would not deter them from continuing on as a customer of your business.
Provide a continual and consistent experience
Connect with your talent audience in that way that is not dependent on a specific job opportunity, but rather on a relationship with your brand. Don't let applicants drop off into the black hole because they either are not a successful candidate or they haven't found a current position they are interested in. Instead, develop relationships that are ongoing, that keep interaction fun and easy, and that offer benefits other than immediate employment. Reward your members with insider information, pre-sale access to goods, and even discount coupon codes. Encourage not just the applicant-employer relationship, but the consumer-company one, to help nurture brand loyalty.
Your candidates deserve a standard of excellence the same way your customers do. Many businesses are so focused on providing an excellent customer experience that they forget to adopt the same level of service to prospective employees. While you are not going hire all of those applicants, they all have a credit card in their wallet with room for purchases from your company. Make sure they don't tuck their credit card away and use it elsewhere.
Visit our blog again soon, as next week we will explore methods to tap into your current customer base to source top hires.
In today's world, it is very common to find organizations who have talent communities. Just like any community, a talent community provides an environment of like-individuals to learn and share about specific topics. By joining a talent community, you can expect to learn more about the organization and what it's like to work there.
Like many, you might think to yourself "Why should I join a talent community, can't I just apply to a job?" You certainly can just apply, but where does that get you? A submitted application with little to no follow up from the employer. A talent community connects you with the organization allowing a relationship to develop.
Here a just a few reasons you should take those 30 seconds to register or introduce yourself to a talent community that is hosted by an organization you are interested in:
- Stay connected to companies you like. Talent communities are not just for job seekers. They allow you to stay in-the-know and help to keep you connected to your favorite brands. Participation in discussions, contests, and events keep it light and fun. And you never know, you might even be privy to exclusive rewards that are only offered to the talent community members.
- See what else is out there. Whether you are an active or passive job seeker, the key benefit of joining a talent community is the opportunity to learn and explore. You can learn about the company and explore their culture, while even learning a little something about yourself. Perhaps you feel happy in your current role and don't feel the need to be job searching; that's ok! But you never know what the future holds, and the day might come that you feel you want to make a move. By establishing yourself a community member, you've given yourself the upperhand to have already educated yourself about the company and you've put yourself on that company's radar.
- Curious about what it's like to work at another company. Once you join a talent community, organizations provide insights to what is happening inside the company. It gives you—the outsider—a better understanding of what it could be like as an employee at the organization. You get a better understanding of not only the types of roles, but, also the culture of the organization. The more innovative companies provide a discussion-based community forum, like Talent Dojo, where you get to contribute and be recognized for your expertise while learning the inside story. Either way, you get to know the employer better to help you determine if it's your employer of choice.
- Dream job could be just a click or call away. Members of talent communities are typically given privileged information, that at times, could also include jobs. Imagine never having to search a career site, but having a recruiter contact you about an opportunity that fits your skills, motivation, and expertise. You may even receive newsletters spotlighting the company's hot jobs that fit your experience. Click or call, the recruiters are coming to you!
- Embed yourself in the organization's sourcing strategies. Talent communities have become the number one sourcing tool for companies when they are searching for new candidates/employees. Talent Communities were developed in order for organizations to keep connected to their talent audience. Companies have always wanted to keep a pipeline of top talent, however, the lack of technologies and other resources in the past didn't allow an organization to keep in touch with their talent of choice; therefore, the talent often got lost in the black hole of an application process. Many talent communities are CRM-based, making it easy and efficient for recruiting organizations to keep in touch.
- Efficiency in the searching for candidates is a must for any organization. Companies are no longer able to cast a wide net in hopes to attract the perfect candidate – for example, many jobs are not posted on Monster, Career Builder, and the like anymore. It's expensive and inefficient. Companies are focused more on quality, not quantity. A talent community allows an organization to see who is interested in them and understand their expertise. It is no longer about a job fit but, a talent fit.
- Contribute quicker. Typically, you start learning about the organization's culture and ways of working until you interview. As a member of a talent community, you begin to learn before you've even applied. This decreases the on-boarding time and allows you to begin contributing to the organization sooner!
By joining a talent community, you're allowing yourself to learn more about an organization. You're also letting the company know you may be interested in them as an employer. It's a great way to begin building a relationship well before you've even joined the organization. Talent communities give you the opportunity to learn beyond what you would find from a website. This knowledge will allow you to make well-informed decisions about your next career move.
So what are you waiting for? Get out there and join your favorite brand's talent community now! Start by introducing yourself to Qwalify!
The cost of hiring is going up. Companies are discovering that competition for the best talent is getting fierce. Candidates now have multiple offers to consider. In this competitive talent landscape companies are investing more time and money hiring the right people to drive their businesses forward.
Selecting the right candidate is the first step to ensuring your investment is well spent. But as many recruiters and hiring managers know, finding that right candidate isn't always easy. It's kind of like finding Willy Wonka's golden ticket; there aren't many out there, but with perseverance and patience, you just might find one. As recruiting shifts ever so slowly from a post-and-pray model to a proactive relationship-based one, companies can begin to focus more on talent fit rather than job fit.
Job fit is simply where a candidate meets the requirements for the job: they have X skill, Y experience, and Z education. This information provides only a small piece of the intricate puzzle that makes up a person, leaving out key considerations such as personality, behavior, preferences, motivators, company and product knowledge, and more. Hiring by job fit is reliant on yesterday's needs and doesn't take company culture or organizational goals into consideration and creates a talent gap.
When organizations experience a talent gap, the most obvious indicators are high turnover and low productivity. Employees tend to be less engaged as they don't feel a strong connection for the purpose or goals of the organization. The impact of a talent gap drives up the cost of hiring due to lengthier onboarding and training, loss of productivity time, and increases the risk of a bad hire.
Talent fit is where your company and candidates intersect. Talent fit extends beyond the X, Y, Z, to consider how your candidates align with the future needs, goals, values, and brand of your company.
Your candidates are as unique as the all the people who make up your organization. Each person brings something different and valuable to the table. Determining who is the right talent fit, however, takes more than just reading resumes.
Three simple actions to start recruiting for Talent Fit:
1. Look Beyond Resumes
Resumes are static documents that contain details that candidates think you want to know. They reveal very little about personality, work ethic, behaviors, motivators, and so on. They are a one dimensional document in a three dimensional world.
2. Engage in Real Conversation
It's amazing what you can learn about a person when you have real conversations with them over a period of time. So many companies use social media and their traditional marketing channels to talk at their audience, not with them, in their attempts to generate engagement. The end result is just a lot of noise and relationships that are not actually engaged. To fullfil recruiting needs, talent by the hundreds – or even thousands – are invited to self-select and apply to roles that they are not likely a fit for and then sit in the 'black hole' where any amount of engagement slowly dissolves. Avoid this disengaged and disconnected approach by inviting them instead to simply introduce themselves and take part in a series of natural conversations. Those who stand out can be invited to put themselves forward into an application process. By turning the current process on its head and allowing recruiters and hiring managers to create conversations and vet prospects before they apply saves time and creates a meaningful, value added experience for everyone.
3. Understand Organizational Needs, Goals, and Culture
Your organization is a unique entity. While you may have aspects in common with other companies in your industry or those of similar size, no two are alike. The people who make up your team are just as unique, and bring qualities that help to reflect and build your organization's character. Understanding what it is that drives your company forward means that you will have a better understanding of the kind of people who are needed to keep it going.
Bonus tip!
4. Focus on one process at a time.
An effective Talent Fit strategy always starts with a focused initial use case to grow from. Ask us how clients have initiated their strategies with Talent Dojo to power game-changing use cases such as recruiting from their customer base or loyalty program.
Job fit is for yesterday's needs. Talent fit is for the future. Get to know your candidates, reduce turn over, save money. It's as simple as that.
We're all aware of the Kevin Costner movie Field of Dreams. The movie is best remembered for the quote "If you build it, he will come." Costner's character, Ray, builds a baseball diamond in the middle of his Iowa cornfield and yes, Shoeless Joe came, along with the rest of the Chicago White Sox team of 1919. Once the diamond was complete, one by one, the members of the team came walking out of the cornfield, ready to play ball.
Sounds like an awesome concept, right? If you build a perfectly designed 'field' for a specific audience, you will meet their unfilled dreams while providing a sense of connection and achievement for those involved. Wouldn't it be great if you could somehow – telepathically or otherwise – let your audience know you have something for them? Think of how great it would be if the moment you launched your talent community instantaneously there were 100's of members already at your fingertips.
Since organizations have started building talent communities, it has been assumed that this would happen – that the talent audience would just come in droves to join. Years later, no matter how strong your brand is, this concept still only works in the movies! I've worked with clients across a myriad of industries whom I have designed, implemented, and managed talent communities for years. The one thing that is consistent across all industries, brands, profiles, locations, and levels is that when building talent communities if you don't tell him, he won't come. 'He' is your talent audience. 'He' is your future leader, marketing guru, finance expert, sales extraordinaire… 'He' is your future hire.
There is no magic energy force that draws your audience out of the cornfield and into your community. You need to tell them; you need to shout it out loud! Your audience deserves to know you've made something for them and there is value for them to come join.
Because of this, we have to systematically and strategically think through how to let our audience know we have something for them. There are so many ways to market your community, from online to offline sources. The better you know your audience the more effective you will be in getting in front of them and introducing them to your talent community. You don't have to market everywhere, but, knowing the behaviors of your audience will increase your effectiveness.
Top Five Methods to Marketing your Talent Community
Website/Career Site
Your career site is the entry point to bring potential employees into the organization. 76% of candidates prefer to apply through your own career site than any other channel (Potential Park). You have a primed audience already visiting; adding a button inviting them to join your community is the easiest and quickest way to begin building your community. The visitors are already thinking of you as an employer so give them the opportunity to stay connected – invite them in! I have personally witnessed a minimum of a 20% increase in membership acquisition by clients who posted the "Join our Talent Community" on their career site over those who chose otherwise.
Capitalize on your ATS. Your ATS is a black hole full of names and email addresses of individuals who already expressed interest in your brand. The typical ATS will allow you to slice and dice your data to provide you a list of past applicants as specific or general you wish to invite them to your community. Alternatively, you can purchase lists from experienced sourcing gurus which will do the heavy lifting for you and provide you with the necessary information for you to distribute your email. Since Email conversion rates are 3 times higher than social media with a 17% higher value in the conversion, (Hubspot) it's a great place to yield the highest return on your efforts.
Social Media
As mentioned above, understanding where your audience is, is a great way to know where to market your community. We know there are 1.65 billion monthly active users on Facebook, 1.3 billion registered users on Twitter and 433 million users on Linkedin (DMR). I do not know what profile or audience you are wanting to attract, however, I'm going to go out on a limb and tell you, I'm pretty certain they are probably hanging around one or all of these networks. These channels allow you to get very specific on the criteria to which you want to advertise, which allows you to get very targeted. Each channel allows you to set specific budgets and only charges you if your ad is clicked. You also have the flexibility to adjust your campaigns as needed, making it very easy to maximize your budget to it's most successful results.
Search Engine
Google, along with other search engines, allow you to create pay-per-click advertisements as well. Google Adwords typically sees a 3.97% conversion rate for the employment services industry, with an average at 2.7%. (Search Engine Watch). There are over 100 billion monthly searches on Google – again, your talent audience is probably part of that statistic! (DMR)
Career fairs and on-campus presentations are prime opportunities to capitalize on expanding the members of your community. According to a 2013 NACE study, 98.1% of companies they polled believe that on-campus fairs are the number one avenue for them to brand themselves with students. You don't have to lose the connection when you leave the event! Hand out business cards with the invite or follow up with an email invitation into your community. Give them the opportunity to stay connected to your brand.
…and the list goes on…
Inviting your talent audience via your email signature, the bottom of profile-specific job descriptions, on-boarding documents, employee referral programs, sales receipts, flyers, delivery trucks and even your current candidates are a few other examples of where you can market your talent community. Take advantage of your existing marketing efforts, even partner with your marketing organization to elevate the awareness of your community! The opportunity is endless, but, the key is to understand where your audience is and invite them to join.
Kudos to you for building a community for talent to join to support you in your current and future hiring needs. However, if you're not telling the talent audience you have this magnificent place for them to join and get connected to your brand, your community won't reap the rewards of fulfilling your – and their – dreams. While gaining new members into your community may not be as simple as the "if you build it, he will come" theory, there are a myriad of marketing options available to attract your talent audience and invite them to join!
It's that time of year again – the heart rates of new grads are pumping as they look towards their future, and the heart rates of campus recruiters are jumping as they reach out to connect with a new wave of prospects. When they meet in the middle, a disconnect between reality and expectation ensues.
The divide between the expectations of the Class of 2016 versus the realities leaves recruiters with two options: an opportunity to explore and educate or to fail both the grad and company.
What do new grads want? The Accenture Strategy 2015 U.S. College Graduate Employment Study reveals telling data. 82% of the Class of 2016 research the job market before choosing their major, 74% expect to be with their first employer for at least 3 years, 85% desire to work for smaller companies in non-traditional sectors and 77% expect that their employer will provide on-the-job training that will help them progress in their career.
The reality? Only 64% of grads from the previous two years ended up working in their chosen fields, with 49% of grads claiming they are underemployed, 41% are earning $25,000 or less a year, and only 53% reported that they received on-the-job training. It's a far cry from their expectations.
Knowing such facts, recruiters are put in a unique position where they can: 1) explore the expectations of the new grad and educate them on what they should actually be expecting, and 2) educate their employers and clients on these expectations and offer solutions to help them meet/compromise on some of these expectations.
For most grads, their first job dictates the rest of their career, and they feel the weight of that decision looming over them. Walking around a career fair where they are bombarded with campus recruiters isn't the most ideal situation to make decisions. Many new grads are not yet able to articulate what they are good at, what skills they have to offer, and how they will fit within a company's culture. Pulling this information out of them in a five minute conversation is next to impossible.
The elevator pitch and that brief conversation usually gets left behind at the career fair. With the exception of the few savvy networkers, your new database of bare-boned resumes gets stale pretty quick. Offer them something more; offer them an engaging relationship where they can stay connected with your organization and showcase all those skills they didn't ever have a chance to tell you about. Involve them in your world, provide them information they want to know, pique their curiosity, and give them the opportunity to share their knowledge. Build a talent community for new grads where you can vet your prospects, provide pre-onboarding training, and set clear what life at your company will look like.
Welcoming new grads into such a community builds the relationship and develops affinity before they are even considered for a role. Help them make the right decision in making their first career move by educating them. When the time comes for you to move your ideal members forward into the candidate category, they are informed and educated about your business and their expectations are more aligned with reality.
Keep a pulse on what new grads expect and slow their racing heartbeats through transparency and engagement. Keep the lines of communication open to build long term and engaged relationships that can lead to prosperous careers.
Ah recruiting metrics. They can provide such a wealth of information, but they can also fool you by providing unnecessary data. Some find them the necessary evil while others appreciate their value and have built sophisticated processes in order to capture every possible data point to measure their recruiting effectiveness. I, for one, have always loved recruiting metrics. From the time I stepped into corporate recruiting, I was determined to eliminate subjectivity on all fronts. At the end of the day, I was so determined to be prepared to answer that elusive question from my leaders and/or hiring managers: "Why?". There was no way I would let myself answer with a vague "I don't know" or "because" response. Instead, I would rifle through any data I could lay my hands on to put together informed and valuable answers. Remember, this was 15-20 years ago when the thought of recruiting efficiency was at it's infancy and it was acceptable to point the finger at the recruiter for the blame.
Let's fast forward to today. The data that is available to us now is well beyond the usual suspects – cost per hire and time to fill. We're reporting on any and everything we can – from the useful to the useless. The HR tech industry has given us some pretty cool tools to help us measure more than I could have even imagined 15-20 years ago to prove our efficiency and effectiveness in our hiring practices. Gone are the days of pointed fingers and blame.
Now that we are at a time when technology can calculate all of these metrics, we really must ask you: Are all of them necessary for you to effectively manage your department? Are you finding yourself answering that elusive "Why?" question? And do your metrics even support your answer?
What if the data being measured is the wrong data? Common metrics of today don't necessarily help you know if you are getting the right person at the right time. Imagine if you started putting metrics on your talent pipeline. For example, if you measured your talent audience engagement, you would have an indicator of the quality talent available at any given time. Understanding your pool quality would allow you to know if your talent audience meets the critical needs of the business. When you start analyzing to understand if it's tell you if you are getting the right people at the right time, you may realign your measuring and start focusing on your talent pool data before you focus on your applicant pool.
When you pause and think about it, metrics wouldn't even be around if we didn't need to answer that 'Why?" question. If we were all hiring the right people at the right time, the questions wouldn't have to asked. Hiring teams and organizations would be pleased with the amount of candidates, the quality of candidates, and ultimately, the quality of hire. Recruiters wouldn't have the need to capture every possible data point to prove their ability to support the hiring needs.
While other tools are out there capturing every single data point, the team at Qwalify believes in capturing the right data to help bring in the right people at the right time. Instead of starting the talent evaluation after someone becomes an applicant, Qwalify's Talent Dojo allows organizations to construct discussions separate from the application process, which allow you to gather contextualized data to find the most suitable members to be invited into the application pool. You can quickly identify fit for both the company and the role through metrics that matter.
Don't let all those metrics out there fool you. Focus on what is most valuable to your organization through a top of the funnel, relationship-building, discussion-based engagement platform that removes the need to record all those never-ending data points that you've been so diligent about recording. And while you're making your job easier, you're providing your talent audience a positive and engagement experience.
Machines are better at hiring talent than humans. Or so they tell us. Sourcing, candidate screening, job matching, source of hire data, time to hire metrics – all of these and more are aided or provided by tech tools and systems. Technology certainly makes the role of the recruiter more refined, effective, and efficient, but we can't remove people from the mix entirely. We think that the human touch is still a vital component to making successful hires. Even with cognitive technology at our fingertips, the last say on a hire is a person, not a machine.
Your talent community craves personal contact. Who wouldn't? We live in a world of machines; in a world of a million ways to stay connected without ever having to actually talk to someone. So it's nice, feeling like someone is taking the time to talk to you – just you. But we know that's not the most effective way for a recruiter to spend their time, especially if your talent community is made up of thousands of people.
The solution? A question and answer community that is designed around motivation, recognition and contribution value that allows you to target specific members. Imagine the member's delight when they receive a message requesting them specifically to participate in a discussion. It feels good to receive that message and it feels even better to receive a recognition on their response.
It doesn't stop there. Engagement isn't just about reaching out and showing your face. It's about providing the right kind of content – well directed, on-message, industry-relevant, interest-piquing, and timely content. After all, there is no point in engaging in discussions that hold no value for you or your talent community.
So how do you do begin to engage your talent community? By inviting them into your Talent Dojo. And what do you do with your Talent Dojo? Educate, participate, and invigorate.
Educate: The members in the talent community you've built within your Dojo are there for a reason. They are interested in your organization. They want to know more; they want to have the insiders edge that will give them the advantage. So why not give it to them? Provide them with background information, updates on company projects and products, and company trivia. As you provide them with information, ask them for feedback and what they think. Perhaps even go so far as to ask 'how might you have done this differently?' It's a great way to both educate your Dojo and learn about your members.
Participate: Encourage participation from both your members and your team collaborators. The more you can get your own team active in the Dojo, the more opportunities members will have to interact and contribute. The more collaborators you have to lead community discussions, the more diverse the discussions will be. Chances are likely your Project Manager on the development team would ask entirely different questions than your Marketing Manager – which also means that you can better target segments of your Dojo by leveraging the diversity of your collaborators. Added to that, a valuable perk of having several of your own team members interacting with Dojo members means that you can gather different perspectives about members you might otherwise miss if you were relying on just yourself.
Invigorate: Worried that your Dojo is getting a little stale? Provide your members with challenges, surveys, brain teasers, and contests. Remember that community discussions don't have to just revolve around your organization. You can also consider trends are going in on your industry that you can build discussions around, which will help you to learn which candidates are engaged and informed about your industry. Another great way to shake things up a little with your Dojo members is to invite them offline for an event. While this approach is more time consuming and requires effort from both HR and marketing, the results can be amazing. While Talent Dojo can create an amazing online experience, there is still nothing like a real live meet-up. Invite your prospects to in-person events where your recruiters and employee brand ambassadors can meet with them, whether it's a recruiting event, an informational event, or an after five networking event. Through the Community Discussion you can create an invitation and share it with either a select group or the whole Dojo, and collect your RSVPs through a simple Yes or No answer. Coordinate with your marketing and recruiting teams to find a suitable date and time that works for a handful of staff to plan and participate in.
Don't leave recruiting just to the machines. Take a proactive approach and insert a little human touch to make the best hiring decisions you can.
My success in my recruiting profession can be attributed to the valued relationships I've established. As a recruiter filling jobs, I formed an immediate connection of trust and commitment with hiring managers and candidates alike. As my career advanced, building strong relationships became even more important. I know for a fact that there would have been no way I would have been able to introduce SEO, SEM, Social Media and even metrics to Arrow Electronics for recruitment if it were not the relationships I established with Marketing, IT and Finance. I was wanting to implement things that the organization hadn't even thought of yet. I knew I needed to establish trust with my peers and beyond. While socializing ideas with these key partners, we were able to form a bond of trust which gave them comfort in my ideas and how they would impact the business. These individuals became my biggest supporters.
The American Management Association states that 90% of career success hinges on your ability to communicate well, foster mutually beneficial relationships at work, and earn the respect and loyalty of bosses, coworkers, clients, and customers. Business is built on relationships and without them, they would crumble. Consider this: studies have shown that leaders who focus on building solid relationships are more effective and that employees who have developed meaningful relationships work more productively and in harmony with one another.
We recognize the importance of relationships within the workplace. But what about the relationships externally? Not just with your everyday consumer, but with prospective talent. Investing in your relationships with prospective talent will:
Build trust between both the employer and job seeker
- In order to build trust, we need to understand one's credibility, integrity and reliability. Does the interview process give you enough interaction to do this? "Trust has to be earned and should come only after the passage of time" – Arthur Ashe. Does the interview give you enough time?
Give talent a sense of belonging with your organization
- Including the job seeker in the conversation allows the audience to feel connected. This connection allows them to subconsciously begin to process "friend" vs. "foe", thus decreasing any apprehension about considering a new company or opportunity.
Provide both the job-seeker and employer insights on the way each behave, allowing both to make more knowledgeable decisions.
- The more that is shared, the more which is learned. Potential candidates might decide over time that they aren't a fit for the organization – and this is fine. Remember, you don't want everyone, you want the right ones.
- As job seekers experience your organization more before they join, they become familiar with how you operate and communicate. This escalates the point of contribution to your organization after they join.
Allows the organization to keep a pulse on the talent audience and be prepared as business needs change
- Applicants are based on today's job requisitions, which are today's business requirement. Allowing the discussion to happen before a business requirement, allows the relationship to evolve along with business needs and doesn't end when yesterday's job opening is filled.
While there are forums like career fairs and open houses that can be executed to cultivate these relationships, typically, the conversations end at that recruiting cycle. Delivering continuous events like these aren't very efficient. It takes a lot of resources to execute these well, and yet, the conversations ultimately end.
Qwalify's TalentDojo allows organizations to begin conversations to establish a relationship with the talent audience on an on-going basis in an efficient, systematic way. The company owns the conversation, but, delivers it in a non-evasive, very engaging manner. Through their discussion-based system, talent can showcase their areas of expertise while learning more about the organization. Through this process, the company can quickly identify the experts and reward them for their contribution. Talent Dojo provides the forum that establishes the relationship to build connection and trust for all parties to make more informative decisions to meet the ever-changing business needs.
Undoubtedly, 2015 was a hot year for HR tech. As the economy continued on its upward trend, investments in HR Tech went with it. During the first half of 2015, investment alone more than tripled what was invested annually between 2000 and 2013. With money in pocket and an eye on consumer trends, the HR tech sector accelerated its transformation in 2015, creating tools that meet the growing needs of HR departments, and the enterprise as a whole.
Those consumer trends have dictated the way that companies now (or will soon) interact with employees and prospective employees. Strategic business leaders must ask themselves which tools and trends will best integrate with their company. The biggest question should be: What strategies will most benefit the overall success of our organization?
Over the past few months, as our clients and prospects completed their strategic plans for 2016, a few trends become very clear. Further, reading the observations and commentary from the likes of Josh Bersin, Jessica Miller-Merrell, and Steve Boese further enforces some of these discoveries. Based on these conversations and readings, we've compiled our own Stop, Start, Continue list of 2016 HR trends, outlining which trends to follow and which to ditch this year.
- Stop focusing on all the data that is available to you. Rather focus on the relevant data you need. Analytics, metrics, Big Data – call it what you will, but too much unstructured, irrelevant data becomes overwhelming and muddies up the evidence you are trying to gather. Get the data you want to assist with decisions, like Steve Boese says, such as allocating salary increases and bonus pools across an employee ground, determining the optimal mix of skills and competencies in a prject team, and predicting the organizational impacts in terms of retention and attrition. Spend the time to uncover what data is most important to your team and company, then find the appropriate tools to deliver that data. No point in paying for data you are not going to use.
- Ineffective 'talent community' strategies – 'Job agents' (automated job notifications that are sent to the job seeker based on their selected criteria) don't build talent communities. Job agents are focused on filling a specific current job opening, they are not (mostly) focused on creating an engaged pipeline or building lasting relationships for the future. CRM's and ATS's are not talent communities, they traditionally foster one-sided communications that are seen as spammy to many, and are heavy on administrative tactics like data-entry. Talent pipelining strategies must include prospect (pre-candidate) engagement tactics that don't have a job attached to be effective. Providing an experience that is prospect-focused and relationship-driven will help optimize your time, money, effort and ultimate ROI on your pipelining strategies.
- Start marketing your talent community. Talent communities are not an 'if you build it they will come' situation. Leverage your social channels to attract your target audience to bring them to your talent community where you can begin engaging with them. Jobvite shared that 67% of job seekers use Facebook, 45% use Twitter, and 40% used LinkedIn. Job searching in public is no longer 'taboo.' A surprising 67% of people will job search from the comfort of their own bed, 38% during a commute, 30% while on the job, 20% during a meeting (yikes!), and 8% while at the bar. Whether they are passive or active, potential candidates are out there and readily accessible to connect with. Once you've got them in the funnel of your talent community, you can begin true engagement efforts to motivate, encourage brand loyalty, and offer a positive pre-candidate experience.
- Get a pulse on talent – Start responding in real-time to employee and talent community. Old and stale data is yesterday's news. Shiny new tech tools are coming onto the market every day to provide current, up-to-the-minute data on your talent . New processes now focus more on employee feedback, pulse surveys, ongoing engagement monitoring, goal management, performance management, and even tools that monitors the physical response of an employee to a new office layout. If you can think it, it is likely someone has created it. Imagine all of that information readily available at your fingertips that you can use to respond accordingly to foster engagement, loyalty, and motivation. We are clearly biased, but if you want next generation talent insights, we'd be happy to show you Talent Dojo.
- Holistic engagement – engage the whole person, not just their professional side. Focus on growing relationships rather than just filling req's. Treat prospects as well as you would your customers, because as our clients and prospects realize, they are often the same people. See our case study for an example of the effects holistic engagement can have on your organization, in this case, for Diversity recruitment.
- Multi-departmental collaboration – keep driving the importance of cooperation and showing the benefits. Whether it's Marketing, Finance, or IT, every department should come together with HR on pieces to support and promote both a positive employer brand and talent brand.
- Measuring HR initiatives and results to prove departmental worth within organization and need for budgets. As Jessica Miller-Merrell put it, measuring your department's effectiveness can help to move you from a cost centre to a revenue centre. After all, happy, successful employees means a happy and successful company. All those targeted analytics only help to promote your cause.
The HR tech industry is revolutionizing the way we engage with talent. The ebb and flow of trends will always take us for a good ride, but making sure you're riding the right wave is vital to building an engaged and thriving workforce. The trends you choose to stop, start, and continue in 2016 will reflect greatly in the success of your organization.
We hope your 2016 is off to a great start!

subset: commoncrawl


text:
District of Nevada Labor Cases
Fair Labor Standards Act Cases, Dockets and Filings
Cases filed
Cases 1 - 10 of 345
Walsh v. ITS Logistics, LLC
as 3:2016cv00607
Cause Of Action: Fed. Question: Fair Labor Standards
Brown et al v. Jacob Transportation, LLC
as 2:2016cv02436
Cause Of Action: Denial of Overtime Compensation
Perez v. Wellfleet Communications
as 2:2016cv02353
Plaintiff: Thomas E. Perez
Defendant: Allen Roach, Wellfleet Communications
Cause Of Action: National Labor Relations Act
Slack et al v. Parball Newco LLC et al
as 2:2016cv02324
Defendant: Parball Corp., Parball LLC, Parball Newco LLC
Plaintiff: William Slack, Harry Strock
Cause Of Action: Fair Labor Standards Act
Clark et al v. Bank of America Corporation
as 2:2016cv02228
Plaintiff: Sonya Alexander, Maureen Clark
Defendant: Bank of America Corporation
Cause Of Action: Fair Labor Standards Act
Loding et al v. Sitel Operating Corporation
as 2:2016cv02047
Plaintiff: Tonsania Collins, Brandi Loding
Defendant: Sitel Operating Corporation
Cause Of Action: Fed. Question: Fair Labor Standards
Perez v. Pratt Communications, Inc. et al
as 2:2016cv01950
Plaintiff: Thomas E. Perez
Defendant: Kevin Pratt, Pratt Communications, Inc.
Cause Of Action: Fair Labor Standards Act
Keen et al v. Omni Limousine
as 2:2016cv01903
Plaintiff: Ronald Keen, Robin Mooney
Defendant: Omni Limousine
Cause Of Action: Collect Unpaid Wages
Villa et al v. Reno Housing Authority
as 3:2016cv00441
Plaintiff: Melisa Chavez, Jaime Villa
Defendant: Reno Housing Authority
Cause Of Action: Fair Labor Standards Act
Rivera v. Gerrard, et. al.
as 2:2016cv01005
Defendant: Aristotelis Eliades, Dolores Eliades, Douglas D. Gerrard
Plaintiff: Julio Rivera
Cause Of Action: Fair Labor Standards Act
Disclaimer: Justia Dockets & Filings provides public litigation records from the federal appellate and district courts. These filings and docket sheets should not be considered findings of fact or liability, nor do they necessarily reflect the view of Justia.


text:
THIS IS A DIRECTORY PAGE. Britannica does not currently have an article on this topic.
Alternative Title: "Siddhanta-siromani"
Learn about this topic in these articles:
discussed in biography
In other of his works, notably Siddhāntaśiromaṇi ("Head Jewel of Accuracy") and Karaṇakutūhala ("Calculation of Astronomical Wonders"), he wrote on his astronomical observations of planetary positions, conjunctions, eclipses, cosmography, geography, and the mathematical techniques and astronomical equipment used in these...
Indian mathematics
...belonged; for example, Bhaskara's Lilavati and Bijaganita were often considered to be chapters of his astronomical magnum opus, Siddhanta-siromani ("Crest-Jewel of Astronomical Systems"). These astronomical works were primarily aimed at students and scholars pursuing astronomy, astrology, and calendrics as...


text:
Pervs On Patrol blonde VIDEOS (146)
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Pervs On Patrol
91 %
77756views - Oct 27, 2011
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Pervs On Patrol
89 %
107309views - Oct 20, 2011
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Pervs On Patrol
93 %
103311views - Sep 15, 2011
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Pervs On Patrol
87 %
43969views - Sep 01, 2011
Just my luck that my super fucking sexy neighbor had two of her friends over for some hot tub hi jinks. So I do what any sensible American would have done and got the video camera - fuck the creep factor! Turns out, when they see me filming them, the...
Pervs On Patrol
92 %
101151views - Aug 18, 2011
Florida during the week is DEAD, but luckily for my friends and I, we noticed another girl staying at our hotel. She's either one stupid bitch, or one really slutty girl, or better yet, BOTH Stupid and Slutty! She was sun bathing TOPLESS by the pool....
Pervs On Patrol
92 %
90577views - Jul 07, 2011
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Pervs On Patrol
95 %
407813views - Jun 30, 2011
I got lucky when I found a super hot roommate online. She's been driving me crazy for months; teasing whenever she went from the shower to her bedroom. We fooled around once so I figured I'd stash a camera in her room to catch her after a shower. She...
Pervs On Patrol
91 %
89271views - Jun 23, 2011
I couldn't believe my luck when I stumbled onto one particular campsite while I was hiking the other day! These two chicks thought they were completely alone so they get naked, start kissing and eating each other out! When they finished I thought I'd...
Pervs On Patrol
94 %
67931views - Jun 09, 2011
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Pervs On Patrol
95 %
532968views - May 26, 2011
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84 %
56248views - May 12, 2011
Miss Brooke is the fucking hottest bitch on the block. I've been raking her yard for the past couple months now and every once and a while I see her sun bathing with her top off, but I was never ready for what happened when I got caught. She's like t...
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88 %
63931views - Apr 28, 2011
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Pervs On Patrol
81 %
45563views - Mar 24, 2011
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Pervs On Patrol
91 %
46554views - Mar 10, 2011
I filmed this crazy couple who are top of line exhibitionists. This couple got on the bus and starting fucking in the back. I'm sure everybody knew what was going on but I don't think nobody gave a fuck.
Pervs On Patrol
90 %
142253views - Feb 24, 2011


text:
|9 Reviews
|Property type
|Minimum Stay
|5 - 7 nights
Your booking will be backed by our Book with Confidence Guarantee when you complete your reservation online and finalise payment on HomeAway.Learn more
A spacious, luxury, award winning beautifully appointed apartment actually located on the beach in Port St Charles. It is not the expected 'Rental' standard of accommodation. # 271 has 3,000sq ft. Available for 4/6 adults,( sorry no small children) in 2 of the 3 beautiful bedrooms. This amazing beachfront apartment has direct access to the spectacular serviced south beach of Port St Charles.
Two large elegant bedrooms available for your use. Both with en suites and large terraces - one overlooking the sea and the other the lagoon. Dining and lounging facilities on both the large terraces. Centrally a large comfortable sitting room leading to the Captain's Room which is used as the TV/media room.
Bose Soundline Mini and Apple TV systems.
This beautiful beachfront apartment with its unique direct access to the spectacular south beach of Port St Charles has been Designer decorated and furnished to an award-winning standard, and this distinctive property enjoys breathtaking, uninterrupted views.
It offers two spacious bedroom suites with private en suites - one called The Sand Dollar Room, and the other The Parrot Room. Also the main sitting room and a study/TV room called The Captain's Room, plus a full guest bathroom.
The attractive entrance, with comfortable dining area, overlooks the lagoon and leads to a fully-fitted kitchen with laundry room.
The large, elegantly furnished sitting room leads through sliding french doors on to an expansive covered beach front terrace offering dining and lounging areas; stylish, retractable awnings provide additional shade from the afternoon sun and has easy beach access from the terrace.
The Sand Dollar room opens to the beach-front terrace too, whilst the Parrot Room and Captains's Room, lead on to an intimate lagoon Terrace.
The Captain's Room is available as an extra bedroom with a large double bed.
The magic of this home is having terraces on both sides enabling you to sit out and watch the sun set over the tranquil Caribbean sea in the evening, or to watch the boats going by in the marina where the boats are quietly berthed behind your home. Each terrace really gives a feeling of open island living where air conditioning is rarely needed although available.
Designer decorated and furnished to an award-winning standard, this distinctive property enjoys breathtaking, uninterrupted views.
The main ocean front terrace has easy beach access via a private stairway. Although can be accessed using the lift at the entrance. One of the suites also opens to the beach-front terrace, whilst the other and study/TV room, lead on to the intimate lagoon balcony.
One of the suites also opens to the beach-front terrace, whilst the other and study/TV room, lead on to the intimate lagoon balcony.
Heavenly views of the aquamarine waters almost overwhelm you the minute you enter the sitting room, which has has 2 huge comfy sofas and 2 armchairs. Through the large sliding French doors, you enter the Sea Terrace which offers a delightful area for outdoor dining, overlooking the beach, the aquamarine seas and the reef which makes for wonderful snorkelling, just feet away from the door
The Kitchen is well appointed with fridge freezer, dishwasher, cooker, microwave, liquidiser and all required to help you create delicious meals using fantastic local produce and freshly caught fish from the nearby fish market. The kitchen opens to the dining terrace, and is cooled by the trade winds. The Laundry room with Washing Machine, Dryer, Ironing Board and Iron and butlers sink tucked away adjacent to the kitchen.
The Sand Dollar Bedroom has a large king size luxury bed and is equally roomy with plenty of wardrobe space for all your favourite island attire, This bedroom has its own beautifully equipped marble bathroom.
The Parrot Room Bedroom also has a large king size luxury bed and is equally spacious with plenty of wardrobe space and a private enclosed veranda with sun loungers. It has its own marble tiled full shower room, and an adjacent marble tiled shower room. His and Hers if wished!
The bedrooms are provided with Luxury Peter Reed 5 cord cotton bed linen, White Company waffle cotton blankets and towels. Bathrobes provided.
8 hours weekly maid service is included. A safe is available in the apartment.
Unlimited local telephone calls can be made at no extra cost.
Wifi is available too.
Port St Charles residents have exclusive use of 2 swimming pools, 2 tennis courts, a gymnasium, sun loungers and umbrellas on the beach, the water taxi at your beck and call to transport you to anywhere within Port St Charles, the Sunset Isle with Pool, Bar and Restaurant. You also have the option to use Port St Charles Yacht Club and Restaurant
There is also a Hair and Beauty Salon called Headmasters.
You can also enjoy beauty of the tropical gardens. The
Lagoon abounds with turtles and sea life and the off shore Reef is colonised by coral, sponges and myriads of tropical fish. Perfect for snorkelling.

Why we chose Port St Charles

We fell in love with Port St Charles the first time we drove past the gated entry in 2002. We were exploring the Northern part of the island, and just had to stop and view this delightful place. Construction was still going on, but the place was so beautifully managed it didn't matter.

We viewed several apartments, but the added bonus of a Plunge Pool on the terrace and being close to the water left us with no option but to choose Windward. We have had no regrets since. The ambience in the apartment and in Port St Charles is so relaxing and refreshing. It is a delight to walk around Port St Charles taking in the beautiful tropical gardens and being engulfed by the heavy scent of flowers. We are also so fortunate to have one of the best swimming/ snorkelling/ sunbathing beaches on the island, and despite all beaches in Barbados being public the beach at Port St Charles is never busy.
We Live in Hampshire, England and have 3 adult children and 4 grandchildren.
Nicola Aldridge purchased this apartment in 2007
Owned by Mark and Nicola Aldridge. We fell in love with Port St Charles the first time we drove past the gated entry in 2002. We were exploring the Northern part of the island, and just had to stop and view this delightful place.
We viewed several apartments, and finally chose this one on the Beach. We have had no regrets since. The ambience in the apartment and in Port St Charles is so relaxing and refreshing. It is a delight to walk around Port St Charles taking in the beautiful tropical gardens and being engulfed by the heavy scent of flowers. We are also so fortunate to have one of the best swimming/ snorkeling/ sunbathing beaches on the island, and despite all beaches in Barbados being public the beach at Port St Charles is never busy. We also feel it is an added bonus to be near Speightstown which is a 'locals' small town (more like a village). It is not commercial, and we are away from the busy touristy areas of Barbados. Despite that we can hop in the car, on a bus or in a taxi and be down in the 'action' further south in minutes.
This property has the exceptional privilege of being situated on the Beach at Port St Charles, with views looking out onto the beach and the water. It is open and spacious, light and airy, and feels just like home - having all the facilities and equipment you would expect in your own home - if not more. Sensibly priced, at way below what you would expect to pay for this very special location in Port St Charles.
The most beautiful condo you will ever stay in!
I don't know where to begin other than to say this condo is the most beautiful condo I have ever seen. The entire place is top notch and nothing could be better. The kitchen is state of the art if you want to cook some meals and the bedrooms and media room are just perfect. The beds are very comfortable and having the option the turn the a/c on at night is a big plus. The resort is also fantastic and we couldn't decide where we wanted to spend our days so we just took turns at the beach, island pool and yacht club. You can walk over to the restaurant at night for dinner or walk into town where there are several great places to eat. If you feel up to it, you can also drive into Holetown (about 20 minutes) and dine at some of the best restaurants in the Caribbean. Don't even hesitate and rent this condo (if it is available!). It is very popular and now I know why. You will not want to ever leave.
Fantastic apartment in a great location at Port St Charles. Pictures don't do it justice just steps from the beach and marina at rear. Great to have the yacht club so close as its got a great pool and bar/ restaurant and water taxi to and from. Everything as advertised, impeccably clean. Good communication with owner. Apartment highly recommended.
Rather than paraphrase the other reviews, let me just say they are all correct in every respect. We had a lovely holiday here, and the best compliment I can give is to say we are rebooking for 2017.
Wow! This really is a stunning fabulous luxurious apartment. The views are amazing, right on the beach front on one side and lovely marina views from the back. The apartment is large and with an enormous balcony on both sides. The apartment is beautifully and tastefully furnished, it certainly feels like a luxurious home rather than a rental apartment. The description and photos are accurate. It is a very special location. The rooms are all spacious, everything you could think that you might need is here to use. The apartment was spotlessly clean and very well maintained. It has a calm relaxed chilling feel. We used the water taxi to hop over to the very good value PSC yacht club to eat and drink some days. Speightown is walking distance along the beach. Amazing place - do not hesitate to book, you will not be disappointed. Great communication and information from the owner. Loved it and would definitely return.
Smart, well-appointed, beautifully decorated, spacious apartment, with stunning beach views. Thought has been given to requirements for visitors' comfort and convenience. Clean and well-serviced.
A pleasure to stay there and would have no hesitation in recommending this property to friends.
This is a beautifully appointed apartment overlooking the beach on one side and the marina on the other. The apartment is very clean and very well organised. It has a home from home feeling about it. It was nice to have a welcome pack in the fridge on arrival. Although we did not cook, the kitchen is fully equipped, should you want to. The bedrooms are light and airy with comfortable beds, nice bed linen and lots of wardrobe space. There is also a safe.The bathrooms are beautiful and there were plenty of towels. We had a maid coming in two mornings a week, cleaning and changing linen. The apartment is situated on one of the best beaches on the island. We were very well taken care of by the beach staff, providing loungers and umbrellas. The Yacht Club nearby provides good food and drinks but should you want to venture further afield, there are some fantastic restaurants on the island. For this you will need transport though. We booked the driver who picked us up from the airport for the evenings we were going out. The apartment is decorated and furnished to a very high standard, all in all - a delight. We would love to go back and wouldn't hesitate to recommend it.
This apartment has been luxuriously designed and furnished to the very best of standards. We stayed for ten wonderful days and enjoyed the comfort and relaxation it afforded. Each room provided for our every need including the en-suite bathrooms and kitchen so that we could truly feel at home. Unfortunately though, home doesn't have the spectacular sea and lagoon views which can be seen from your bed when you awake in the morning in this lovely apartment. A refreshing breeze flows gently through the rooms keeping the air fresh and cool. We enjoyed most early evenings sipping cocktails as we watched the spectacular sunset from the terrace. The beach is just a few steps away, through a gate where sunbeds and parasols were set up for us whenever we wished. There is a complimentary water taxi available to take you to any part of Port St. Charles and we used this to visit the excellent Yacht Club for lunches and dinner when we didn't want to venture too far. There are many superb restaurants on Barbados and we managed to visit quite a few of them on the west coast, only a short taxi ride away. All the staff in Port St. Charles are friendly and helpful and greet you with a smile. This apartment has its own private maid (specially-appointed by the owners) who keeps everything spotless. In conclusion, this apartment is perfect for a relaxing holiday or as a base from which to explore the beautiful island. The security is excellent and we felt very safe throughout our stay. We have already booked our next trip!
Located on the beach in the beautiful marina resort of Port St Charles, boasting one of the best beaches and reefs in Barbados. Port St Charles is 500m north of the small historic town of Speightstown. Here Caribbean life is as it has been for hundreds of years, fishermen bringing in the day's catch to be sold at the town's fish market, the colourfully dressed ladies by the side of the main street selling fresh fruit and vegetables, the general hustle and bustle of a genuine Caribbean 'town'. There are also small supermarkets, art galleries, bars, and restaurants. The more modern Holetown is 15mins and Bridgetown the capital 30mins away. Travel by bus or more sedately by car or taxi. The wild rugged East Atlantic coast is about 20 minutes away. Between PSC and there enjoy visiting Plantation Houses, working Sugar Cane fields, villages, the hills of Scotland, amazing vistas and more.
|Rental Period
|Minimum Price
|Additional Nights
|Weekend Night
|Event Price
Late Autumn
16 Oct 2016 - 16 Dec 2016
5 night minimum stay
for 5 nights
|Notes: Rates are based on 2 guests; add £50 per night, per additional guest
Christmas 2016
18 Dec 2016 - 6 Jan 2017
7 night minimum stay
for 7 nights
|Notes: Rates are based on 3 guests; add £50 per night, per additional guest
Spring & Easter 2017
7 Jan 2017 - 14 Apr 2017
5 night minimum stay
for 5 nights
|Notes: Rates are based on 3 guests; add £50 per night, per additional guest
Early Summer 2017
15 Apr 2017 - 14 Jul 2017
5 night minimum stay
for 5 nights
|Notes: Rates are based on 3 guests; add £50 per night, per additional guest
Summer 2017
15 Jul 2017 - 1 Sep 2017
5 night minimum stay
for 5 nights
|Notes: Rates are based on 3 guests; add £50 per night, per additional guest
Early Autumn
2 Sep 2017 - 14 Oct 2017
5 night minimum stay
for 5 nights
|Notes: Rates are based on 3 guests; add £50 per night, per additional guest
15 Oct 2017 - 15 Dec 2017
5 night minimum stay
for 5 nights
|Notes: Rates are based on 3 guests; add £50 per night, per additional guest
Christmas 2017
16 Dec 2017 - 5 Jan 2018
7 night minimum stay
for 7 nights
|Notes: Rates are based on 3 guests; add £50 per night, per additional guest
|No additional mandatory fees
|Refundable Damage Deposit
No Hidden Costs/Commission. Prices quoted are for 2 adults in one bedroom. £100 /night for additional bedrooms. 50% taken with booking, balance 2 months prior to vacation.CANCELLATION – Strict policy details
If the guest pays the full balance on time, they can receive:
• a 50% refund of the total cost if they cancel at least eight weeks before check-in.
1. a 25% refund of the total cost if they cancel at least four weeks before check-in. No refund if no show or shortened stay
Travel insurance is recommended
Payment by PayPal or wire in US$. Or Sterling into UK account. All fees for payment costs are to be covered by the client.
£500 or equivalent US$ returnable security deposit required.
Concerned about authenticity call me before finalising booking


text:
RATINGS: 48 WEIGHTED AVG: 3.5/5 SEASONAL: Autumn EST. CALORIES: 285 ABV: 9.5%
West Coast Wheat Wine is a huge beer in terms of alcohol strength. 60 percent of the fermentable extract is derived from malted wheat and this lends a quenching drinkability rare to beers of this strength. The hops are 100% American west coast types that are bold and citrusy in character. In the glass, Baird West Coast Wheat Wine is a deep copper-gold color and sports a very tight, creamy-white head. The nose is piquantly complex -? we detect notes of pears, plums, raisins and the ominous foreboding of alcohol. In the mouth, you will experience a panoply of sweetish honeyed-fruit flavors that are washed clean by a robust hop bitterness and a hot alcohol finish.
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Made with jute and recycled textile fibers
The high quality leather used on thes
Espadrilles is 100% genuine Spanish Leather
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Discussion in 'UHall' started by CountSilverbow, May 29, 2014.


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Use coupon code "ATEXPRESS" at checkout for free express shipping!
Burberry Men's Classic EDT Eau De Toilette - 3.3 oz
- Catalog #: 1681938341
- EDT Eau De Toilette
- 3.3 oz Spray
Burberry Classic is a scent that will leave your senses relaxing in the clean and fresh scent. This fragrance has zesty and energizing mint, bergamot, lavender, and thyme while being calmed with sweet tones of cedar, sandalwood, jasmine, geranium, and oakmoss. This fragrance is guaranteed to leave lasting impressions with musk, vanilla, and amber that only Burberry is capable of achieving.
- Fragrance Details
- EDT Eau De Toilette
- Features
- 3.3 oz Spray
Guaranteed Authentic Each Burberry Men's Classic EDT Eau De Toilette - 3.3 oz #BC4381505 is brand new, and shipped with the original manufacturer packaging and manuals.
0 out of 5 stars based on 0 review(s)
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Great smell
By Ahmad on 10/12/2016 Verified Purchase
By Ahmad on 10/12/2016 Verified Purchase
Wasn't sure how it'll smell at this price, was presently surprised to find out it was the real deal!!
- Manufacturer
- Burberry Brand
- Classic Collection
- Burberry model BC4381505
- Product Identifier
- Unique Product Number: 1681938341
- Burberry Classic Men's EDT Eau De Toilette Spray - BC4381505


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Investors advised to buy Apple stock after 'insanely insane' selloffAfter eight weeks of Apple's plummeting value, one analyst believes the selloff has reached a point of being "insanely insane."
Brian White of Topeka Capital Markets is baffled by the sharp selloff of Apple stock during the company's strongest quarter of the year. In the latest downturn, the company's value is off 28 percent from its peak in September.
He noted that Apple has delivered annual growth that is 13-fold greater than the S&P 500 over the last eight years. Despite this, Apple trades at a 20 percent price-to-earnings ratio discount when compared to the S&P 500.
"While we don't expect Apple to grow (earnings per share) by 92% per annum over the next five years, we believe 20-30% growth is reasonable based on the company' slow market share in mobile phones and PCs, combined with growth opportunities in tablets and new potential areas such as Apple TV," White wrote in a note to investors on Monday.
Apple stock price over the last three months, via Yahoo Finance.
Apple had $121.3 billion in cash at the end of its fiscal year 2012, amounting to nearly $128 per share, or 24 percent of the company's stock price. Even if Apple decides to pay out a higher dividend to investors, White believes Apple will still hold nearly $204 billion in net cash by the end of fiscal 2014, which would amount to $212 per share or 40 percent of the current stock price.
"As such, the dividends that Apple can afford to pay out in the future are significant," White said, "and there is no reason why Apple should not currently be paying out at least a 3-4% dividend yield (or $16-$21 per share) versus the current 2% yield (or $10.60 per share)."
Despite recent losses, Topeka Capital Markets is standing by its $1,111 12-month price target for AAPL stock.
On Topic: Investor
- Cowen bullish on Apple's Q4 results, sees iPhone ASP growing to $606
- Apple executives awarded stock bonus worth up to $25M
- Apple's iPhone 7 predicted to spur 8% growth, 2017 redesign seen causing 16% sales spike
- End of Galaxy Note 7 predicted to help Apple, but 'big beneficiaries' could be other Android devices
- Appealing upsell of iPhone 7 Plus predicted to help Apple's average selling price exceed expectations


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We need to change the directory urls for our website
We need to change the directory urls for our website, but it needs to be carefully done so it does not affect our current traffic, and flows smoothly.
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hossaincse2 is a great worker. It has always been ready to accept new changes and work as quickly as possible. He has found a good solution, it is just what I needed and I am very happy. In the future I will contact him to continue working together.
Hi, I have a sound Amazon Web Services experience and I feel that this knowledge and experience will be beneficial for your project if employed. I have been working as a Apache Expert and as a Computer Graphics designer. I also possess knowledge in Database Administration and Database been working as a web developer since 2011. I am willing to be a part of your team and would put in my best skill for the benefit of the company.
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- Estabeleça seu orçamento e prazo
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abugosiaKarachi, Pakistan
I am a web developer having 5+ years of experience, focused on success, high quality work and continued growth. I have experience in HTML5, CSS3, Bootstrap 3, jQuery, PHP, MYSQL, Wordpress, Magento, NopCommerce, ASP.Net, C#, VB.NET, Angular JS, Desktop Applications, Windows Services, SMS Solutions and more....
GanpatDesaiDeesa, India
Hello! Thank you for taking a time to profile review! I would respect your idea with my work. ★ Why choose me : ✔ 4+ years Experience ✔ On time and On budget completion rate is 100% ✔ Satisfaction guarantee otherwise i will refund. ✔ Support, I provide free of cost technical support for a month even after the project is completed. ✔ Reliable, Friendly and Professional ✔ Affordable pricing plans ✔ Fast Delivery ✔ Trust and Partnership ✔ 18 X 7 hours availability ✔ Quality source codes ✔ No charges for deployment ★ I have following expertise & experience in different technologies : ✔ Website Development : PHP, WordPress, eCommerce, Magento, Codeigniter ✔ Website Design : Bootstrap, HTML5, CSS3, PSD to HTML ✔ Web Hosting ✔ Testing I am looking forward to a fruitful business co-operation between us :) Cheers :)
rubinarathodVadodara, India
I am expert in PHP, WordPress, HTML, Responsive Design. I have total 4 Years of experience in this field. My main goal is client's satisfaction. I provide my best services to my valued client. Why you should give chance to me. 1) 100% Client satisfaction guarantee. 2) 24/7 Live support (Skype, g-talk, call, email). 3) One shop for all your web requirement including Web design, Web development, Responsive website. 4) You can communicate with me on (Skype, Call, Gmail).
avinsolnpune, India
osmosisvwMar del Plata, Argentina
iOS Developer / Web developer / Programmer / Webmaster 16 years of experience working with PHP. 4 years of experience with iOS (ObjectiveC and Swift)
irfanabaditBarcelona, Spain
Hi, I'm Irfan Abadit! This is my design portfolio where I share all of my favorite work. When I am not designing things, I enjoy exercising, playing video games, drinking good coffee and many more... If you'd like to follow me on Twitter, my username is @Irfanabadit
cryan09Brampton, Canada
At 27 years old, I've travelled halfway across the world and back. I have a strong passion for design and the world of technology. I am always keeping up with the latest design trends and pride myself on being a hard worker who goes above and beyond to ensure the client is always satisfied with my work. Please review my feedback as well to view all the amazing things previous employers have said about me.
cyberholidayrentNew York City, United States
More and more vacation rental owners and Airbnb hosts like you want to build their own website, as a way to reclaim some freedom from the big listing sites. We easily create a website for your vacation rental with a "Book now" function and manage all your reservations with our all-in-one software solution. Our services include advanced SEO services, social media marketing and AdWords or PPC Campaigns.
safaaalatabbi88Baghdad, Iraq
I am a Graphic Designer, Web Designer/Developer and Internet Marketing Expert with 4+ Yrs. of Exp. I have a Master degree in IT and I have "ITLINE COMPANY" Specialized in Information Technology I work 14+ hours a day to deliver quality work to my clients. I am expert in PSD, HTML, CSS, RESPONSIVE WEB DESIGNING, BOOTSTRAP, PHP, WORDPRESS, LOGO DESIGNING, BANNER DESIGNING, T-SHIRT DESIGNING, SEO, and SMO AND PPC. How we work : 1- Clear project scope 2- Start working on design 3- Mockup design 4- 100% client satisfaction on design 5- Once design approve, start development 6- Responsive site 7- Fully functional site 8- Easy to manage from backend 9- Testing 10- Client satisfaction 11- Complete on deadline 12- Free Maintenance for 2 weeks. language: English , Arabic Just look at what my clients are saying!
KulfiSoftwaresBirgunj, Nepal
Our services include, but is not limited to: 1. Data Entry 2. Web Scraping 3. Webpage Design & Development 4. Graphic Designing 5. Domain Registration 6. Web hosting & maintenance 7. Web marketing 8. CMS Development 9. Forms in Word, PDF or Google. When it comes to developing a product for business, we understand that every business has its different requirement. So, we at Kulfi Software Services, are devoted to develop a fully customized software as per your requirement. In the competitive software industry, it can be difficult to establish a name brand. Nonetheless, we are a team of creative designers from Nepal, who have managed to cut through the clutter and gain international prestige. We have a roster of clients, impressive portfolio of work, prominence in local markets and international reach. Why Chose us? • 0 Error Guaranteed!! • Safe & Reliable Data Handling Methods • Skilled & Experienced Manpower • Affordable & High Quality Of Works • 24 X 7 customer support


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You are here: Dinghy Ropes & Rigging
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Create ProductMarlow PS12 - 4mm
Create ProductMarlow PS12 - 5mm
19mm Carbon Fibre Double Sheaved Caged Block
A tough micro block designed for abrasive ropes and high loads. ...
From: £9.12
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50 metre Hank Deal Liros 8plait Prestretched Polyester
Big discounts on 50 Hank reels of LIROS Top Quality 8plait Prestretched Polyester. ...
Now from: £34.00 Was: £50.00
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Allen Snatch Blocks
Allen Snatch Blocks are excellent for use on twinning lines, as sheet tidies and for continuous furler / code zero take-ups. Available in tw...
Now from: £18.00 Was: £20.00
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Barton 'K' Cam Cleats
The Barton K cam is the ultimate hard wearing, high load, lightweight camcleats, with a design which allows for easy rope entry. Available i...
Now from: £15.66 Was: £17.40
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Barton Rudder and Transom Fittings
Gudgeons and pintles...
From: £4.80
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Barton Single Line Furling Gear
The Barton Furling system is ideal for use on dinghies, dayboats, small catamarans and light sailing cruisers....
Now from: £26.64 Was: £33.30
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Bluewave Quick Tune Rigging Screws
Ideal for replicating race rigging settings....
Now from: £96.57 Was: £107.30
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Chok-A-Blok strap guard protects both the cargo and the webbing strap....
Now from: £5.70 Was: £6.00
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Extra Small 17mm diameter Stopper Balls and Parrel Beads
Extra Small stopper balls and parrel beads are ideal for use on both shock cord and rope for all sorts of jobs on board.Small stopper balls,...
From: £0.80
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Fine Line Clamcleat
The Fine Line Clamcleat has a low profile on flat surfaces. Also ideal for vertical surfaces. Marine grade black nylon....
From: £2.30
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Harken 16mm Single Block
The Harken Single Fixed 16mm block is available with or without becket....
Now from: £12.69 Was: £13.50
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Harken Carbo t2 Soft-attach Ratchamatic
The most effective ratchamatic on the market....
From: £55.20
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Harken Single Fixed Micro Block
The Harken Single Fixed Micro Block is compact, lightweight and available with or without a becket....
Now from: £10.94 Was: £11.40
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Hawk Slot Strip
Slotstrip is a specially formulated laminate of polyester film and Dacron Sailcloth....
Now from: £3.50 Was: £5.00
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Holt Aluminium Cam Cleat
Holts aluminium cam cleats feature hard anodised and PTFE coated cams which operate to maintain an optimum jaw profile. Available in 38mm on...
Now from: £21.99 Was: £23.90
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Holt Curved Kicker Pin for Laser
Significantly reduce the chances of your laser kicker falling out at the leeward mark....
From: £5.30
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Holt Hatch Covers
The new improved Holt Hatches are both light and strong....
Now from: £2.88 Was: £3.20
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Holt Laser Vang Rigging Kit
Re-new your existing laser kicker....
From: £120.20
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Holt Single Swivel Plain Bearing Block
The Holt Single Swivel Plain Bearing Block is part of Holts entry level block range. This universal block is suitable for use with mainsheet...
Now from: £12.24 Was: £13.30
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Holt Turbo Kit - Laser
Using the kit you can easily adjust the power in your rig....
From: £131.70
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LIros D Pro - 100m Reel Deal
Liros D Pro is manufactured from 100% dyneema SK78 with a special PU coating...
Now from: £78.00 Was: £130.00
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Marlow Excel D12 Clearance
Marlow Excel D12 is a 12 Strand 100% dyneema construction with a PU coating for UV and Abrasion resistance. ...
Now from: £17.28 Was: £28.80
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Micro Clamcleat - Nylon x 2
Micro fairlead Clam cleats are suitable for smaller lines whilst also keeping them close to the jaws for easy cleating. Available in marine ...
From: £2.60
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Nova Sail Tactical Race Box - NS360-W
The only true magnetic compass with an embedded speedo GPS...
Now from: £423.00 Was: £450.00
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Nova Sail Tactical Race Box - NSSTART
Provides the information to pinpoint exactly where you are relative to the line....
Now from: £45.12 Was: £48.00
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Petersen Stainless Steel 316L Bow Shackle - Shakeproof pin
Un-certified shackles with specified typical minimum breaking loads and shakeproof pins...
Now from: £5.40 Was: £6.00
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Petersen Stainless Steel 316L Bow Shackle - Socket Pin
Un-certified shackles with specified typical minimum breaking loads and Socket Pin...
Now from: £4.95 Was: £5.50
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Petersen Stainless Steel 316L D Shackle - Shakeproof pin
Un-certified shackles with specified typical minimum breaking loads and shakeproof pins...
Now from: £5.13 Was: £5.70
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When you are a small business owner and you want to be taken seriously or prove your credibility to a potential customer, an address with your own domain against your email can definitely leave the reader with better confidence than a more generic firstname.lastname@example.com. Continue reading
How to Install: Inout Webmail Standard Edition
Inout Webmail Standard Edition is a webmail application ideally designed for small business owners. If you have purchased the Standard Edition, please follow this instruction guide for installation. Continue reading
How to Install: Inout Webmail Ultimate Edition
Inout Webmail Ultimate Edition is a webmail application ideally designed for small business owners. If you have purchased the Ultimate Edition, please follow this instruction guide for installation. Continue reading
SoundCloud & Spotify Clone Update
Our highly successful clone of SoundCloud & Spotify, Inout Music, has released the latest update of its Ultimate Edition. A completely redesigned music sharing and selling platform that can flawlessly run on any device.
Full List of Clone Scripts – Inout Scripts
Inout Scripts™ have been building web based PHP scripts for small business and e-commerce since 2006. As our skills sharpened and our knowledge deepened, we have diversified into various industries and today we boast of 18 clone scripts and climbing.
Gmail Clone gets a face lift & more…
It's finally here. The popular private web based email service, Inout Webmail, a Gmail Clone, built for small businesses gets an upgraded look, enhanced features and a whole new logo.
How to create a Facebook Clone Website?
The huge success of Facebook has inspired many internet entrepreneurs. While the concept Social Networking is simple, for some reason, it too a very long time (ever since the internet was accessible to public), to emerge a platform as big as facebook, for social networking. Ideally it should have been earlier. While Facebook killed almost all competition existed till then, including Orkut, Myspace and Hi5, there is still room for niche social networking sites. Continue reading
Inout Scripts: At the Apex of E-business & Clone Scripts.
Inout Scripts holds a strong brand equity in the e-business & Clone scripts industry. Its success was not without challenges and it has dominated the industry with its powerful scripts and a diverse industry focus.
You Are A company of One: Five Internet Business Opportunities For You.
You are a company of one. You have got a modest budget and you would like to work from home office for yourself. If you lived in the 1930s, your options might be limited to something like tailoring. Thanks to internet & its industry, you don't have to prick yourself and look cross-eyed trying to thread a needle. There are many internet business opportunities to pursue for a decent living, remain independent and be productive. Continue reading
Reverse Logistics: An Ecommerce Challenge
Starting an online shopping portal or a marketplace? Stats say one in three of your sold products will be returned. You need to set up a reverse logistics channel and implement cost saving measures. 89% of customers say the return policy of a product affects their purchase decision.
Reverse Logistics face different challenges from Forward Logistics. Continue reading


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The Moreno is one of many ranges of bedroom furniture that give you the freedom to create a space that is all your own.
The Moreno 2 Door Slider Wardrobe is available in the following sizes:
Height 197 or 210cm
Width 136, 181 or 226cm
Depth 61cm
Please call our help line for more information
"Easy assembly is very misleading. It took me nearly a week to put it together. The instructions were in german and not very clear. However saying that the finished product is a splendid looking piece of furniture. I suggest if you purchase this, you pay a professional to build it, as drills, hammers, Allen keys as well as screwdrivers are needed. Also heavy to manoeuvre. Had it been easy assembly as described I would have given it 5 stars."
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Credit is available subject to status to UK residents aged 18 or over. Steinhoff UK Retail Limited trading as Bensons For Beds acts as a credit broker and not as a lender: their registered office is Festival House, Jessop Avenue, Cheltenham, Gloucestershire, GL50 3SH. Credit is provided by Creation Consumer Finance Ltd (Chadwick House, Blenheim Court, Solihull B91 2AA), is authorised and regulated by the Financial Conduct Authority


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Uber Breach Affecting 50,000 Drivers Went Unreported for Months
Uber waited more than five months to notify drivers whose names and drivers-license numbers were taken in a computer-security breach last year, much longer than allowed by many state laws.
The car-hailing service said Friday it discovered in September that an Uber database had been breached in May, and immediately restricted access to the database. The company said it started notifying the roughly 50,000 affected drivers this week, and has not received reports of misuse as a result of the incident.
Uber is the latest high-profile company to lose internal data to hackers, following breaches at Target, Sony Pictures and health insurer Anthem, among others. Uber's case is interesting because of how long it waited to go public.
"I usually expect it's no more than 60 days before you start notifying people," said Brian Finch, a cybersecurity and data-breach expert at law firm Pillsbury Winthrop Shaw Pittman in Washington, D.C. "Unless they were cooperating with law enforcement, which is a possibility, it would seem to be an unusual delay."
In California, Uber's home state, the law requires companies who lose consumer names and another piece of personal information, including a driver's license number, to tell those affected "in the most expedient time possible and without unreasonable delay."
Most state laws covering breach notification use similarly vague time limits. Among states that offer specific guidelines, none is longer than 60 days.
Wisconsin, for example, says companies have no more than 45 days to tell those affected once it has determined a breach occurred. Florida says 30. It's unclear whether Uber's breach affected drivers in either state.
"Investors and consumers want timely, if not immediate, notification," said Jacob Olcott, a former congressional aide on cybersecurity who now works at BitSight Technologies, a security risk company. Five months "definitely seems long," he said.
Uber said more than 20,000 of the affected drivers were in California, but declined to specify any other states affected. The company has notified the California attorney general of the breach.
"We conducted a thorough investigation and notified affected driver partners as required by law," an Uber spokeswoman said in an emailed statement. "We can't make any further comment about the details of our investigation as it is ongoing."
Almost all states allow a company to delay notification if law-enforcement officials say it would impede an investigation. Uber declined to comment on whether it worked with a law enforcement agency on the breach.
Companies often double- and triple-check records following a breach to determine if data was taken, and delay notification until the investigations are complete.
Uber is offering affected drivers a free one-year membership to Experian's identity protection service. The company says the 50,000 drivers are a small percentage of the several hundred thousand on its network.
News of the breach comes as Uber faces other issues with privacy. Last November, Sen. Al Franken (D-Minn.) called on Uber to explain how it controls its employees' access to an internal tool called "God view," which reportedly gives employees a view into the rides of specific users. Uber has since announced internal policies that allow employees to access this data for "legitimate business purposes," but Sen. Franken has asked for more detail.
Uber said it has filed a "John Doe" lawsuit in an attempt to find information that could help it identify who took the data.