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Tag: social media
Talent Attraction, Satisfaction & Productivity – Social & Tech DO Matter #EWS2015
Editor's Note: Women of HR has partnered with Spherion on a series of sponsored posts to bring you highlights and commentary from their 2015 Emerging Workforce Study, which contains a great deal of interesting data and statistics about future trends in the workforce and our workplaces. This is the final post in that series.
Social media and technology are not new topics in the world of Human Resources. If you haven't been thinking and talking about them for at least the last couple of years, I ask – where have you been? Early adopters have been talking social for years now, and even those that were a little later to the party have been at least marginally aware for the past couple of years that there is something to this "social thing." Companies and HR departments are slowly becoming more tech savvy and realizing the value of technologies and how they can make our companies, departments, and processes more efficient and effective. However, despite that there is still a ways to go and progress to be made. As we've seen time and time again throughout our examination of Spherion's 2015 Emerging Workforce Study over the past several months, there continues to be a gap between what employees believe and expect, and what employers realize and act upon.
Looking at some key statistics from the Emerging Workforce Study, we see that social and technology appear to be key drivers in attracting talent and keeping them satisfied, engaged, and productive once they are on board. I suspect these numbers will only continue to grow as time goes on. And employers seem to realize that, but sadly aren't sure exactly how to address it:
- 50% of workers believe social media outlets at least somewhat influence their view of a company for whom they may work
- 47% of employees expect their user experience with their HR department to match what they are accustomed to in the outside world; however only 24% report that their HR departments provide mobile applications for work related processes
- 54% of workers indicate they spend anywhere from less than an hour up to 6 hours in a typical workday using social media tools or mobile applications to get their job done
- 50% of employers admit they still struggle with how to address social media policies or practices in their workplaces
What Does This Mean For HR Leaders?
There are a few things that become evident from these statistics, and become key takeaways for HR leaders. The first is the importance of employment branding and social engagement. If 50% of potential job seekers place at least some merit in how companies are portrayed online, it seems rather important the HR departments have a handle on what's being said about them. This might mean taking on responsibility for owning the company's Glassdoor or LinkedIn pages. It might mean creating and managing Facebook and Twitter career pages and accounts. Or for public facing companies (i.e. retail, healthcare, or other public services) it very well may mean partnering with your marketing department to ensure your messaging is consistent. Think about it – if a customer has a bad experience with your company, are they likely to want to work for you, or refer someone else to work for you?
The second key takeaway is the concept of the consumerization of technology. As our outside world and our lives become more and more dependent on technology and the efficiencies it provides, our expectations in our work worlds tend to align with that. In this app driven society in which we live, in which we can use our smart phones for almost anything we need to do, it stands to reason that what we need to accomplish in our jobs should reflect that as well, and the statistics show that almost half of us believe that. However, only about a quarter of employers are providing this reality. So as HR leaders, we need to stay on top of latest trends and technologies and constantly be evaluating ways we can implement and upgrade our existing processes to reflect the reality of the outside world. And it doesn't need to be all or nothing, all at once. It might mean starting with one system or process that touches the most employees and upgrading that, and then continually evaluate other options going forward. However you approach it, technology is not going away, and it's our responsibility as savvy HR leaders to be aware of our options and how they can make our workplaces better and more productive.
And the third key takeaway is the social media is not going away. Not only that, but many employees expect and need to use it to be productive in their jobs. Not being sure of how to address policies and practices is no excuse. Blocking social media sites in the workplace is no longer the answer. You can equate it to the use of the internet in the workplace…was there a time when companies did not provide access to the web? Sure. Is that acceptable now? Of course not; workers rely on the ability to research online and access sites to do their jobs. Social media is just the next evolution of workplace productivity tools. Many people rely on crowdsourcing, networking, and information mining that is possible through social media sites to enhance their productivity. Can social media also be a time suck and productivity deterrent? Perhaps. That's where good guidelines come into play. Managing for the exception is never a good practice in any aspect of HR or leadership.
As I've said throughout this series, it's a changing world out there. We as employers we need to be aware of, on top of, and embracing the tools and resources available to us to keep us competitive and effective. We need to understand the trends and changing expectations of the workforce to position ourselves to attract and retain the best talent available. Using the excuse that we just don't understand is no longer acceptable if we want to survive.
This post was the final in a series of six posts over the past several months relating to Spherion's 2015 Emerging Workforce Study. If you're interested in reading the previous posts, you can find them here:
Are We On The Same Page? Critical Skills For The Future Workplace
The Challenge of the Future Workforce
The Workplace of the Future: What We Need To Know
The Changing Face of the Job Search
The More Things Change, the More They Stay the Same – What Matters to Employers in the Hiring Process
Disclosure: Spherion partnered with bloggers such as me for their Emerging Workforce Study program. As part of this program, I received compensation for my time. They did not tell me what to purchase or what to say about any idea mentioned in these posts. Spherion believes that consumers and bloggers are free to form their own opinions and share them in their own words. Spherion's policies align with WOMMA Ethics Code, FTC guidelines and social media engagement recommendations.
About the Author: Jennifer Payne, SPHR, SHRM-SCP has over 16 years of HR experience in employee relations, talent acquisition, and learning & development, and currently works in talent acquisition and development in the retail grocery industry. She is one of the co-founders of Women of HR, and is currently the Editor of the site. You can connect with her on Twitter as @JennyJensHR and on LinkedIn.
Technology, Smechtology
What does the word "technology" do to your blood pressure when you hear it? How about "digital space?" "Social media?"
Your answer may be different depending on a few things:
- Your age;
- Your geography;
- Your career choice; and possibly,
- Any expectations you've been given for using (or not using) technology.
For the record, I'm 53. I'm an HR professional – I am in banking, now for 13+ years, healthcare for 5 years prior, and in small business for 7+ years, with an even earlier working stint in the public welfare sector. I remember when the fax machine came out – I was ecstatic over the ability to move information faster, but had to wait until some of our vendors and clients "caught up" and caught on to the efficiency. I remember when I refused to use a computer mouse – I told my husband, "why should I, when I have all the function buttons memorized?" Remember F1, F2, F3?
I remember calling my husband (he was so tech-savvy back then!) from work so he could teach me this thing called 'mail merge.' Once I had a staff of 35 employees, I wasn't going to type and retype names & addresses in my quarterly employee newsletter. And finally, did anyone delete all those requests back around the years 2002 – 2005 to "connect with your colleague Joe Schmoe" on something called LinkedIn? Yes. I did. I deleted them.
I live in the conservative Midwest, and in a smaller community. Hence, our population in general may be behind in the learning curve and usage of social media. My age group is, too – I'm often frustrated because I seem to still have close friends (who live thousands of miles away) who refuse to use social media. Any of it. I occasionally get a phone call, "did you know that Susie is fighting thyroid disease? No one told me, I'm so upset." And actually, Susie posted the information herself on Facebook, Twitter, or elsewhere in the digital world. Ce la vie.
At a recent round table of HR banking professionals in my home state, we gathered to discuss HR topics. One of our frustrations was our trade association's change of communication from a list-serv email to their website. To ask questions and share dilemmas with colleagues, we need to now learn something new. And different. And that is hard – for everyone. We HR professionals had to take a (difficult) look in the mirror and do what we often coach others to do – get with the program, learn new technology, adapt to change. Tough one.
I have to say, even for an "oldster," I was surprised to hear that some of my HR colleagues still use paper applications when recruiting, aren't engaged in the digital space, and aren't on LinkedIn. I believe I also heard some of our collegial competitors still discourage internet usage and social media usage in the workplace. For me, I found that sad – even freely stating that I was NOT an early adopter, and I am still fairly tech-UNsavvy.
I contend that for HR to earn that proverbial seat at the executive level table (aka the C-suite), HR professionals need to be disruptors. Using social technologies can be disruptive and when learned and used in a positive way, a change agent. We need to question the status quo, make some decisions then ask for forgiveness, and we need to step up and lead. Human Resources has been administrative – almost forever, right? The "Personnel" departments of old were there to support operations, process paperwork, deliver payroll, file employee records, administer benefit programs, and write policies.
We still serve some of those administrative needs, but HR can be so much more to the organization. We need to ask the question "Why?" Why are we doing it this way, why aren't we adapting new technologies, why don't we invest in an HRIS? From my small corner of the world, we can help drive cultural shifts and mentalities, albeit slowly, and often with much assistance from other business drivers. Some of that comes from learning to use technology – it's not going away.
Here are some ideas for HR professionals to consider:
- Have an open mind to change. Most of us no longer hand out cash on pay day, and many of us no longer hand out paper paychecks either. We have electronic means of delivering pay, so why wouldn't we want to move along that continuum with everything HR does? From recruiting to performance management, HR is getting electronically delivered out there in many places – more efficiently, and often more effectively.
- Get social. Take a look, in your off-time, at the social spaces out there. LinkedIn is NOT just a tool people use for a job search. Not anymore. Ease into social media, one place at a time. It can be overwhelming. Join Facebook and just look around for a while. You don't have to post. Same with LinkedIn – see what other HR professionals are doing in the social space. There are a ton of HR blogs out there, many are fabulous to read, and provide good tips. Seek out one you like and follow them for a bit to get a feel.
To move the Human Resources profession up, each of us has a responsibility to be continuous learners, and mostly, to learn to live in the digital spaces. Good luck! You can do this!
[One of these days, I might even get that blog started…. Yes, change happens slowly.]
About the Author: Dorothy Douglass is Vice President of Human Resources & Training at MutualBank, an Indiana-based financial institution. She began her career with Mutual in 2001 as Human Resources Manager, and is a graduate of Ball State University. She is proud to have been in Human Resources now for more than 17 years and is continuing to "lean in" and working to influence the "people management" side of her organization. She is passionate about managing and developing people; and I have yet to be bored in 13+ years in her current job. She considers herself fairly tech-UN-savvy, though has immersed herself in Facebook and LinkedIn. She's still working on the Twitter-sphere & has goals to blog more in 2014.
HR & Social Media: Mending the Uneasy Relationship
Society has gotten to the point where it is more interesting to find that a person does not use some sort of social media platform, than one that uses a platform daily. This deeply personal display of information, however, often finds its way into a workplace environment, and not always in a positive way.
There are numerous ways that Human Resources departments can use social media. For example, businesses have successfully utilized the content for team building, training, communication, work delegation, research and blogging. However, there are 3 fundamental areas that social networking sites could positively affect.
- Communication: Clear communication between Human Resources and employees is critical for the health of a company. Through social media, it is much easier than ever before. Using these networks as a tool, Human Resources departments can easily communicate a message to everyone in the company, regardless of their location. A tweet or a status update can quickly convey a short message to hundreds in an instant.
- Employee feedback: Long ago, Human Resources departments relied on suggestion boxes or private meetings for employee suggestions and concerns. Now, using social networks or online forums, employees can voice their opinions and have open discussions.
- Recruiting: Human Resources departments know that today's job seekers are online. Recruiting departments now use social media to market their company and talk directly to potential employees. Many Human Resources departments also use social media when conducting background checks on applicants, looking for additional information not provided in a traditional resume.
But what exactly can each social platform do for Human Resources? Let's look at the 3 main networks.
The social media giant has literally millions of users from all over the world, making it a handy tool for Human Resources personnel. Since Facebook is so popular, the chances of an applicant having an active profile are high. It is a great place to start additional research on a potential hire.
The professional social network, LinkedIn is perfect for recruiters looking for qualified applicants. With an active job board, it is also a good place to post a job ad that will be seen by the right people.
Twitter has an excellent search feature which allows Human Resources departments to look for potential employees by searching relevant hashtags and keywords. Like Facebook, Twitter is also a good screening tool for looking up applicants.
The way Human Resources departments run themselves have evolved as the use of social media has become crucial. And they continue to evolve. Here are a couple of issues that Human Resources need to keep an eye on and be ready for.
Employees using their own devices
Before the widespread popularity of smart phones, companies used to provide handheld devices for their employees. Today, Human Resources departments need to understand that they can't control the communication channels of their employees, and prepare accordingly.
Since social media changes so frequently, some states are making efforts to regulate what employers can and cannot access on applicant's social media profiles. Currently, 6 states have passed laws that prohibit employers from obtaining information on applicants via social media. While these laws haven't hit the majority of states, it's definitely something that could happen and businesses should watch the legal and regulatory developments.
Social media has become increasingly accepted in the business world. Once mainly used for marketing and advertising, social media networks now serve a purpose for Human Resources departments as well. It can be used to make companies run more efficiently, as a hiring and job search tool. Smart HR departments are now using social media to their advantage and keeping an eye on the constant changes that could help or hinder their efforts.
About the Author: Today's guest contributor for WomenOfHr.com is Mark W. Kirkpatrick, an enthusiastic writer and infographic designer who focuses primarily on public relations, tech and the business globalization. You can also find more of his writing at 1800-Number.com, which covers all things related to business communications.
Prepare for the Worst? Or Prepare for the Best? Or Simply, Prepare.
I live in Indiana. It's February, typically considered a winter month (you might hear a little cynicism in my words…). And it's snowy. Albeit, there's much more snow here than we've had in recent years, but is that really a surprise?
I was scheduled to attend a local seminar tomorrow. I am a "nerd" and enjoy learning, especially if it will help me be a better HR professional, coach, &/or person. I always like to get another trainer's perspective & I am familiar with this speaker – who I consider to be excellent, so I was looking forward to it. I got an email yesterday morning indicating it had been postponed until late this month. Our "weather" hadn't even hit yet, although forecasters had been prognosticating a new "snowpocalypse" for days. And I saw or heard it everywhere I turned – Facebook, Twitter, television, radio.
The weather predictions appeared to be coming true by mid-afternoon yesterday and lots of snow began falling. Our company began monitoring in order to make prudent business decisions about closing or delaying opening today. As weather often does, it appeared to taper off last evening, and yet, the social media and television continued to "blow up" with news and details of "snowpocalypse." It's no wonder people overreact – the worse-case-scenarios are played out on every avenue of communication.
My husband was up early today, and was out snow-blowing our drive, and our neighbors, long before any county snow plow would have considered coming down our road. I got to thinking about all of this after getting the 5:55AM email that our business would open as usual today. It seems like everyone is preparing for the worse-case scenario, instead of preparing so it won't be. Does that make sense?
What I mean is, it seems with the advent of social media and immediate news feeds, we tend to take on almost a 'victim' mentality. The weatherman predicts weather, everyone posts it on their statuses or news feeds, we all run to the store for bread, milk, and perhaps some adult beverages, and then we wait for the weather, sometimes predicting early that we can't make it in. Often, the weather doesn't end up being near as scary as predicted, and yet, many are paralyzed by the thought of that 'worse-case scenario."
What happened to simply preparing for the weather – extra layers of clothing, getting up early to shovel, snow-blow, scrape the car windows, leaving earlier than usual in order to get to work.
I do not remember a day that my Dad & Mom didn't get up and go to work. Dad owned his own business, Mom worked at the local university, and no matter the weather, they got up, prepared for it, and went to work. Why are we any different today? We have better gadgets – snow blower, automatic car starters, warmer clothing and such, along with better prediction information – and yet, we aren't preparing for the rigors of getting up and going to work, we are preparing for the worse.
Kind of like my seminar planned for tomorrow. I'm bummed. It seems like with a little preparation, the seminar might have been able to happen. Maybe not, depending on the speaker schedule and travel location, but it feels like we prepared for the worst, instead of preparing for the best.
Don't get me wrong, I don't want anyone to endanger themselves to get to work. Yet, before our social media, did our parents and prior generations know better, prepare better, have a better work ethic? I don't think so. I think they just used good common sense and prepared – for the best. Without all the "noise" from social media and news 24/7 on television, radio and streaming through our laptops and other devices, people simply prepared. Perhaps they had more time….
About the Author: Dorothy Douglass is Vice President of Human Resources & Training at MutualBank, an Indiana-based financial institution. She began her career with Mutual in 2001 as Human Resources Manager, and is a graduate of Ball State University. She is proud to have been in Human Resources now for more than 17 years and is continuing to "lean in" and working to influence the "people management" side of her organization. She is passionate about managing and developing people; and I have yet to be bored in 13+ years in her current job. She considers herself fairly tech-UN-savvy, though has immersed herself in Facebook and LinkedIn. She's still working on the Twitter-sphere & has goals to blog more in 2014.
What's In A Name?
Several years ago I did a post on this site called Love, Marriage, and SEO. In it I talked about how through marriage I had lucked into a great new name because I was, and still continue to be, the only Shauna Moerke on the internet. That's awesome SEO (Search Engine Optimization) right there. I was so confident that I would never change my name again. Ah, to be so young and so naive.
Flash forward a few years and with a divorce and a new marriage under my belt and I found myself with a conundrum. As I mentioned in that previous post, all my time in social media and even my professional HR career I was Shauna Moerke. Now I could keep Moerke as my last name. That was always an option and honestly, it was the easiest choice. And that may have been what I would chose to do if it had been my maiden name. Now, call me superstitious or sentimental, but I did not like entering into a new marriage and keeping my name from a previous marriage. So once again, I find myself running the name change gauntlet as I try to figure out what to do now.
Professionally, the effect can be rather minimal if you are prepared. Make sure you start reaching out to your professional contacts, starting with your references first, to let them know of your new name. This also has the added bonus of getting you to check in on how your network is doing, which is something we should all be doing on a regular basis but often forget to. And as you start changing your name in all the important areas (Driver's license, passport, social security, voter registration, etc) take the time to update your resume and order personal cards (as opposed to business cards, though you will need those too) with your new name that you can start handing out. It is much easier for others to get in touch with you if they don't have to figure out how your new name is spelled.
Social media, well, that is a harder problem. I have a lot invested in the name Moerke. Not only is my blog's name officially "Shauna Moerke is…", even if I still refer to it as HR Minion, but my whole social media identity is linked to it. So for my social media piece, I decided on a compromise. My blog's name hasn't changed. My name on this site and on twitter hasn't changed. On Facebook and LinkedIn I have Moerke as my former name right next to my new last name and I haven't changed the link addresses on either. If you found me before as Shauna Moerke, you can find me still. But now you can also find me as Shauna Griffis too.
Oh, did I happen to mention that my new last name is also pretty awesome? It turns out that I am the only Shauna Griffis on the internet, a fact that my new husband was very quick to point out to me long before we made anything official. Gotta love a man with a great name and a head for how this social media game is played.
About the author: Shauna is an HR professional with a diverse work history, a Master's degree, and a PHR certification. She is also a huge geek, social media advocate, and infectious giggler. Besides being a co-founder of the Women of HR she also serves as the current Ringmistress of the Carnival of HR, is the former co-host of the HR Happy Hour blogtalk radio show, and blogs at her own site as the HR Minion.
Chicago Bound! #SHRM13 Preview
For the next week, as thousands of HR professionals from around the country and world converge on Chicago for the 2013 SHRM Annual Conference and Expo, Women of HR will be joining them and featuring all things SHRM Annual related…
This weekend I'll be heading to Chicago, IL for the 2013 SHRM Annual Conference and Expo, running from Sunday, June 16th though Wednesday, June 19th at McCormick Place in downtown Chicago. I am fortunate and honored to have been invited to be a part of the #SHRM13 Social Media team, and will thus be attending to cover the events of the conference, share information, and generally help build excitement around the event.
Next week, check back here for posts about what's happening in and around the conference. I'll be sharing my thoughts on information and key learnings that particularly resonate with me. I'll certainly be highlighting keynotes from Blake Mycoskie , Daniel Pink , and Mark Kelly & Gabby Giffords, but I'll also be sharing information from various concurrent sessions as well.
If you're on Twitter, be sure to follow the hashtag #SHRM13; I, along with my fellow Social Media Team members, and many others will be tweeting to share information and impressions from the sessions and other conference events and happenings as well. It's a great way to keep up with what's happening in real time, even if you can't be there.
In addition, SHRM has done a fantastic job in building an online conference community for this year's conference. Head on over and check out the site – if you're attending it's a great resource for everything confernece related. Even if you're not attending, if you are a SHRM member you can still check in and read the discussions and blog posts; I'm certain there will be a wealth of great information shared here over the course of the four days.
And lastly, if you're also attending the conference, let me know! You can connect with me on Twitter @JennyJensHR or on LinkedIn.
See you in Chicago!
Smart Social Media Policy Starts With Managers: 5 Key Questions to Ask
With social media, what you don't know can seriously hurt your organization. One 2010 survey found that employees estimate spending roughly four hours every day checking multiple email accounts, with up to two hours spent on social media sites like Facebook and Twitter. A 2012 Salary.com survey found that 64 percent of employees visit non-work related websites daily. And don't think blocking employee access to social media on company networks is the answer; personal smartphones and tablets are ubiquitous, and easily fill the gap.
The rub for today's organizations is that while social media use at work has definite risks, it also is one of the best ways to empower and engage employees. Increasingly, in our connected 24/7 businesses, the line between work and personal time is blurring. This is especially true for Generation Y employees; as long as they meet deadlines and deliver, these employees don't feel that it's particularly useful to distinguish between time spent updating Twitter or engaged in team meetings. Organizations may beg to differ, especially when an offensive or inappropriate blog post or tweet can damage their brand, lower employee morale, and even lead to workplace lawsuits.
Yet, most organizations don't really know how their employees are using social media, either personally or professionally, let alone what impact it's having on employees' overall levels of productivity.
That's why it's so important, before you set policy, to know how your managers currently handle social media use at work, as well as how its use by employees is effecting their management. Get at these fundamental issues by asking managers five key questions:
- Have your employees' use of social media ever triggered a workplace lawsuit or regulatory investigation?
- What impact have your employees' personal use of social media during work hours had, if any, on their productivity?
- How do you use social media, if at all, to help manage your projects and employees?
- Have you reviewed all applicable federal and state laws governing electronic data content, usage, monitoring, privacy, e-discovery, data encryption, business records and other legal issues in all jurisdictions in which you operate, have employees or serve customers?
- Could you comply with a court-ordered "social media audit", by producing legally compliant business blog posts, email messages, text messages and other electronically stored information (ESI) within 990 days?
Social media can speed innovation and collaboration, but ONLY if your employees know how to both use it as well as steer clear of its many pitfalls. Start by asking managers these simple questions; they often surface extremely important information that, especially in larger organizations, you may not have been aware of. Finally, remember that for reasons of both confidentiality and fear, getting access to this sort of information is not always easy. It's therefore important that organizations create mechanisms by which examples of social media use (and abuse!) can be regularly shared with the broader employee base.
Photo credit iStockphoto
About the author: Steve Miranda is Managing Director of Cornell University's Center for Advanced Human Resource Studies (CAHRS), a leading partnership between industry and academia devoted to the field of global human resource management. He is also a faculty author of the new eCornell certificate program,Social Media in HR: From Policy to Practice. Prior to CAHRS, Miranda was Chief Human Resource and Strategic Planning Officer for the Society for Human Resource Management (SHRM), the world's largest professional HR association, serving over 260,000 members in over 100 countries.
7 Hiring Trends of 2013
If you've got a hiring hole to fill, breathe easy. The good news is there is a workforce out there, willing and able to take on complex tasks quickly and get your business moving. But the go-to techniques that used to work in wooing ace candidates or in narrowing a broad field may not cut the mustard now.
Among the hiring trends for 2013 that are emerging, is a heavy focus on a highly personalized, digital approach. Here's a glimpse of what seems to be key as the next 'season' nears.
1. More mobile
TechSling reports this will be the year more job hunters let their thumbs do the applying. With so many smartphones and apps, Techsling notes more candidates are looking to apply for posts via their mobile devices: "Job seekers and employees manage almost every aspect of their professional life digitally so recruitment managers need to get ready
for this. They need to invest in recruiting initiatives that include support for mobile and tablet technology."
2. Upping the candidate experience
Sarah White & Associates figures that the candidate's personal experience throughout the recruitment process is going to be more important than ever. This means active engagement, offering a positive and rewarding experience the whole way through, and putting in some extra hard work at the marketing and networking stage.
3. Niche recruiting
It's not one net to catch them all – particularly for smaller businesses. Responding to the increasing difficulty of filling critical positions, some experts predict that more small businesses in 2013 are likely to make the investment in external recruiters, often for openings in technical niches.
4. More grunt work
Recruiters will continue to shift their emphasis away from the task of "finding" candidates, according to this post by Dr. John Sullivan. Instead, he writes, there will be a move toward the still tricky task of successfully "selling" star talent. This will see many recruiters reframing what they do, and putting the premium on knowing their candidate well – and
their target.
5. A growing emphasis on online candidate assessment
Dr. John Sullivan also writes that "to ensure that managers see only candidate slates
that exclusively contain high-quality candidates, more applicants for high-volume jobs will be required to complete a brief but effective online technical knowledge and skill assessment test." Pre-employment psychometric tools help employers to save time and recruitment costs. In a sea of similar-sounding resumes, this kind of testing can help to make sure improve accurate selections. The testing will also highlight long-form questions – a sort of virtual interview before the short list even makes it to the first cut.
6. Non-active prospects fire up social media
For people who aren't targeting a specific firm, LinkedIn will be the tool of choice for people looking to step up their career. That means including a new search layer of strategy in targeting candidates. "Companies will use industry-related groups, feeds and networking pages to develop relationships with a pool of pre-qualified candidates for a variety of positions – reducing the time required to fill a vacancy before they're even ready to post a job," according to this post at Hcareers.com.
7. Deeper profiling
Once the resume gets the OK, more employers are taking a look at what a candidate brings to the table healthwise. Although not yet a popular policy, for example, many U.S. hospitals refuse to hire smokers. Still other companies are screening out people who show tobacco in their systems at all. It all ties back to what the employer is willing to pay in
health insurance costs (and, ostensibly, to have a healthy workforce for the long run). It's precariously personal territory, and may not roll into a trend, but it is worth considering how soon your firm is willing to start tackling employee health issues.
In the end, employers are taking extra measures to ensure that the quality of the candidates they are bringing in are much better. With these trends on the rise, there is greater likelihood that employers will create much stronger teams by filtering out the bad applicants and only hiring the top 10%.
About the author: Christine Bird is the Co-Founder of Cream.hr, a psychometric pre-employment assessment platform that determines top-performers based on a powerful proprietary algorithm. Christine lives and works in San Francisco, California where you'll find her running half-marathons, hosting dinner parties or spending time with her dog, Tucker. Connect with Christine on Twitter at @christine_bird.
Photo credit: iStockPhoto
Social Media and Sexual Harassment
Offices are a place of business… usually. The line between work and personal lives is being blurred as 9-to-5 jobs go out the window and professional and personal lives blend.
A direct comment that could be deemed sexual harassment is now an irregularity in physical places of business. Social media is a more subtle outlet for sexual harassment. With policies and procedures in place for more direct harassment, companies may be overlooking social media sexual harassment. Ensure every employee enjoys a harassment free work place by taking action now.
What is social media sexual harassment?
Sexual harassment online is very similar to in-office incidents. Both are unwelcome sexual behaviors, which could be expected to make a person feel offended, humiliated or intimidated. This includes sexually suggestive behavior, offensive photos, repeated requests to go out and written emails. However these aren't the only possibilities. Social media is just the newest outlet.
- Social media sexual harassment can include cases of bosses or coworkers making unwanted sexual comments, suggestions and advances on your Facebook, Twitter and other social media sites.
- Whether these actions take place during the work day or not, if the employee being harassed feels uncomfortable by a co-workers comment on a friend's wall or after receiving a sexually-based tweet, sexual harassment is taking place.
Some may feel the anonymity of online communities, or the nature of social media sites themselves, promote sharing without professional accountability. This may be thoughts on another co-workers looks, sexual orientation or something completely different. While sharing is encouraged through social media networks, lines can be blurred when it comes to distinguishing between personal use and professionalism,
How do I address it?
Addressing sexual harassment is often a training HR departments conduct with staff shortly after hire. Most businesses have policies in place for how a case of sexual harassment should be handled and reported. However, when it comes to social media, many are at a loss. Create an ope
n environment where reporting a case of sexual harassment can be discussed without fear of judgment or confidentiality breaches and put a policy in place that is social media specific.
- Always ask for evidence. You want to get as much information as possible whether it's a link, screen shot, etc. Ask to see it yourself online when possible to make sure no editing has taken place.
- Talk to both parties. Much of what we say is in our tone and body language. It is easy to misconstrue a text, IM or Facebook message. Hearing both sides of the story is incredibly important when it comes to dealing with a case of sexual harassment that doesn't take place in person.
- Look for patterns in the alleged harasser. A one-time incident may be a miscommunication, but repeated messages that make another feel uncomfortable isn't – especially after the matter has been addressed.
- Make sure your sexual harassment policy includes information regarding personal emails and social media accounts. Having a policy in place will not only encourage those being harassed to take action according to procedure, but it may play the role of deterrent for future cases.
As a part of the HR department, or as the entire HR department which is often the case at small businesses, recognizing that in-office sexual harassment can transcend working hours and platforms is essential to addressing any situation that arises. Work with your company to create a social media section of your sexual harassment policy so it is clear what is crossing the line as personal and professional lives blend with social media. Friending a co-worker on Facebook may seem like a good idea, but sometimes it's just better to leave it at the office.
Photo credit: iStockphoto
Author Bio: Erica Bell is a small business writer who focuses on topics such as HR software and social media trends. She is a web content writer for Business.com Media.
Why Your Company Should Use Social Media
What was once a professional networking tool used by a select few has now become a critical aspect of the lives of a huge portion of the population. Social media can be a powerful resource for businesses wanting to expand, diversify, or appeal to a wider demographic.
This starts with the simple concept of branding. Branding is more than choosing a name for your company and defining a business plan. You must create an impression that will last with your targeted audience. WordPress themes, for example, allow you to develop a website and blog that are geared toward your market and feature a branded appearance and "feel" that you can carry through your social media to establish recognition and continuity.
There are several ways in which you can improve your business through the use of social media:
Recognition as a Resource in Your Niche
If you are seen by your readers as a resource for valuable information related to your niche you will develop the reputation of being a reliable, established voice that your audience will trust and come to for information, products and services.
Social media allows you to provide information not just on your individual company, but on the actual market in which your company is involved. This will bring those with questions to you and keep them coming back to learn more. Once you are trusted even by a few, this opinion will spread.
If no one knows that you exist, how can you expect to build a customer base? Involvement in social media puts you right in front of the tremendous audience that uses social media platforms such as Twitter, Facebook, and Foursquare on a daily basis. Social media gives you the opportunity to be involved in the daily thoughts and activities of your targeted audience through creating and participating in conversations, offering useful or interesting tidbits of information, and inviting potential customers to interact with you on your social media platform and through your other forms of internet presence.
Find New Leads and Opportunities for Expansion
Being involved in social media allows you to seek out new leads, clients, and ways to expand the scope of your business. With a social media presence you can attract clients and referrals or determine if there are needs in your market that you could fulfill through new projects. Linking your social media platforms and other forms of internet presence such as blogs and websites will develop your identity as a frontrunner in your market and encourage people to refer friends, suggest new projects, and look to you for opportunity.
Company Culture
Your company culture is important to the success of your business because it is what will make you stand out. When your customers recognize your brand, what impression do you want it to make? Developing a social media strategy will force you to focus in on what makes you you. You must create your company personality and identity in order for you to maintain your social media involvement so that your participation on these platforms is optimized to appeal to your targeted audience.
Improved Hiring Abilities
Your company is really only as good as the people that comprise your team so you should devote attention to selecting candidates that will make a beneficial contribution to your company. Social media involvement reduces the need to sift through endless piles of resumes and generic cover letters by letting you focus only on those people that are involved in your network.
Involvement will show that they are fully aware of your company and can demonstrate their compatibility with your company culture. Social media is a prime illuminator of personality, giving you the opportunity to pinpoint those candidates you feel would be a good match so you can shorten the hiring process and improve your chances of building a strong, valuable team without need for adjustments later.
Photo credit: norebbo.com
About author
Olga Ionel is a creative writer at ThemeFuse.com. She is passionate by WordPress, SEO and Blogging.


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House Republicans want the American people to know that right now -- around 60 miles off the coast of Key West, Fla. -- China is drilling for oil, thanks to a lease issued by Cuba.
But 1,200 miles north of Key West, Democrats in Washington are blocking the United States from conducting its own environmentally-safe oil and gas exploration in similar U.S. coastal areas
"Do congressional Democrats actually believe China has more ingenuity and more concern for the environment than the United States?" Republicans asked.Web Link
China will soon be as desperate for energy resources as Japan was in the '30s. I woundn't be surprised if they establish their very own 'Co-Prosperity Sphere' just 90 miles off the coast of Florida.
At Dawn We Slept, The Sequel.
This story contains 144 words.
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subset: commoncrawl


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We were on the Molycorp (MCP) conference call and came away very comfortable with the progress on Project Phoenix (the renovation of Mountain Pass).
Management expects that Molycorp only needs to raise approximately an additional $120 million to fund Phase II of the Mountain Pass renovation for the expansion from 20,000 to 40,000 metric tons capacity by the end of 2013. The interesting information tidbit on that capital raise is that management's exclusivity period with BNP Paribas (OTCQX:BNPQY) expired on the setting up of a $150 million debt facility. The CEO said that there were more attractive financing options available at a lower cost of capital.
The major takeaway from the conference call was most impactful on the junior rare earth mining companies and the chatter that Molycorp would be taking one over mentioned in a Bloomberg article. Then there was Cramer's call for Molycorp to use its market capitalization (i.e. acquisition).
That hypothetical takeover is not happening anytime soon.
Many of these junior miners are hyping themselves as heavy rare earth element companies via their HREE/TREO (Heavy Rare Earth Elements)/(Total Rare Earth Oxide) percentages. The CEO of Molycorp pointed out that when Mountain Pass has a far higher denominator than any of the juniors, that ratio does not take into consideration total amount of Rare Earth Elements in a deposit.
A classic example of this is Ucore Rare Metals (OTCQX:UURAF) which this week released its first N43-101 document for its flagship Bokan-Dotson Ridge deposit in Alaska this week. The filing gave the Bokan-Dotson Ridge deposit a 39% HREE/TREO ratio on a TREO percentage of 0.746% with a TREO cut-off of 0.5%.
While that 39% HREE figure looks really impressive, when we put it into the context of the TREO % and the size of the total ore body (3.669 million tonnes) we get the following figures for the total inferred rare earth resource in the ore body covered by the N43-101 document:
- 27,370.74 total tonnes of TREO
10,565.11 total tonnes of HREO
To put those numbers into better context, Molycorp is going to have annual production capacity of 40,000 tonnes by the end of 2013 when Phase II of the Mountain Pass renovation is expected to be completed.
To put that Heavy Rare Earth Oxide into context, the Avalon Rare Metals (NYSEMKT:AVL) corporate presentation states on slide 44 that Molycorp's Mountain Pass mine has 18,400 tonnes of HREO.
But Molycorp's Mountain Pass mine has a HREE/TREO of only 1%, which looks abysmal versus the ratio for Bokan-Dotson Ridge. We need to start taking into consideration HREO in the context of the ore body size when evaluating junior rare earth companies.
So let's take a look at two junior rare earth companies we have previously highlighted on Seeking Alpha and in The Strategist Newsletter, as two that we like: Avalon Rare Metals (AVL) and Quest Rare Minerals (OTC:QSURD).
According to the Avalon Rare Metals February corporate presentation which cites the Nechalacho deposit N43-101 filing last updated January 27, 2011, we have the following statistics for its Nechalacho deposit:
- 226.88 million tonnes at 0.19% HREO outright, or 1.3% TREO & 14.33% HREE/TREO.
On that HREO outright number: Nechalacho has an inferred resource of 431,072 tonnes of HREO.
According to the Quest Rare Minerals February corporate presentation on slide 23, its Strange Lake deposit in Quebec has the following characteristics (also N43-101 compliant):
303,000 tonnes of TREO production over the total mine life
130,200 tonnes of HREO production
*We would advise readers that in addition to officially applying for an AMEX listing in the past week, Quest's January press release included drill results. The company advised that an updated N43-101 is expected on Strange Lake by end of first quarter 2011.
Bottom line, when looking at junior rare earth companies that say they have a high concentration of heavy rare earth elements, be sure to check the concentration against the size of the deposit and not just the rare earth concentration within the deposit itself.
Molycorp continues to progress forward, and we reiterate our view that it will become the dominant major rare earth company, so when evaluating junior rare earth companies remember who they are looking to as a potential partner or acquirer. Check the HREE/TREO ratio of a junior rare earth companies deposit against the TREO % of the deposit itself.
Disclosure: I am long MCP, OTC:QSURD, AVL.
Additional disclosure: Long MCP call spread, Short MCP PutsThe facts in this newsletter are believed by the Strategist to be accurate, but the Strategist cannot guarantee that they are. Nothing in this newsletter should be taken as a solicitation to purchase or sell securities. These are Mr. Evensen's opinions and he may be wrong. Principals, Editors, Writers, and Associates of The Strategist may have positions in securities mentioned in this newsletter. You should take this into consideration before acting on any advice given in this newsletter. Investing includes certain risks including loss of principal. The contents of this article do not take into consideration your individual investment objectives so consult with your own financial adviser before making an investment decision.


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Aston Research Explorer
Jung, Hae S.; Shin, Jong K.; Park, Min S.; Hooley, Graham; Lee, Nicholas; Kwak, Hyokjin and Kim, Sung H. (2009). The factors affecting attitudes toward HSDPA service and intention to use:a cross-cultural comparison between Asia and Europe. Journal of Global Academy of Marketing Science, 19 (4), pp. 11-23.
Full text not available from this repository.
HSDPA (High-Speed Downlink Packet Access) is a 3.5-generation asynchronous mobile communications service based on the third generation of W-CDMA. In Korea, it is mainly provided in through videophone service. Because of the diffusion of more powerful and diversified services, along with steep advances in mobile communications technology, consumers demand a wide range of choices. However, because of the variety of technologies, which tend to overflow the market regardless of consumer preferences, consumers feel increasingly confused. Therefore, we should not adopt strategies that focus only on developing new technology on the assumption that new technologies are next-generation projects. Instead, we should understand the process by which consumers accept new forms of technology and devise schemes to lower market entry barriers through strategies that enable developers to understand and provide what consumers really want.
|Item Type:
|Uncontrolled Keywords:
|HSDPA,attitude toward service,risk Innovativeness,perceived,intention to use
|Support_Departments > Senior Pro-Vice-Chancellor > SPVC/PVC Office
Schools_of_Study > Aston Business School > Marketing Group (ABS)
|Related URLs:
|ID Code:
|Deposited By:
|Prof Alfred Admin
|Deposited On:
|15 Nov 2012 14:51
|Last Modified:
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Hungry Gows Gameplay Tips and Strategies
- App name: Hungry Gows
- Developer: Apostrophe
- Genre: Puzzle
- Release: Mar 7, 2013
Let's play Hungry Gows on iOS. In this part of the walkthrough, you will learn more tips and tricks while playing the Hungry Gows game on the iPhone.
Gameplay Walkthrough
This page contains Hungry Gows video walkthroughs for iOS (iPhone/iPad) called "- iphone ipad video" and has been uploaded on Admin official channel at Mar 7, 2013.
Still need help with this level? Here you can ask questions and discuss with other Hungry Gows users.
Hit like if this helped you!
Stuck on some levels in Hungry Gows? This walkthrough can help you finish the game.


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Crazy Days Friday and Saturday
NEW ULM – The New Ulm Business and Retail Association is holding Crazy Days on Friday, July 18 and Saturday, July 19.
Friday's events include sidewalk sales (8 a.m. to 5 p.m.), free cookies and lemonade at Frandsen Bank (8-10 a.m.), Humane Society Bake Sale at Kiesling Park (8-11 a.m.), free dog photos by Drea at Schonlau Park (9-11 a.m.), Free hot dogs at Citizens Bank (11 a.m. to 1 p.m.), free popcorn at Alliance Bank (1-3 p.m.), and a free demonstration by K-9 officer Juneau at Schonlau Park (2- 4 p.m.). KNUJ AM 860 will also have a roving reporter dressed as a dog seeking contestants for a barking contest. Track the reporter down, give your best bark and see what kind of treat you'll receive. Saturday's events include sidewalk sales (9 a.m. to 5 p.m).


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Esports is a huge part of Blizzard's focus when it comes to games, as their games strive to be more competitive and more watchable. StarCraft II, Hearthstone and Heroes of the Storm all have huge competitive scenes, and even World of Warcraft's Arena mode has a history with esports. So why would Overwatch be any different?
We spoke to Jeff Kaplan -- the Game Director for Overwatch and a 14 year veteran at Blizzard -- about how the team is approaching esports.
"We're very excited about esports, we're big believers in esports as a company but also as a game team," he told us during our interview. "The first thing that the game team is going to do is to continue developing our broadcast and spectate tools. We already think that some of the features we added to Custom game for this Beta patch will really appeal to people trying to run tournaments and that sort of thing. For example, you don't have to restart the map every time. You can set up a map rotation or if you just want to play five matches on Temple of Anubis, for example, we now allow you to do that. We're trying to give functionality and tools to the people who are running tournaments and having competitive matches happen."
The changes to Custom Games (formerly Private Games) are significant, in fact, allowing hosts to do a lot to manage the type of game competitors will experience.
"You can now set-up a map rotation, so if you only wanted to play Control game mode you could set up a map rotation that only had the [new with this update] Nepal map and the Lijiang Tower map in that," Jeff told us enthusiastically. "Beyond that, beyond picking maps, which is cool, but it's pretty basic, we went crazy with the features. You can set a lot of features that really open up new rule sets.
"For example, you can set a flag that allows you to, when you're playing on the server, players spawn as a random different hero every time they die," he continued. "You can set a flag to not allow hero switching if you want. You can set it up so one team can only be Hanzo and the other team can only be Genji if you want. You can set it so head-shots only is the way the map is going to be played. There are options to allow you to tune how fast people gain ultimate ability charge. You can tune hit points so if you want everybody to die super fast or live a really long time you can adjust all of that."
Providing players with the tools needed to practice in a variety of different scenarios is critical to a game's growth as an esport, and it's clear Blizzard knows that. There's obviously more to it, however, and Blizzard isn't wasting any time there either.
"The other big thing is we're definitely planning to do some organization around Overwatch and the esport itself to help people really define how should Overwatch be played as an esport," Jeff detailed. "We don't have anything to announce right now but it's something we're really interested in and we're working really hard on. We have a lot of people focused on what Overwatch esports should be about, how can we best serve the community, and how can we best serve pro-players."
One of the things returning Overwatch players might notice is the absence of any sort of ranking system -- players have their levels, which is tied to the brand new progression system, but there isn't an actual Ranked Play the way there is in other games (liked Heroes of the Storm). And Ranked Play might not actually make the game's launch in Autumn later this year.
"It's not [esport specific] but I think it's related and competitive players are interested in it, is we are actively designing out and talking about what ranked play should be for the game," Jeff told us. "We don't yet have an ETA on when ranked play is going to be in. We would like to get ranked play in for the shipping feature, but if it's not working correctly or if it's not exactly how we want it to be it will probably come shortly after launch. That's what we're actively working on right now, is ranked play."
Hopefully it makes the cut before the game launches, but it's definitely a priority nonetheless. Access to the closed beta for Overwatch is currently limited, but more beta testers are being added regularly, so make sure you opt-in via battle.net if you're determined to get involved!


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News By Tag
Industry News
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Industry News
The Balancing Act® airing on Lifetime® Talks Firearm Safety & Education for Women
Springfield Armory Takes Center Stage on May 14th Show as part of miniseries
O2 Media, Inc.
(954) 691-1102
The Balancing Act® airing on Lifetime® Talks Firearm Safety & Education for Women
Springfield Armory Takes Center Stage on May 14th Show
(Pompano Beach, FL – PR LOG – May 12, 2014) Award-winning morning show The Balancing Act® airing on the Lifetime® Channel welcomes back Springfield Armory to the show to talk firearm education for women. Make sure to tune in on Wednesday, May 14th at 7:00 a.m. (ET/PT) as The Balancing Act hosts help jump start the day with animated conversation and trusted information to empower a woman's life.
Don't miss this featured segment taking center stage on The Balancing Act:
o Safety First with Springfield Armory
Women are using firearms for recreation, at the shooting range, for hunting and for protection, in larger and larger numbers. And Springfield Armory, a trusted name in American firearms and one of the nation's oldest firearms manufacturers, wants to make sure women are educated first and foremost about safety. Join Dawn Wehunt from Springfield Armory as she returns to the show to talk to viewers about safety, handling a gun properly, and answer questions from The Balancing Act website page. http://www.springfield-
About The Balancing Act® on Lifetime® Television
Now in its 6th year, The Balancing Act continues to empower women in all aspects of their lives. The mission at The Balancing Act is simple - the show strives to help today's modern woman balance it all by bringing them exceptional solutions to everyday problems. Entertaining, educational and trusted by women, viewers can tune in to America's premier morning show The Balancing Act on weekday mornings at 7:00 am(ET/PT) airing on Lifetime television. For additional information or to view a segment visit: www.thebalancingact.com
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With the Super Bowl steadily approaching, it has become more than appropriate for a definitive guide to Super Bowl XLV without over-emphasizing historic franchises, quarterback play, (duplicitous and perfunctory statements of) Ben Roethlisberger's off-the-field improvements or all of the above while still giving credence to the aforementioned topics when necessary.
This A to Z guide, addressing elements and caveats strictly pertaining to this Sunday's big game in
Arlington Dallas North Texas, is designed to serve as a forward-thinking, outside-the-box guide to what could easily become the highest-rated Super Bowl of all-time.
Follow Big Nasty on twitter at twitter.com/ThisIsNasty.


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This review is from: USB Data Sync Cable Charger for Apple iPad, iPhone 4, iPhone 3G/3GS & all iPod (White)
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This review is from: GRIFFIN AirCurve for iPhone (9696-AIRCRVC)
Pros: Holds your iTouch and you can charge and sync while in the stand.
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Other Thoughts: I guess for $9 I was expecting too much. Like I said, it works as a stand but it does not amplify your musicREAD FULL REVIEW
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Pros: I have had these power supplies running in 8 or 10 computers for 6 to 8 months and have not had any problems with any of them.
Cons: The price has gone up. I was buying these for $29.99 and free shipping.
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Learning and Opinion Change, Not Priming: Reconsidering the Priming Hypothesis
I thank Larry Bartels and Tali Mendelberg for their guidance, as well as Adam Berinsky, Martin Gilens, Matthew Hindman, Vince Hutchings, Richard Johnston, Karen Jusko, Jonathan Ladd, Joanne Miller, Andrew Owen, Markus Prior, Peter Krzywicki, Jasjeet Sekhon, John Sides, Byung Kwon Song, and Jeff Tessin for helpful suggestions.
Gabriel S. Lenz is Professor of Political Science, Massachusetts Institute of Technology, 77 Massachusetts Ave., E53-463, Cambridge, MA 02139 (email@example.com).
According to numerous studies, campaign and news media messages can alter the importance individuals place on an issue when evaluating politicians, an effect called priming. Research on priming revived scholarly interest in campaign and media effects and implied, according to some, that campaigns and the media can manipulate voters. There are, however, alternative explanations for these priming findings, alternatives that previous studies have not fully considered. In this article, I reanalyze four cases of alleged priming, using panel data to test priming effects against these alternatives. Across these four cases, I find little evidence of priming effects. Instead, campaign and media attention to an issue creates the appearance of priming through a two-part process: Exposing individuals to campaign and media messages on an issue (1) informs some of them about the parties' or candidates' positions on that issue. Once informed, (2) these individuals often adopt their preferred party's or candidate's position as their own.


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By this time next year, Turlockers could potentially be welcoming a new entertainment center to town.
Turlock City Council candidates vying for seats in Districts 2 and 4 in the city's first ever by-district election were asked on Wednesday to give their viewpoints on a number of issues - some that have recently divided the current council and the residents of Turlock - during a forum hosted by the Stanislaus County League of Women Voters.
California dairy farmers are claiming that a strict climate change law known as the Super Pollutant Reduction Act, which was signed by Gov. Jerry Brown last month, will devastate the industry and force many more dairies throughout the state to close their doors.
Fall is here and temperatures are dropping! With the change in season comes a new watering schedule. The City of Turlock's winter watering schedule will go into effect Nov. 1 and will continue until Feb. 28. The winter watering schedule limits outdoor watering to only one day per week, with even numbered addresses watering on Saturday only and odd numbered addresses watering on Sunday only. Watering will still be prohibited between the hours of 9 a.m. and 7 p.m.
The Turlock City Council and Parks, Arts and Recreation Commission are working together to bring more public art to town after reviewing a proposed public art policy and set of guidelines at a joint meeting Tuesday.
Tensions were high at the Stanislaus County Water Advisory Committee meeting Wednesday morning as local water representatives clashed with State Water Resources Control Board officials during a discussion on the latter's proposal to cut water use for the benefit of fish and wildlife.
Legislation signed by Gov. Jerry Brown last week will make it easier to attract and retain more doctors at health centers throughout the central San Joaquin Valley.
During the fall season we see the colors change, daylight savings, and the trees shedding their leaves. Which may lead to clogged storm drains, polluted water making its way to the river, and flooding in the event of rainfall.
More public art could soon be seen around town as the Turlock City Council and Parks, Arts and Recreation Commission will consider a new Public Art Policy and Guidelines during a special meeting at 5 p.m. Tuesday.
Assemblymembers Adam Gray (D-Merced) and Kristin Olsen (R-Riverbank) delivered 3,100 petitions to the State Water Resources Control Board this week, proclaiming their firm opposition to a recent proposal to allocate 40 percent of water along the Tuolumne River for the benefit of fish and wildlife in the Delta.
Keyes may soon be home to new neighborhoods, as the Stanislaus County Planning Commission approved applications at their Thursday meeting to build two subdivisions near Norma Way.
Congressman Jeff Denham introduced the New WATER Act Thursday in hopes of authorizing a pilot project that would provide long-term, low-cost financing for water resources infrastructure in reclamation states.
While voters have plenty of decisions to make before the election this November, including who they would like to be the nation's next president, Californians will also vote on 17 propositions encompassing major topics of debate within the state.
A proposal by the State Water Resources Control Board to allocate 40 percent of unimpaired flows along the Tuolumne River for the benefit fish and wildlife was met with adamant disapproval Thursday from a broad coalition of local governments and organizations.
Despite opposition from Central Valley legislators and agricultural organizations statewide, Gov. Jerry Brown signed AB 1066 into law entitling farmworkers to overtime pay for the first time.
California continued to make significant advances towards sustainable water management in 2016, according to an implementation report prepared by several California agencies that details the ...
The City of Turlock has selected Capt. Nino Amirfar, a 27-year veteran of law enforcement, as the city's newest police chief.
It is a lot more difficult to stay motivated with water conservation efforts when it is raining outside. Even if your sprinklers are turned off ...
Educators throughout California applauded Governor Jerry Brown's proposed state budget for 2017-18, which was unveiled Tuesday to include an increase in education funding and ...
Residents of the City of Turlock who use more than 40,000 gallons of water a month can expect to pay a $25 excessive water ...
Under the Adult Use of Marijuana Act, the State of California is scheduled to start issuing commercial licenses to sell marijuana by Jan. 1, 2018 ...
Congressman Jeff Denham has long been an advocate of programs that support veterans and he is continuing this tradition with the addition of a Turlock ...
Apropos to the rainy weather in Turlock this week, California Governor Jerry Brown on Tuesday proposed a state budget which will increase California's Rainy ...
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Bella Hadid Goes Braless in Completely Sheer Top. See the Eye-Popping Pics
- 10:45 AM, Jan 21
Black Eyed Peas and Friends Concert 4 NYC in Support of The Robin Hood Foundation
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Your Health, Disease Prevention, Weight, Sleep, Energy and Mood Are Effected By Your Gut
Disease Prevention Energy Gut Health Mood Sleep Weight
Science is still discovering how powerful prebiotic fibers are for keeping you healthier today and in the future.70% of your immune system response comes from your gut. It plays a key role in everything from avoiding colds and flu, to preventing long-term diseases.While there's much to be learned, the health of your gut has been connected to improvements in arthritis, colitis, Crohn's, IBD, IBS, diabetes, asthma, allergies, heart disease, osteoporosis, obesity and more.Even things like your quality of sleep, your mood and your energy levels may be affected by getting the right kinds of prebiotic plant fibers to help keep...
From all of us at ProBiotein and Food First LLC, we wish you a very Happy Thanksgiving!
feta ProBiotein Pumpkin Spinach Tart Thanksgiving
Tasty Thanksgiving Tart with ProBiotein Here's a great holiday tart recipe from Two Spoons that we've tweaked a little by substituting ProBiotein for the wheat germ. See her entire article here on the ProBiotein web site recipe section. The ProBiotein not only gives the crust a nice taste, but its four prebiotic fibers add a bit of natural health to the holidays! Give it a try. From all of us at ProBiotein and Food First LLC, we wish you a very Happy Thanksgiving!– The ProBiotein Team
How Prebiotic Fiber Affects Your Health
Dr. Neal Barnard enterohepatic circulation hormones liver function prebiotic fibers
Fiber plays a role in the control of your cholesterol, estrogen and testosterone levels, plus other key health factors An article on the health web site Experience Life titled "Fiber: Why It Matters More Than You Think" unlocks some of the reasons for the benefits noted when diets are higher in plant fiber intake. In it, fiber is noted to play a part in "...regulating blood-sugar levels, reducing the risk of coronary heart disease, stroke, hypertension, diabetes, obesity, breast cancer, colon cancer and gastrointestinal disorders such as reflux, duodenal ulcer, irritable bowel and diverticulitis, and also supporting weight loss." Some of the work fiber does is...
Wheat, Grains Aid Our Health
gluten gluten-free grains wheat wheat belly
The Natural Food Products Expo in Anaheim, California in March 2013 was jam packed with innovative food products, and about 60,000+ food professionals. The single biggest trend observed at the nation's biggest natural foods tradeshow? The proliferation of "Gluten-Free" everything. Even the products that would never think of having any gluten in them, felt compelled to announce that they too, were gluten-free.In this article from the Montana Grain Growers Association, the author provides a logical rebuttal to the "Wheat Belly" author Dr. William Davis, and to the growing legion of folks who blame our country's ills on wheat, gluten and...


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14 Hottest Sundance Movies for Sale: From Degenerate Nuns to Sexting Angelenos (Photos)
Streaming companies and indie distributors will battle it out for these movies
Streaming companies and indie distributors will battle it out for these movies
L.A.M.F. Films lands Akerlund, fresh off his collaboration with Beyoncé on critically acclaimed "Lemonade" video
"That's not how I roll. It's like a skit — it's like 'Zoolander,'" she says
Amazon streaming show was the surprise winner of Best Television Series, Musical or Comedy
Miley Cyrus, George Clooney, Chris Rock and other famous friends join actor for a special that falls flat
Scott, Taylor Schilling, Jason Schwartzman and France's Judith Godrèche play a pair of married couples flirting with swinging in a slight and stereotype-ridden romp
Sales companies are doing brisk business in a global market where there are plenty of international buyers with money
The movie, which premiered at SXSW, co-stars Olympia Dukakis, Stephen Root and Tunde Adebimpe
After buying the film at Sundance, The Orchard will release the sex comedy in theaters on June 19
New series include "The Man in the High Castle," which boasts Amazon's most-watched pilot yet
Seth Gordon produced the film with Ed Cunningham and Adam Gibbs
Actors join Bradley Cooper, Janeane Garofalo, Paul Rudd, Amy Poehler, Elizabeth Banks, Christopher Meloni and David Hyde-Pierce
A24 and DirecTV acquired U.S. rights to Robert Eggers' period horror movie starring Anya Taylor-Joy
"It's like going to California Pizza Kitchen except more penises" says Scott at TheWrap Interview Studio at the Sundance Indiegogo Lounge
Taylor Schilling, Jason Schwartzman and Judith Godrèche also star
Netflix scores big with "Orange Is the New Black" and "House of Cards," while "Birdman" takes best cast honor on the movie side
"Don't Trust the B—- in Apartment 23" actress will play the titular heroine-turned-detective on the comic book adaptation
CW show's stars and producers tell TheWrap what fans can look forward to on Tuesday
The blisteringly funny new feature from writer-director Alex Ross Perry pulls no punches in its portrayal of obnoxious authors and the suffering women they leave in their wake
Schwartzman plays an egotistical writer in the October release from Tribeca Film
With screenings, concerts and conversations at a new home at downtown's Ace Hotel the film fest hopes to connect with a wider audience
Adams stars as famed '50s painter Margaret Keane opposite Christoph Waltz in biopic hitting theaters Christmas Day
TCA 2014: "I just bought a new car," says star Jeffrey Tambor
The festival will screen six films, including "Listen Up Philip" and "Life After Beth," at the historic Ace Hotel
Tribeca Film has set the Alex Ross Perry Sundance comedy for a fall 2014 release
Patrick Brice is directing the indie comedy, which Mark Duplass is producing with Naomi Scott
The "Ain't Them Bodies Saints" filmmaker co-wrote the script with Toby Halbrooks
"Alpha House" gets a second season
The online giant isn't convinced that the the binge approach favored by rival Netflix is the best way to release original programming
Amazon series comes from Roman Coppola, Jason Schwartzman and Alex Timbers


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- Location:
- Joliet, IL
- Price:
- Manufacturer:
- Mahindra tractors
- Model:
- Max 24 HST
- Condition:
- new
- Year:
- 2015
- Class:
- Fuel type:
- Diesel
- Horsepower:
- 24
- Subcategory 2:
- Compact Tractors
- Category:
- Tractors in Illinois
- Subcategory:
- Farming
BE READY FOR NEXT YEAR'S SNOW AND CHICAGOLAND SPEEDWAY'S NASCAR WEEKEND 2016. BUY THIS OR ANY OTHER NEW, IN STOCK MAHINDRA TRACTOR AND YOU and A FRIEND WILL BE RENDEL'S GUESTS ALL WEEKEND FOR AN INFIELD NASCAR PARTY DURING EACH RACE. Max 24 4wd HST Series at a bargain cash price. Lists for $14,770 but that's not what you'll pay at Rendel's, Inc...just $10,850 or with your good credit history, with NO MONEY DOWN, at 0% interest, you may choose a payment of $172 - $232 for 60, 72 or 84 months. See me, John K. Peterson, Sr., Turf Department Manager, your local Mahindra Tractor dealer for complete details...Key Features: Max Versatility A wide range of available implements to handle any task Max Maneuverability Best in class turning radius to get work done in tight spaces Max Comfort Express seat with Backhoe for easy turn around operation, easy on and off with an open platform Max Safety Bigger tires, better traction, stability and safety for all jobs Max Lift Capacity More loader lift and more 3-point lift means Push More, Pull More and Lift More to get more done Max Engine Performance Lower RPM s results in smooth, quiet operation and maximum fuel efficiency Available Fabricated (not stamped) Drive-Over Mower Deck (HST models) for quick connect and disconnect features faster blade tip speed for better cut quality 5 year powertrain warranty Twin Pedal HST Ideal For: Speciality / Hobby Farming Rural Lifestyle Equine Home Grounds Maintenance / Municipal 2015 Mahindra Max 24 HST 24hp Diesel. Max Versatility - choose up to 15 implements to handle any task Max Maneuverability - Best in class turning radius to get work done in tigh spaces Max Comfort - Easy turn seat for Tractor - Loader - Backhoe operation, easy on and off with open platform Max Stability - Tractor tires, better traction, stability and safety for all jobs Max Lift Capacity - Lift more, carry more, pull more and get more done Max Engine Performance - 28% lower RPM results in smooth, quiet operation and less fuel consumption 5 year power train warranty #1 Selling tractor in the world. We have several available.
Rendel's began in 1910 as a chandelier manufacturer. One day, a wealthy customer asked if one of the skilled metal shaping artisans employed at Rendel's could reshape his dented fender. This was the beginning of Rendel's journey to becoming the very best collision repair specialist in the U.S.A. Radiator repair led to a service shop and fully stocked parts department today that works on all turf equipment including Wright, Mahindra tractors, Hustler, Ariens, Altoz, Gravely and Stihl hand tools warranty repairs. Rendel's is also authorized to do warranty work for Fuso medium duty trucks, Autocar spotter tractors, GMC commercial trucks, AUSA telehandlers, forklifts, street sweepers and off road dump trucks. When it comes time to add or replace any of these products, please call Turf & Truck Department Manager, John K. Peterson, Sr. at ( for the best discounted pricing, trade-in value
Get email updates for Mahindra Max 24 HST


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Envivio Multi-Screen Video Technology Named Finalist for CSI Best of Technology Awards
Digital Video Processing and Multi-Screen Video Solution Recognized by Experts from Video Service Providers Worldwide
South San Francisco, CALIF., July 30, 2014 – Number one in multi-screen deployments worldwide, Envivio's (NASDAQ: ENVI) pioneering video technology has been recognized by Cable & Satellite International (CSI), when it announced two Envivio products as finalists for its best technology award: Envivio's Muse™ 4K HEVC video processing software combined with Envivio's Halo Network Media Processor™ and the Halo experience server for personalized, any-screen TV services. These Envivio products have been put on CSI's winner shortlist for paving the way in digital video processing and multi-screen video solutions.
"Our technology is enabling a disruptive change in the way people consume video, and we're pleased to continue receiving industry recognition as best-of-breed," said Envivio's CEO Julien Signès.
Signès added, "We pride ourselves on providing the most advanced video processing and delivery software available. This software has been selected by many tier 1 operators and top service providers worldwide because of the exceptional video quality, reliability and flexibility of our digital video processing and multi-screen video solutions."
More than 300 content and service providers around the globe have selected Envivio to power video to their millions of viewers.
Technical Background:
Envivio award-winning Muse video processing software is designed to support both live and on-demand 4K compression in HEVC format. The HEVC standard reduces bandwidth consumption compared to MPEG-4 AVC (H.264) by 30 to 50 percent, improving the video experience and reducing cost of operations for both 4K big-screen services and existing mobile or over-the-top (OTT) TV services.
The expansive capabilities of Envivio's Halo Network Media Processor and Halo Experience server for personalized any-screen TV services, include time shifting, Catch-up, Start-over, network PVR, Follow Me TV and personalized advertising to generate new revenue for operators and service providers worldwide.
About Envivio
Envivio (NASDAQ:ENVI) is the leader in software-based video processing and delivery solutions for any screen, with over 300 content and service provider customers worldwide. Envivio solutions remove the boundaries of traditional television and enable operators to increase their revenues, by providing viewers with best-in-class video quality and a compelling, personalized experience. Envivio is headquartered in South San Francisco, California and has offices worldwide including France, England, China, Singapore and Japan. Visit www.envivio.com for more information.
About Cable & Satellite International
Cable & Satellite International is a technology publication targeting the global video market, including cable, satellite, IPTV, mobile and terrestrial broadcast platforms. We assess technology trends and provide detailed product analysis relevant to the core video delivery functions - namely content contribution/backhaul, distribution/transport, playout/transmission and home networking. We also analyse the wider triple and quadruple play landscape.
The CSI Awards 2014
The CSI Awards are one of the most comprehensive and competitive technology awards anywhere in the world, designed to reward technical and product marketing excellence in the cable, satellite, terrestrial broadcasting, mobile and IPTV sectors. They are organized by CSI magazine and held at IBC, Europe's most important exhibition for the combined broadcast community.
Now in their twelfth year, CSI Awards attract more than 150 entries every year, gaining the endorsement of the industry's leading technology suppliers.
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- Envivio to Demonstrate Innovative Software-based Solutions for TV without Boundaries at IBC 2013
- Envivio to Showcase the Future of Video at BroadcastAsia: 'Now It's Personal'
- Envivio Powers First Cloud Video Service in China
- Qinhuandao Broadcast Network in China Selects Envivio for TV, PC and Mobile Video Services
- Envivio to Present Innovations at The Cable Show
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Reviewed By Scott D (Dadeville, AL) Reviewed for a 2004 Ford F-150 —1/5/2017 10:13 AM
Compared to custom mats these are great. Bought for my sons truck for Christmas and he is very happy with style and fit.
Reviewed By RUSSELL C (BALTIMORE, MD) Reviewed for a 2016 Kia Soul —12/8/2016 2:56 AM
The mates are great they don't slid when your shoes are wet fit great no problem under the break of gas pedals and being clear you can see the car logo have ordered other things for my car from AUTO ANYTHING been very happy
Reviewed By Shelly V (Anchorage, AK) —10/8/2016 12:51 PM
Heavier than I expected which is great! Alaska winter is messy and I was hoping to keep my vehicle looking nice. The raised edges will help keep the ice and snow off the carpet. Good quality and decent price.


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Delaware River Agency Rethinks Stalling Toll Increase Over Swaps
The Delaware River Port Authority, operator of bridges and a rail line between Philadelphia and New Jersey, backed away from delaying a $1 toll increase until 2012 because of concern that waiting would trigger a $240 million termination payment on interest-rate swaps.
Authority members this week put off deciding on a resolution that would have postponed until July 2012 a July 1 rise in the levy on the four Delaware River bridges the group manages. John Hanson, the agency's chief financial officer, said changing the toll schedule may prompt a downgrade by ratings firms including Moody's Investors Service, which in March put a negative outlook on the authority's A3 score, its fourth-lowest investment grade.
A downgrade would force the authority to pay Zurich-based UBS AG (UBSN) a $240 million early termination fee on a series of interest-rate swaps designed to cut the agency's borrowing costs, Hanson told board members during a public meeting in Pennsauken, New Jersey, Nov. 17.
"If we are downgraded we would be in default under the agreement," Hanson said. He said the $240 million termination payment "would totally exhaust our general fund."
In a swap transaction, two parties exchange payments, typically a floating one for a fixed. Earlier this decade state and local governments sold variable-rate bonds and negotiated with banks to leave them paying fixed interest that was lower than prevailing municipal rates.
July Issue
The agency issued $308 million debt in July, paying a yield of 5.09 percent on the 30-year maturity, or about 0.94 percentage point above a Bloomberg valuation index. Hanson said a downgrade based on a change in the schedule for toll increases may make it impossible to get credit at all.
"In addition to the lower rating for the bonds there's even a question whether or not we would be able to get into the bond market," he said.
Since 2008, banks have collected more than $4 billion in swaps termination fees from hundreds of borrowers, including Harvard University and the State of New Jersey, according to data compiled by Bloomberg.
The Camden, New Jersey-based authority paid $47 million to terminate swaps with Lehman Brothers Holdings Inc. and UBS since 2008, according to annual financial statements and bond documents.
The July 1 increase from $4 to $5 for passenger cars would raise about $51 million, according to the resolution. DRPA members had hoped to use unspent funds in a series of economic development accounts to replace the one year of toll revenue that would be lost by postponing the increase.
Finance Committee
The proposal is now scheduled to be considered by the agency's finance committee, which hasn't yet added it to the agenda for its next session, on Dec. 1, Ed Kasuba, a DRPA spokesman, said in a telephone interview today.
"I think we have to find a way to postpone the tolls," said Jeffrey Nash, a New Jersey appointee who is the authority's vice-chairman and head of the finance committee.
Pennsylvania appointee John Dougherty, an electrical workers' union officer who sponsored the resolution delaying the rise in tolls, said he's still committed to pushing back the increase.
"We've put a lot of emphasis on worrying about the bond rating," he said. "We should spend as much time worrying about the people and the tolls."
To contact the reporter on this story: Dunstan McNichol in Trenton at firstname.lastname@example.com.
To contact the editor responsible for this story: Mark Tannenbaum in New York at mtannen@@bloomberg.net.


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Biotique Himalayan Plum Body Cleanser Soaps
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Rs. 1,895Rs. 1,689
Rs. 1,985 Rs. 1,766 11% off Slashed discount Rs. 219
1*Biotique Himalayan Plum Body Cleanser Soaps + 1*Braun Female Groomer FG1100
Buy these together for Rs. 1,766
Total Price: Rs. 1,98511% off
Product Discount: Rs. 219
Final Price : Rs. 1,766
- Description
Quick Overview
A good cleansing routine in the morning makes whole day fresh and energetic. Biotique Himalayan Plum Body Cleanser Soap freshens up your every morning.
- This refreshing soap is a blend of pure Himalayan plum, berberry, Indian gooseberry, margosa, turmeric and soap nut.
- It gently wash away body impurities, without disturbing the skin's natural pH balance.
Additional Information:The Biotique was founded by Vinita Jain, where skin and hair care products are developed from Ayurveda.
Expiry Date : March 2019
All our products are far from expiry, and procured directly from the brand/authorized resellers of the brand.
How to use product
Aadu (Prunus persica), Ritha (Sapindus mukorossi), Daru haldi (Berberis aristata) 1.00%, Amla (Emblica officinalis), Neem (Azadirachta indica), Haldi (Curcuma longa), Cleanser base Q.S.
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By Rosette Soares
It melts too easily. Fragrance doesn't last long. Cleans fairly good. However I prefer the basil and orange flavoured soaps
Posted on 12/12/2016
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Will recommend this soap for every one! It has a very good fragrance and skin feels very smooth......
Posted on 7/18/2016
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I absolutely love this soap! At 150 grams it's a rather generous size and it smells amazing!
Posted on 2/20/2016
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it is no nice on ur body that after each wash body feels like relaxed
Posted on 8/8/2015
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45th Presidential Inauguration photo gallery
WSC adding oil program
Williston State College is responding to the industry needs of Western North Dakota by developing an Automation and Control option to be added to the Petroleum Production Technology program. Adding automation and control to the current Lease Operator offering will greatly expand the program. The program will include three options for participants: two-year Associate in Applied Science Degree, one-year certificate, and a dual credit option for high school students.
In order to most effectively impact energy developments, Williston State College hopes for the program's participants to work closely with significant industry and community groups while enrolled. This collaborative effort will help to ensure that students are adequately prepared for careers in the field, as well as creating the possibility of internships throughout the students' education.
The focus of the program will stem from the technological aspects of numerous industries including gas, utilities, oil, etc. It is anticipated that it will become the center program at the Western Star and Technology Center, providing students with the skills necessary to remain competitive in their long-term career. Jerry Barrow, the newly hired head of the program, has very high hopes for what it can achieve, Barrow said in a press release.
"I know the program will be a great success because the industry here in Williston and surrounding area is behind it," said Barrow. "The school administration has made a great commitment to the program's success by providing wonderful laboratory and training space at the Western Star along with state-of-the-art equipment."
The addition of automation and control as an option under the Petroleum and Production Technology program will go through the Williston State Curriculum Committee very shortly. The program is scheduled to begin this coming fall. Students are encouraged to enroll as soon as possible if interested.