text:
I am a Partner in a 20 person firm in Seattle and I have reviewed between 500 - 600 resumes and portfolios in the last two months. Please let me give you all some advice. Your submittal should be limited to four pages... a cover letter, a single page resume and one or two pages of work examples. I regulary get submittals from applicants that are 20-30 pages long...it is mind numbing. I am always impressed by someone who has a graphically clear and easy to read submittal and a few well chosen examples of work. These candiates often have a website with more examples of their work I can go to if I'm interested. It makes an impression that they know how to edit...less is more.
Also, what is it with all the type faces and different color text?????? You may think your good a graphic design...but the majority of you are not. Please keep it simple and at least 10 point font. Most of us reviewing your resumes have been working on computers for 25 years and our eyesite is shot...no 8 point text please.
Out of State applicants...its a long shot. It is hard to make someone get on a plane for just an interview when there are so many good candiates already in our city out of work. Just being honest....
If we list the position is for five to ten years of experience...we mean it. So, if you have fifthteen to twenty years of experience please don't bother submitting.....I just throw out your resume. I have been asked why we won't hire someone that is over qualified for a position if they are willing to do the job? Two reasons...it feels like we are exploiting the current economic situtaion for our own gain...and that would not be ethical. Second reason...it throws the team off balance. We can't have a person with ten years of experience supervising someone with twenty plus years. Also, leaving off graduating dates and years worked at companies does not hide how much experience you have...we can tell.
To add to the original:
If the job ad requests work samples, don't bother submitting just a resume, you're wasting your time.
Do NOT make me download 10 different jpegs of your work samples. Not going to do it.
If you are applying for an internship, advertising your "15 years of experience in the field" is not helping your case, it makes me wonder why you're so desperate that you're applying for internships.
Good news, folks!
It looks like your writing can still resemble that of a text message from a seventh grade girl, but as long as you keep it to under four pages you're golden.
Thanks for the advice, SeaArch. I have to admit I'm quite surprised by the preference for just 1-2 pages of works. What, then, helps a candidate stand out among 600 applicants? And for this one or two page sample, is it better to show a bunch of eye-candy, or take one project and go in depth? I realize anything is correct, as long as it is assembled creatively and professionally, but I'm curious to your preference.
Now that we know what not to do, what did the eventual hire do right in your instance?
"left side of the drafting room hired after 3 pages of portfolio and right side is hired after 4. front half of both sides have been laid off as of now, security personnel will escort you outside of the building, please remain seated and put your hands on the desk and don't touch the computer equipment."
Helpful advice from someone who actually reads resumes for the purpose of hiring.
Thank you for posting.
We have had two rounds of hiring and received between 200-300 resumes each time. The preference for just one to two pages of work samples is because the shear volume of material we receive is impossible to review completely. If we are interested we will definitely view your website or contact you for more information. I prefer a few examples of work. I also appreciate it when people list what they contributed to a project...design, presentation materials, construction documents, detailing etc. We are a small generalist firm so we are looking for well-rounded adaptable Architects. Someone who has worked on a variety of project types and a variety of tasks. We are not looking for specialists.
Also, if you have gotten an interview...we have already decided you are capable of performing the job. What we want to get out of the interview is a sense is who you are. In a small firm personality is a huge factor. We want positive, reliable, can do people with a sense of humor and personality. One person we hired had us really laughing over absurd stories about their CA experiences in Mexico. It showed that had a real sense of humor and were capable of handling themselves on a jobsite in another language in a foregin country. So, they definitely could handle a job in Seattle.
Semi unrelated - I have beef with firms who wan't hire people with a lack of experience, yet no firm wants to give a college grad experience. Ugh, such a catch 22. And don't say take a unpaid internship, we all got bills to pay. end rant/vent
SeeArch--there are many listings for jobs out there that require 5-10 pages of work, or 5-10 projects, or even complete portfolios. Although 30 pages is too much in any case, don't you think employers should give a little leeway to applicants to best present their work using their own judgment? it's an employer's market out there, and every post i see from someone in your position basically says, 'if you don't give me EXACTLY what i ask for, don't expect my consideration.'
honestly, if an applicant is submitting 50 applications a week, expecting each to be precisely worked and tailored to each specific ad seems a bit unreasonable to me. applicants' time is valuable too, and i'd like to think their intellectual input would be, as well.
4 pages is WAY LESS than most design firms expect these days, so your advice only really works for your particular firm.
'Also, what is it with all the type faces and different color text?????? You may think your good a graphic design...but the majority of you are not.'
newsflash: this is just mean, especially coming from someone whose posts are riddled with misspellings and basic grammatical errors.
honestly, if an applicant is submitting 50 applications a week, expecting each to be precisely worked and tailored to each specific ad seems a bit unreasonable to me. applicants' time is valuable too, and i'd like to think their intellectual input would be, as well.
Umm, yes you DO need to tailor to each specific ad. 50 resumes a week is too many - be more strategic and focused to improve the odds of landing a gig.
If you want a job, you gotta take at least an hour customizing each application. (Job hunting is a full time job, so 20 resumes times 2 hours each equals 40 hours). It is essential to tweak your cover letter and portfolio each time.
The cover letter needs to demonstrate a familiarity with the firm and how you would fit their culture/projects. Don't just look on the firms website, but look up articles about their projects and try to read any publications that folks in that firm have written.
In the portfolio, try to match your projects to the sectors that the firm serves. Don't just show sports facilities to a firm doing multi-family housing, or casinos to a healthcare firm.
um--if you run a small local firm and someone sends you a customized cover letter that's a page long and all about how much they want to work FOR YOU ESPECIALLY--guess what? they're full of it. what they want is to WORK. and this doesn't mean they're not going to do a good job for your firm, but no, they are not going to make your work their life's work. and if you're an employer and you think they are because they filled the letter with a bunch of stuff about you from internet articles, then you're more than a bit delusional. this profession needs to ditch the pervasive ego-stroking culture of bullshit and start appreciating people who work efficiently and intelligently. an efficient and intelligent person will put together a work sample that best presents their work, that is not too long, and that can be used for more than one application. and if it happens to be 3.5mb instead of the 2.5mb you ABSOLUTELY require, or 8 pages instead of the 4 you prefer, well, just get over it. it's not a big deal and you're showing just how much of a control freak you really are. let's aim for some MUTUAL respect, people.
Out of State applicants...its a long shot. It is hard to make someone get on a plane for just an interview when there are so many good candiates already in our city out of work. Just being honest....
For that, please include:
Local applicants only.
^skype is also really easy to use. if someone's willing to move to work for you, that person sounds pretty motivated.
I don't think that looking for someone that is interested in your firm specifically is that absurd or arrogant of a request.
Like it or not, cultural and interest matches are critical for determining how we hire a new employee. Chances are that a new employee will require several years of training before they are fully productive. They will likely cost the firm more money than they generate in direct billing.
Why would we hire someone that we are pretty damn certain is going to jump ship and leave us hanging with a loss of investment when they get bored with the main building typologies we deal with, lose interest, and lose production value? Or when the economy picks back up in a year and they think that they can get into a firm more in line with their interests?
Don't underestimate the cultural fit aspect either. If you were working in a design house, would you want to hire someone that was pointing out every potential detailing headache? Would you want someone that could only deal in theory in a production firm? How about someone that isn't really strong in either area?
An applicant's portfolio may not change drastically from one application to another, but it should change. The same goes for a resume. "Looking for an entry level position in architecture" has a lot less meaning to me than "Looking for an entry level position in an architecture firm with a focus on healing spaces." The second isn't even that great, but it gives me an idea of what they are looking for.
A cover letter should be unique to every firm that you apply to. There is absolutely no reason why it shouldn't. This is where you elaborate on how your interests are in line with the firm and why we should hire you.
If someone is looking to work for the sake of working and doesn't care what are doing, why even bother with a full-time job search? Freelancing may be a better option. Or a different career.
i'd bet that very few people, if any, are looking for 'an entry-level position in an an architecture firm with a focus on healing spaces'...that's just what they say to you if you happen to design healing spaces. yesterday, they sent a letter to someone else claiming they've always dreamed of designing high-end yachts.
that's the thing- it's not at all weird to look for people who fit in at your firm, but employers should be realistic about it---if 'fitting in' means expecting people to bow, scrape, gush to relieve your insecurities, or follow your every order, you just aren't going to get the best or most intelligent people. you're going to get a bunch of bs-artists, or people who don't know their own mind.
i recently became aware of who at my old workplace is aggressively looking to jump ship. unsurprisingly, they are the most superficially exuberant and enthusiastic employees...people who are willing to say whatever or write whatever generally aren't the most honest or ethical, and they are likely to be the ones you're going to lose first.
i'd like to hear employers say that they look for a level of precision and discipline in their applicants' WORK. this will be way more indicative of the quality of performance you're going to get out of them than whether they can play up to you in the letter, or whether their student work happens to be healthcare related. it's the qualities in the work that are going to tell you who the person really is.
Certainly it's the employer's prerogative to establish the requirements for an application, but the reality is 90% of applicants don't follow it to the letter so there should be some flexibility on their part. However, there is a common range of what is appropriate. To me it's a cover letter, resume, and work samples of 2-3 projects, but these projects can be communicated on more than 1 page for each so long as the whole thing isn't more than say 10 pages. Also, package it all into one .pdf file under 5MB, no question. Anything bigger, you run the risk of the employer not receiving the application at all bc their email server can't handle it.
It's a negotiation. Applicants shouldn't have to spend hours catering their application to your specific requirements, and applicants should put themselves into the shoes of the employer and have a package ready for speed review, and only apply if you meet the minimum requirements.
Barry did not say you have to gush about his work. He said you have to customize the letter. I totally agree with him. I have received cover letters that actually have another firm's name in them, because the applicant was not careful enough to change the name to that of my firm. And this is for a position where the job description stresses that you must be detail oriented.
Job applicants can make themselves stand out from the crowd, and show their intelligence in their cover letter. If the job says that you must be independent and responsible, explain how you have those skills (through examples, not just saying you have them) in the cover letter. If the firm does not say what kind of work they do, but you find out in your investigation, then explain why your skill set would be particularly good for that type of work. Let's say the firm does restaurant work, but you have never done that type of project. You might explain how all of your work in high end residential taught you all about lighting, and detailing casework, and mention that you worked as a bartender for two years and you understand how the back-of-the-house works.
And if there is a personal connection to the firm (you have a school mate who works there, you cousin is married to the book keeper, etc.) mention that!
I find it amusing that people here are telling SeaArch how he should read an application. He is explaining how he does read an application. Rather than trying to correct him, I think people would be wise to learn from what he is saying. While not universally applicable, I think he accurately tells how many employers review applications.
I may not have explicitly said it, but I think it is fairly obvious that we are only going to hire the candidates with the top-notch discipline and precision that you mentioned. Craftsmanship and attention to detail are the first things that we look for. Who in their right mind would hire someone that is clearly incompetent?*
Similarly, I will never hire someone that I think is a kiss-ass or a BS artist. I know that people are going to put on their best face, but at the same time it's pretty evident when people are putting on a show. Candidates are generally a lot less clever and a lot more transparent than they think they are, and we have a very low tolerance for BS. After getting interviewed by 12-15 principals/ senior staff in a mixture of one-on-one and group interviews, they are going to slip up somewhere. Two no-votes is a no-hire.
Between two candidates that are of equal quality and experience, the job goes to the person that wants to be there. Despite what you may think, it is incredibly easy to engage someone in a conversation and decide what they are truly interested in pursuing professionally- whether they say it explicitly or not. If they dance around direct questions and cannot give a succinct response without two minutes of archibabble, they probably aren't for us.
*You may have a valid case for nepotistic firms and the "old boys club" firms that hire unqualified employees for other reasons- but that is an entirely different discussion for another day. We don't BS, we do actual work, and there isn't an inner circle of greedy principals sitting on their ass- all profits are shared and voted on for how we reinvest.
token, i don't mean to imply that you don't. i have no reason to doubt your intentions or your effectiveness. however, i don't know a single firm principal who would think otherwise about themselves, and i have seen many principals who don't, and very few who actually do--what they say they do. (again--no reflection on anyone here personally--)
it's normal that any employer or firm owner thinks he/she is completely fair and above-board to their employees--we are all human after all. and it's normal that most principals feel they are making effective decisions. yet the extremely high number of dissatisfied architects out there would not really bear this out. and most of us who have worked at firms in recent years will tell you some horror story or another. ask most employed architects, even in good times, whether they find their work rewarding, and many would say they don't. ask if they feel well-compensated or treated fairly, and you'd maybe get half who answer in the affirmative. and we all know this is the case. and architects seem more likely than most to believe in their own myth.
i'll be honest--seaarch's post offends me. i think he has the right to expect whatever he wants at his (or her) own firm, but i don't see a receptive or respectful reviewer in his assessments, or one who is remotely aware what someone outside his own firm would expect. frankly, i wouldn't want to work for someone who is in a position of relative power and complains about his/her eyes getting tired looking at work that undoubtedly took a lot of time to produce ON A SCREEN, who isn't willing to consider applicants that aren't immediately convenient, and is then just blatantly dismissive of people's basic skills.
i just want employers to remember, for the better times, that there's another side to the story. if you don't respect your employees, it's highly unlikely that your employees will respect you back, and will probably not be giving you their best work.
First off...I'm a woman. I did not mean to be offensive. I'm just giving my perspective and I might be exasperated after reviewing that many submittals. I am not disrespectful of our candidates. I just wish that people would simplify and pair down their submittals.
well, that's understandable. and i'm sure applicants are exasperated for always somehow getting it wrong, and employees are exasperated...so we're all exasperated. (and i had a feeling you were a woman, but decided to stop jumping to those conclusions after i pegged archie as a 50 yr old man......)
Elinor, no offense, but it sounds like you have a bit of a "chip on your shoulder". Give SeaArch a break. Believe me, when you are in your 50's, your eyes hurt no matter what you look at, and she is right, who wants to struggle with text that is difficult to read? I think her points are useful to some one looking for a job. I will add another annoyance; someone who send their resume with white text on some color background. Sometimes we old folks print stuff out so we can write on it when we call a person for a phone interview. Not only can you not jot notes on it, it uses all the ink in your printer.
you bet i do! a big one, for some very good reasons. the way people are treated in this profession is an absolute disaster. architects have fewer worker protections than laborers these days, are losing benefits, and pay is a race to the bottom. for a start...
i get involved in these discussions because i think they are important, not to pick on sea arch or any other individual.
'when you are in your 50's, your eyes hurt no matter what you look at, and she is right, who wants to struggle with text that is difficult to read?' come on!! your screen can adjust color, brightness, size...anything. and if it's still too hard, how about promoting some younger people to positions of leadership??
I have to say I find SeaArch's advice rather surprising except for the bit about poor graphic design (I assume most people are just trying to stand out in whatever way they think they can). I don't really have a problem with her advice, but it does make me wonder if most people reviewing applicants are of a similar mindset.
As someone who is applying for work I'll send out a tailored cover letter (1 page), a resume (also 1 page) that doesn't change much between applications, and a portfolio that is roughly 30 pages long. From most of the advice here, I'm going about it all wrong.
I don't expect someone to read every word or look at every rendering and graphic in my portfolio; if they spend more than a minute looking at it I'd expect to be ahead of the curve. I don't expect someone to read my cover letter word for word; that's why I've edited it over and over and over again so that it is concise, to the point, and can be skimmed easily. I don't expect someone to read my resume word for word the first time through; I hope that by my careful selection of experience, awards and achievements, skills and more that they'd be willing to give it a second read if at face value I appear to be qualified for the position.
I can't speak for all applicants but I'd hope that most of us are intelligent enough to expect that sometimes our application materials get overlooked (isn't that why as an applicant should always follow up?).
Are there any other people who review applications that would care to elaborate on their approach to thinning the herd? At any rate, I appreciate the advice SeaArch. Any hint as to what firm you're a partner at so when I start to apply on the 'west side' I know who to send my newly-minted four-page application packet to? I still am an in-state applicant residing over here in Pullman right?
I'll also add a comment to any potential employers out there ... don't expect us to read your minds. If you want application materials in a certain way (hard-copy, digital less than 'X MB', 4 pages, 30 pages, etc.) let us know. Either spell it out in the job posting or at least have something on your website that gives basic guidelines on what you like to see in an applicant. You can probably expect to see a wide variety of stuff either way, but at least if someone wonders why they didn't get an interview you can point to the application expectations and smile.
i have a question about the 2-3 pages worth of sample work. The projects I've worked on that are most worth showing are worth it because of scope, complexity, and technical rigor, but I cannot present them or offer much detail because of NDA's I signed while working with the clients. How should this be handled?
What I can show are examples of work from older competition entries I've produced, from school projects, and from when I was doing K-12, higher ed, and municipal work. But they are not as exciting or interesting as the work I cannot show.
As a full time job seeker, I am finding this post very interesting.
Token AE said:
Chances are that a new employee will require several years of training before they are fully productive. They will likely cost the firm more money than they generate in direct billing.
> I have heard this kind of statement in a typical context of "blame-the-employee" covering for bad management.
I have worked on projects with great team leaders who instantly make the team--new employees and old--feel confident and comfortable in sharing their ideas.
Similarly, I've worked on projects that have terrible management, where the team is constantly questioning their own ability to solve simple problems. Where no one feels able to contribute fully because they're always getting stopped in their tracks by poor decision making on the part of the leader.
I'm not saying you are one of those people, TokenAE. I am just saying that if people are taking more than a few weeks to become 'productive', it's time to start looking at who is leading the team.
If someone is looking to work for the sake of working and doesn't care what are doing, why even bother with a full-time job search? Freelancing may be a better option. Or a different career.
> Does that statement work for firms who are taking projects based in locations with questionable working conditions and ethics… just to pay the bills?
It's not fair for anyone to make statements about who should be doing what in their job search. No one knows the situation of each individual applicant. In my own case, at some point I will have exhausted my extensive list of 'firms that I have dreamt of working for' or even 'firms that I would really like to work for', and then 'firms that I could probably learn a lot from' and have to move on to the 'firms I will apply to because at this point I really need a job in the field and these ones aren't too bad'. That doesn't mean I lack enthusiasm or passion for my field, it means that there aren't enough jobs to go round right now.
i'd like to hear employers say that they look for a level of precision and discipline in their applicants' WORK. this will be way more indicative of the quality of performance you're going to get out of them than whether they can play up to you in the letter, or whether their student work happens to be healthcare related. it's the qualities in the work that are going to tell you who the person really is.
> Exactly.
I have received cover letters that actually have another firm's name in them, because the applicant was not careful enough to change the name to that of my firm. And this is for a position where the job description stresses that you must be detail oriented.
> This is a way different issue from 'tailoring' a cover letter. This is a case of simple ineptitude. What is being discussed is whether applicants should detail their entire application towards the purposes of a specific firm. It is sad that people make such basic mistakes, but on the other hand, it should make separating the wheat from the chaff much easier, hm?
Token AE:
After getting interviewed by 12-15 principals/ senior staff in a mixture of one-on-one and group interviews, they are going to slip up somewhere. Two no-votes is a no-hire.
> That sounds like hell. It sounds like a situation where there is no trust in the office, where "leaders" are not enabled to make decisions, and have to be overseen by someone above them (who in turn, are not trusted by their superiors… etc…). Why on earth are these interviews conducted like interrogations?
Elinor, no offense, but it sounds like you have a bit of a "chip on your shoulder".
> Why is it that whenever someone becomes passionate about something, they are dismissed as being bitter, angry, or having 'an axe to grind'? It seems that people confuse criticism for negativity & misdirected anger. When someone takes the time to coherently and carefully express criticism about something it is important to take it seriously. They are very likely seeing a bigger issue that you are missing.
i get involved in these discussions because i think they are important, not to pick on sea arch or any other individual.
> It's really nice to see this, because it's exactly how I feel. Things don't get better by smiling and saying 'take your lumps' and pretending everything is just fine. They get better by identifying exactly what the issue is and taking steps to change.
Brian Henry:
As someone who is applying for work I'll send out a tailored cover letter (1 page), a resume (also 1 page) that doesn't change much between applications, and a portfolio that is roughly 30 pages long. From most of the advice here, I'm going about it all wrong.
> Well, you're in the same boat as me then. But I can't be doing it ALL wrong, since I've netted 5 interviews in 3 weeks with my approach. Maybe if SeaArch's firm is having a hard time finding people, it's because the person reviewing the applications lacks creativity and open-mindedness.
We are not having a hard time finding people. We have hired five wonderful architects and we are interviewing now to hire four more. The level of candiates out there is amazing...very qualified and talented. I'm just commenting that the sheer volume of resumes that firms are getting for each position makes it difficult to review when they are not graphically clear or they are overly long submittals.
I must have some creativity because we are in the wonderful position of having a lot of work....a rare thing these days.
What most inexperienced people don't understand is that staying busy with tasks and contributing to day-to-day work and discussions does not equate to operating without incurring a loss.
These numbers are completely made up, but reasonably accurate. Lets say:
So you generate $100/hr from the client. You have hard costs of $115/hr. We are also missing out on 7% profit, but won't count that against you. Egad! You cost the firm more per hour than you generate- but we don't mind because eventually your billable rate will increase as you develop.
What do most firms do? Knock down your salary to a point that they get their profits back, which in turn go to the senior management at a typical firm. I am lucky in that ours do not.
Inexperienced employees cost more than they are capable of generating. It doesn't mean that they are bad employees, that we don't like them, that they aren't contributing great ideas, or that they aren't being helpful to us as a firm- it just means that they are still developing their skills and cannot be billed to the client at a higher rate just yet. Most people don't want to pay for what amounts to a highly educated draftsman.
There is no way in hell that I am sending someone fresh out of school to meet one-on-one with a client 'after a few weeks' to pitch a design. Similarly, there is little chance that someone fresh out of school is capable of managing the production of a legally sound set of construction documents. I probably wouldn't want to kill their optimism and send them to a team of contractors to explain address an issue in the field regarding their latest creation.
FWIW, I am a mid-level employee- certainly not a principal. But our accounting is open to all employees, and seeing how everything actually operates is an eye-opening experience and something that most firms would hide from you.
And no offense, but you are in no position to infer the quality of leadership, teamwork, or level of trust in my firm based on what I wrote. Don't project your own bad experiences or inadequacies onto others. That's about as fair as me saying that you read as someone that has no valuable industry experience with an inherent distrust for anyone at a higher level than you.
copy/ paste fail on my part with explain_address. Don't hold it against me.
nicely written TokenAE.
i run a small firm and still learning myself, but if i can throw in a few cents i would love it if job seekers would stop applying for a job with us when their portfolio and cover letter and experience all point to a career nothing remotely like what we do.
i don't think a portfolio NEEDS to be small myself but i would def request that people really just not use ZIP files to send really big portfolio. also don't want to look at online portfolios (sorry), those both have become an automatic no view for us. if the first impression is the most important thing then i would say short and sweet and to the point is most desirable. our mailboxes runneth over so if you want our attention you have about 2 lines to do it. it is not nice i know, but it's how we survive the work day and have something to show for it at the end of it.
Brian and Stephanie, I'd definitely say that 30 pages of work samples is too much. I'm certainly not as strict as SeaArch, but wouldn't somewhere around 10 pages be sufficient? After all, this is supposed to be work samples.
I always get annoyed when I've seen a candidate's sample pdf or website, invite them for an interview, and they have nothing else to show me—no other projects, no other images/details of the projects I've seen. They're just a carbon copy of their website.
token, sounds like you work at a great and generous firm. but i would challenge your numbers on two counts--
1) everybody knows that architectural billing is not a hard science, but more an exercise in reverse engineering. you really have to work from the fee backwards, and not from the hourly rate upwards. your numbers are in no way factoring in the usual book-cooking that takes place--for instance, how many hours is the principal billing for this project (at her way higher billing rate) compared to the hours she actually worked, and how does that skew the profit margin?
and 2) $8/hr bonus? IDP allowance? education allowance? huh? NOBODY i know gets these benefits, or benefits remotely similar to these. and my old firm paid only 70% of our health costs. so if your firm really does this, congrats! but you should understand that it is far from typical.
with the possible exception of some bad years, you better believe your firm makes money on you somehow, inexperienced or not. otherwise, you wouldn't be there.
What if someone has a 1 year unemployment gap due to the recession - I am working now, but was freelancing and working for free in 2009 after being laid off from a firm -
Fair enough Token, I was interpreting productivity in a completely different way. You're right that I don't have years of architecture experience to inform me, and I'm sure once I do I will have a completely different perspective on things. I did work for 4 years in engineering and construction offices, and from what you describe the valuation of employees is not much different between E&C and architecture.
I don't think anyone is arguing against making well-prepared, carefully composed applications to firms. What gets irritating is juggling all the vastly different formatting and submission expectations that firms impose on applicants. The preferences are as different as the people reviewing the applications.
Searching for a job is a lot of work as it is, and most people do it while working on other projects or working part time positions alongside. Any intelligent person is going to do cursory research about the firms they apply to and target their cover letter and projects as appropriate. But I'm with Elinor on this:
i'd like to hear employers say that they look for a level of precision and discipline in their applicants' WORK. this will be way more indicative of the quality of performance you're going to get out of them than whether they can play up to you in the letter, or whether their student work happens to be healthcare related. it's the qualities in the work that are going to tell you who the person really is.
I've spent hours upon hours rewording, refocusing, and rearranging projects in my applications. I totally understand that this is necessary to some degree. What really kills it for me though, is that I've now had several interviews where it was clear the person hadn't read even the basics of my CV / cover letter. In each interview, the majority of the time was spent establishing basic personal data like education and experience. I could have said I enjoyed bathing in cream cheese icing on my CV and no one would have noticed.
I'm thinking about putting that in just for fun, actually.
We just had a portfolio arrive, unsolicited, in a small wooden box with handmade dovetail joints. Everyone in the office stood up to look at this thing. I should mention that I work at a small 7 person firm and we all sit in one large open studio. I think from the sound of things around here they may get an interview. Though I'm not sure if its actually a result of the craft, work in the portfolio, or pity. Basically the reaction was shear curiosity. There were even a few minutes while we contemplated how to open it. Turns out the top slid off fairly easily after you cut these nice little (open) stickers. I will keep you guys posted, we have to meet this person!
This thread is way too personal, specific and depressing.
So, I am linking to some skanky but otherwise wonderful, upbeat Korean pop.
Simple - as the number off candidates increases/position, then so do the qualifications - meaning that we the applicants, must do whatever it takes to make it into the top 2% that will "get the call"
And, if English is not your first language, it is always a good idea to have someone well-spoken in English proofread your cover letter, resume and work. I recently received a cover letter sporting this sentence:
"I feel I'm linguistic in speech and have a fine command of the English language both in reading, comprehension and writing."
@ Erin Williams, will galloway
What's wrong with online portfolios / websites, why do you not look at those?
Myself and many of my fellow employment-seeking grads have invested a lot of time and effort to make our online portfolio as unique and representative of us as we would a Cover Letter. I have put way more work up on my website than I will ever bring to an interview in a printed format, or include in work sample .pdf's. The main reason is that no matter how much research one does on any office, there is no way for us to know EXACTLY what the person responsible for screening job applicants is looking for - we can only approximate and guess. So in making my website a fairly comprehensive portfolio I'm hoping that if if the samples got someone interested in hiring me, they can visit the website to see what else I'm capable of. And if they invite me to an interview they get to see how the drawings look printed to scale and with good resolution, and get the benefit of questioning me about the work.
Why do you think this is the wrong approach? So many application forms on company and recruiters' websites do not allow any attachments, others let you attach text files, but not pdf's, and even when someone is reasonable enough to permit applicants to include properly formatted files, we can't have them be more than 3-5 Mb. I understand that my work will not be plotted for review like it was when I was in school, and so I compress and lower the image quality, hoping that if anyone decides to actually print it they won't be bothered by the lower image quality. But when there are so many FREE file-sharing services out there like dropbox, and yousendit, which are tailored for the exchange of large files, and when I spent some time making my resume and cover letter look good, it's extremely frustrating that I can't even represent my work and my proxy paper self in the best light anyways when I go to send the stuff in.
Is it really that hard to open a Google email account for the purpose of receiving online job applications? They are free, have a nearly unlimited storage capacity, filter your mail for spam, have built-in antivirus for attachments which you can view without having to download the files, and nearly everyone with internet access already has one.
Also, this discussion is actually fairly helpful, as it makes one more aware of what to avoid when applying to places, but a number of people asked really specific and good questions about the amount and type of work to include in the samples, which no one of our wise employed counterparts has answered yet.
10 pages seems to be the least it takes to show all the work I was showing at final reviews for most projects, so if I were only to show 1/2 or 1/3 of each project I can get 2 or 3 project teasers into those 10 pages. Or I can show one project in it's entirety, and then hope that I guessed the right one to win someone over and that they will spend a minute looking at my website to know that I can do other things. Making 3 sampler pages for job applications is the same as playing a lottery - you just hope the stars line up and those reviewing your package don't assume you can't do the work if you don't show it.
So is there some 'golden rule' for what one might consider including in a 3 / 5 / 10 page sampler that we can establish?
something like this maybe?
for 3 pages - 1 project: legible plan, section, a detail that shows you know about drip edges and what side of the wall to stick the insulation to, and a sweet sexy render (2 sheets) + 1 sheet with a different project, say site plan and some diagrams.
5 pages: add a drawing or two to the second project + 1 sheet with 1 image per each of 2-3 more projects
10 pages: still 2 projects, you just doubled your real estate (4 pages each) + 2 sheets with assorted pixel sex
any thoughts?
Keep this in mind: your objective with an initial submittal is not to get hired -- your objective is to get an interview. While, as an employer, it would be nice if I had the luxury to lavish lots of time and attention on every resume and portfolio I receive, the reality is that I -- and most of my counterparts -- scan a stack of resumes with triage in mind. There's always about a third that clearly do not represent a fit; there's another third that contain information and images that intrigue me; and there's the middle third about which I have fairly neutral feelings.
Submittals in the bottom third rarely, if ever, receive a second look. I tend to spend a fair amount of time giving the top third a second review, meaning I look at each package with fairly close scrutiny. Usually, I'll do a quick second scan of the middle third if I'm not comfortable I can find what I need in the top third.
So, what does this mean for the eager, but confused, candidate?
I acknowledge that every firm has its own ideas about what they want to see. And, every candidate wants to put his/her best foot forward -- so, many will tend to include everything that might support his/her case. Personally, I think that's a mistake.
As part of an initial submittal, I want to come away with a solid feel for the candidate's work experience and approach to design. At this particular stage of the process, I don't need to see tons of project examples, nor do I need to see an extensive treatment of any specific project. I want just enough graphic material -- demonstrating both the breadth and depth of the candidate's experience -- to draw reasonable conclusions about whether this person warrants an interview or not. If so, during the interview I will conduct an in-depth review of the entire portfolio.
Every candidate has a unique background and portfolio. For that reason, I don't think it possible to be entirely prescriptive about what a submittal should contain. What's right for a 15-year person will not be right for a recent graduate. It's up to each candidate to exercise judgment about what their own package should contain, while simultaneously trying to comply with specific requirements that may be contained in a specific firm's job ad.
Absent specific published requirements, I recommend a 1-page cover letter, a 1-page resume and 2-3 pages of materials that demonstrate the candidate's project background. If you have a web portfolio, include the link so I can go there if I feel the need. That information usually gives me what I need to make an informed decision about whether to continue with a candiate or not.
Hope this helps.
@ molotok, digital online portfolios are great for places like here but we are less enthusiastic when it comes to job applications somehow. anything that adds effort to the process of seeing what you have to offer is a step towards losing our interest - so i think it is best to keep the online version as supplement not main medium. others may disagree but that is how it is for us so far.
I tend to agree with Will. Online portfolios are nice but generally they should be supplemental to the work in the reviewer's hand. I feel that adding any steps (going to the computer and typing in a website) to see someone's work is just asking for that work not to be seen.
Also for reducing file size on your pdf's ... print to PDF, do not 'save as PDF' or 'export to PDF.' This may already be common knowledge, but I was surprised at how many people I saw trying to print boards for their projects with 100+ MB files.
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New Scotland Archives
After crash kills three walkers, police investigate and parishioners hold Mass
By Saranac Hale Spencer and Jo E. Prout
VOORHEESVILLE The SUV that killed three women in front of St. Matthew's Church last week gained seven miles per hour in the five seconds before hitting them, according to information the Albany County Sheriff's Department recovered from a black box in the 2007 Toyota Highlander that records information.
The sport utility vehicle did not suffer from the mechanical problems in the gas pedal that Toyota has been sued for recently, according to acting Sheriff Craig Apple.
Luann Burgess, 55, was driving toward the Salem Hills housing development, where she lives, on Mountainview Street after dropping off her foster child at a summer program at about 8:30 a.m.
The road has a posted speed limit of 30 miles per hour and five seconds before the first impact, assumed to be the three women, Burgess was traveling at 39 miles per hour, according to information gathered from the box, Apple said. At the point of impact, she was going 46 miles per hour, he said, and then the car slowed to 25 miles per hour before a second impact, assumed to be the brick bell tower where the vehicle stopped.
There was no braking, Apple said. Burgess told police that the flip-flop sandal she was wearing, borrowed from her husband, had gotten stuck in the area of the gas and brake peddles. "She's saying it was stuck. It very well could have been," Apple said yesterday.
Police are awaiting the return of a toxicology report before discussing with the district attorney's office whether or not to bring charges against Burgess. The report is expected to show if she was under the influence of prescription medication. Alcohol is not suspected, Apple said, but she may have taken painkillers for her broken arm.
Memorial Mass
As police continued their investigation this week, family and friends of the slain women sought solace at the church where they were killed. They gathered there Sunday to celebrate Mass with local parishioners.
Carol Lansing, Rosemarie Hume, and Frances Palozzi were part of the Empire State Capital Volkssporters, a walking group that met at the church to use the restrooms before beginning a tour around the village.
All three of the women were active in their Catholic churches, and devoted to their families and their communities.
Carol Lansing, a native of Green Island, 66, graduated from Heatly High School and worked at the former Bendix Corporation there before staying home to raise her children. She then worked for almost two decades in the admissions office of Russell Sage College in Troy, according to her obituary. Active in her church and community, she served as a village trustee since 2006, secretary of the Green Island Industrial Agency, treasurer of the Green Island Senior Citizens Club and the Green Island Senior Housing, and was a former member of the Green Island board of education.
Rosemarie Hume, 79, of Waterford, who was born in Brooklyn, worked for 15 years at the Waterford-Halfmoon School, retiring two decades ago. She was, according to her obituary, a member of the Cohoes Community Center and was an active communicant of St. Mary of the Assumption Parish in Waterford. She liked gardening and traveling and spending time with her family.
Francis Palozzi, 81, was a lifelong Waterford resident, graduating from Waterford High School as valedictorian in 1948. A certified credentialist, she worked for five years at St. Peter's Hospital retiring in 1999; before that, according to her obituary, she worked at St. Mary's Hospital for 15 years and in her earlier years she was employed at New York Telephone Company and had taught nursery school. She was a communicant of St. Mary of the Assumption Church in Waterford and a 50-year member of the church choir. She loved biking, walking, cross-country skiing, Curves, and zumba, and she did volunteer work for many organizations.
At St. Matthew's Church on Sunday, all evidence of the crash was gone as parishioners entered the vestibule through the front portico that was the site of the accident. Flowers placed outside the church and television cameramen on the sidewalk were the only signs of the tragedy.
Reverend Thomas Chevalier, pastor of St. Matthew's Church, welcomed the women's families and friends.
Chevalier spoke of "thin" places in Celtic spirituality, places where this earth and heaven come together. As Mount Sinai was for Moses a thin place to speak to God, so St. Matthew's is a thin place for its parishioners, Chevalier said. For Lansing, Hume, and Palozzi, St. Matthew's became a thin place for them, he said, allowing them to leave this life and enter the life for which Christians strive.
Chevalier invited the families to the altar to enter the names of Lansing, Hume, and Palozzi into the parish's memorial book, so that the women can be remembered here in prayer each year.
The families were given memorial crosses for each woman, and they processed with Chevalier to the rear of the church to hang the crosses near the baptismal font. Cameras and reporters swarmed around the families there, and one man elbowed a cameraman, who moved back a few inches.
St. Matthew's held a small reception for the families after the service.
The Altamont Enterprise, August 18, 2011

subset: commoncrawl


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PHOENIX - Foes of Medicaid expansion in Arizona filed paperwork Wednesday to give voters the last word.
The referendum drive seeks repeal of the provisions of legislation signed Monday by Gov. Jan Brewer to increase the eligibility for free health care to 133 percent of the federal poverty level - 138 percent when adjusted for certain expenses.
Arizona law now covers everyone up to the federal poverty level, about $19,530 for a family of three, though there have been exceptions due to budget problems.
It also seeks to repeal the part of the law that gives the director of the state's Medicaid program the power to levy what amounts to a tax on hospitals to fund Arizona's $240 million share of the expansion bill. The federal government would kick in $1.6 billion if the state goes along.
Backers have to collect 86,405 names before Sept. 12 to put the measure on the 2014 general election ballot.
Just getting enough valid signatures would be a partial victory. That is because a successful petition drive prevents Arizona from implementing Medicaid expansion unless and until voters give their approval. That would kill the anticipated Jan. 1 start date.
It may not get that far.
Jaime Molera, who is heading the Restoring Arizona committee that backs expansion, said attorneys are reviewing the petitions. He says a legal challenge is possible, contending that Medicaid expansion is not subject to referendum and voter veto.
That is based on the contention that the measure - and specifically the hospital levy - funds not only adding 300,000 to the rolls of the state's Medicaid program but also provides the funds necessary to ensure continued coverage beyond the end of the year for 63,000 childless adults. That is because the federal funds to pay for care for these people are contingent on Arizona expanding its eligibility.
Molera pointed out that the Arizona Constitution specifically prohibits public review of laws "for the support and maintenance of the departments of state government and state institutions."
But former state Sen. Frank Antenori, one of the organizers of the referendum, said he is not concerned. He said the language has been reviewed by attorneys and should survive any legal challenge.
If the measure does go to the ballot it will finally put to the test Brewer's contention that the majority of Arizonans support Medicaid expansion.
The expansion is being financed by a key provision of the Affordable Care Act. While better-known provisions include a requirement for individuals to obtain health insurance or pay a penalty, it also provides general financial incentives to states that agree to expand their own Medicaid programs to that 138 percent level.
Brewer said she was a foe of the law, even joining with other states. But once it was enacted - and once the U.S. Supreme Court upheld the key sections - the governor said she had to deal with the fiscal reality.
"Do the math," she said, saying that a $240 million state investment, paid for by hospitals, draws down $1.6 billion in federal dollars. Potentially more significant, Brewer said more people with health insurance means fewer patients showing up at hospitals for care and then being unable to pay.
But Antenori said the whole premise is based on the assumption that the federal government, running a deficit, will live up to its end of the bargain. He predicts a default.
"The state will be forced to try to find the funding to continue this," he said, saying Arizona doesn't have that kind of money. "They're going to bankrupt the state or they're going to raise taxes."
Brewer has touted a "circuit breaker" provision in the law. It says the expanded program goes away automatically if federal funding drops below 80 percent of the cost.
Antenori, however, said he doubts lawmakers will have the political will to suddenly halt care for 300,000 or more Arizonans.
Molera said if a bid to void the referendum fails, his group is prepared to fight it at the ballot. And part of that effort will be to marginalize those who oppose the expansion.
"I just think we need to make our case that this is an extreme minority group," he said. "They're pushed by an extreme agenda that, at the end of the day, I don't think people are going to want to support."
But Tucsonan Christine Bauserman, who is chairing the campaign, said she has had no shortage of people willing to circulate petitions. Many of them, she said, are Republican precinct committeemen who are angered with Brewer for forming an alliance with Democrats, who provided the majority of the votes for Medicaid expansion.
The referendum is only one of the potential hurdles facing Medicaid expansion on Jan. 1.
Attorneys for the Goldwater Institute are exploring a lawsuit of their own. That is based on a constitutional requirement for a two-thirds vote of both the House and Senate for any tax increase or any measure that results in a net increase in state revenues. Medicaid expansion did not get that margin.
"This is an extreme minority group. They're pushed by an extreme agenda that, at the end of the day, I don't think people are going to want to support."
Jaime Molera
who heads the Restoring Arizona committee that backs Medicaid expansion


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UND department graduates to school status
GRAND FORKS — The University of North Dakota's Department of Entrepreneurship will become one of the nation's first schools of entrepreneurship in the fall, and officials there hope the name change will attract more students and donors.
"We are phenomenally excited about this opportunity," said Dennis Elbert, dean of the College of Business and Public Administration. "Like anything else, any business venture, there's an element of risk, but we think we've done our due diligence."
The three-person Entrepreneurship Department will remain within the college despite becoming the School of Entrepreneurship. In explaining its request for the name change from the State Board of Higher Education, UND said the primary benefit is "to offer greater visibility to the programs of study associated with entrepreneurship."
Only four other higher-education institutions in the nation have entrepreneurship schools, according to UND.
Skeptical board
Some state board members, who ultimately approved the name change Thursday, were initially skeptical, worrying that creating a "school" with just three full-time employees would set a bad precedent.
They said they plan to re-evaluate guidelines on what makes a department versus what makes a school, because they couldn't find any currently in place.
"My approach would be to let it slide this time but ... we've got to tighten this up," said Doug Munski, faculty adviser to the state board.
Elbert said a precedent was set by the Harold Hamm School of Geology, created in 2012 after the oil billionaire of the same name backed the creation of the school. He also cited the School of Engineering and Mines becoming a college the same year and said this sort of change is normal within a university.
"We're in the intro stage and we want to be on the front end, on the cusp," he said.
Still, Elbert said he plans to recruit more faculty members.
"The possibility of dual appointments exists," he said. "Somebody in the College of Nursing could also be working at School of Entrepreneurship."
Future growth
The new venture isn't expected to cost UND more, according to Elbert. It might gain the university funding.
He said donors are "all very excited about this possibility."In the recent school year, about 900 students took at least one Entrepreneurship Department class and more than 400 took more than one class.
UND said it believes the creation of the Entrepreneurship School would increase the number of students interested in the subject by 80.
Elbert himself will join the school this fall as an endowed faculty member specializing in leadership education.


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What's up?
Moderator: Big-Will
Re: What's up?
Re: What's up?
Re: What's up?
Re: What's up?
I thought I have recovered from the cold that started few weeks ago, but apparently I still haven't.
I was recording vocals yesterday and couldn't sing more than few words in a row. Terrible. Afterwards I had a gig with my other band, where I sing backing vocals but surprisingly I didn't sound too bad.
It seems whenever I have vocals to record I come down with something and can't sing.
Free single download:
Re: What's up?
Now I do not know what to do. No one said I had to choose either but c'mon, I'm 24, it's high time I have my first boyfriend. But no matter what happens someone's heart is going to be a little bruised. *sigh* Never thought I'd be the one in such a pickle...
I ship: Stan/Cartman <3
Stan: MMOOMM!!
Sharon: What is it honey? (gasp!) My baby's killed again!
Haa, I love that line.
Re: What's up?
Now, I'm sick again. I cannot get over this cold. It's going on for almost a month.
My throat hurts. It feels like I swallowed a cactus. I have more vocals to record later.
Free single download:
Re: What's up?
- Posts: 4427
- Joined: Wed Aug 24, 2011 1:56 am
Re: What's up?
Oh well.
Re: What's up?
- Posts: 3849
- Joined: Tue May 24, 2011 8:49 pm
Re: What's up?
Doing my final year project at college, the DNA extraction was meant to last a week but it's taken 5 weeks so far. Failure is part of science so it's good to learn it now!
Watching reviews of the many videos banned by the British board of film censorship (there is such a thing) and learning the history of censorship in the UK. The efforts to ban video games in the US show that even when free speech is supposedly legally guaranteed it can be eroded.
Seen many videos about censorship in the ironically named free thought blogs community lately, which insists every 'true atheist' must share radical feminist views.
Been going to debate club a lot, whenever people bring up stuff I REALLY disagree with (muhammed should be censored for instance) i start shaking and shouting. Mix of nervousness and rage is never good for articulation! A bunch of 'chavs' who hang out round the local store all night keep taking the piss out of me for my cheap clothes and I respond with the same adrenalin rush, I need to control myself more :I
Feel like i should be doing more schoolwork but the coursework still hasn't been set so I don't know what to do ._.
Re: What's up?
Catholic church wanted it censored and mayor took their side, so finally theater management yielded to their demands and took the poster down.
There goes the final thread of illusion that this is a secular country.
At least the show got a lot of media attention and a lot of people saw it. So in the end art won.
Unassumption wrote:whenever people bring up stuff I REALLY disagree with (muhammed should be censored for instance) i start shaking and shouting. Mix of nervousness and rage is never good for articulation!
I know the feel. I'm just like that too.
Free single download:
Re: What's up?
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There's also rumors that one night she got to Jesus himself...and well....they connected if you get my drift!! So much for Jesus being like his mother.
What's Up: Been a LONG two days. It's been hard to finally bury my grandfather. I'm mentally (and physically) exhausted and probably will be for a few days. The hard part is that I'm not one to usually cry and so my emotions are kept in....and that is worrysome. I hope I don't just burst out all at once
Re: What's up?
mo303564 wrote:Mamont: Why did the Catholic Church want that censored?!? Mary Madiliane was/is always seen as somewhat 'contraversial'. She embodied sexuality in those days. In fact....rumors of her bi-sexuality have been going on well, since the days of Christ!
Isn't it obvious? Two women in an embrace the Church doesn't approve of? And two saints at that? The Church doesn't want anyone thinking the Church is okay with something it speaks out against.
The film itself is considered one of the best Croatian films in over a decade: Fine Dead Girls. I'd see it.
More about the controversy. Gay rights vs. religious rights.
What's up? Cloudy skies.
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text:
A Coordinated Return to Work Program
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- How to Read a Study Record
|Back Pain
|Behavioral: A multidisciplinary diagnostic evaluation
|Study Type:
|Study Design:
|Allocation: Randomized
Intervention Model: Parallel Assignment
Masking: None (Open Label)
Primary Purpose: Diagnostic
|Official Title:
|A Coordinated Return to Work Program for Workers on Long-term Sickness Absence Due to Musculoskeletal Disorders: a Prospective Controlled Intervention Study
- Number of hours on sick leave in the 1 year study period
- Sick leave related costs
|Estimated Enrollment:
|Study Start Date:
|April 2004
|Estimated Study Completion Date:
|April 2006
Workers on sick leave due to back, neck or shoulder pain are randomized into 2 groups. Individuals in the intervention group are offered an extra multidisciplinary diagnostic evaluation. The multidisciplinary team consists of an occupational physician, a physiotherapist, a chiropractor, a psychologist and a social worker. The result is a coordinated evaluation of the individuals problems with suggestions as to further actions. The focus is on evaluating, if and when the individual can return to work. No treatment is given.
Verbatim exemption from the local medical ethics board:
"February 19, 2004 Journal no. VF 20040030 JK/csf Re: research project: A Coordinated Return to Work Program (KIA) The The Medical Ethics Committee of Vejle and Funen Counties has reviewed this research project at its meeting on February 9, 2004.
The entire committee decided that this project is an HTA (Health Technology Assessment) study and not a biomedical research project.
Therefore the committee decided that the project is not within the committee's legal competence areas, and is exempt from approval by a medical ethics committee before being carried out.
The committee has no further comments to this case. on behalf of the committee Sincerely Erik Laier Jette Krarup
Odense University Hospital direct telephone: +45 6541 3425 Kløvervaenget 10, 2.sal e-mail: email@example.com 5000 Odense C fax: +45 6619 4392 Denmark"
|Ages Eligible for Study:
|18 Years to 65 Years (Adult)
|Sexes Eligible for Study:
|Accepts Healthy Volunteers:
Inclusion Criteria:
- On sick leave due to back,
- Shoulder or neck pain
Exclusion Criteria:
- Pregnant,
- Other causes of sick leave
Please refer to this study by its ClinicalTrials.gov identifier: NCT00463216
|Dept Occup Environ Med, Vejle Hospital
|Vejle, Denmark, 7100
|Principal Investigator:
|Jorgen Kilsgaard, chiropract
|Vejle County, Vejle, Denmark
|ClinicalTrials.gov Identifier:
|NCT00463216 History of Changes
|Other Study ID Numbers:
|Study First Received:
|April 18, 2007
|Last Updated:
|February 5, 2010
Keywords provided by Vejle Hospital:
back, neck, pain, sick leave
Additional relevant MeSH terms:
Back Pain
Neurologic Manifestations
Nervous System Diseases
Signs and Symptoms
ClinicalTrials.gov processed this record on September 20, 2017


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Born April 15, 1910, in Brooklyn, N.Y., she was the daughter of Gasper and Antonina (Bianca) Bica. She lived in Ravenna since 1913.
Mrs. Dantone was a homemaker who formerly worked at the Cleveland Worsted Mills in Ravenna.
She was a member of Immaculate Conception Church of Ravenna, the Liberty Ladies Infant of Prague Guild and the American War Mothers.
Survivors include sons, Frank (Jackie) of Tennessee, Gasper "Chick" (Becky) of Ravenna, and Carl (Sherry) of Charlestown; eight grandchildren; 14 great-grandchildren; and a sister, Mrs. John (Rose) Bruno of Texas. She was preceded in death by her husband, Mario; a brother, Mike; and sisters, Anne Scichilone and Catherine Biondo.
Calling hours will be held from 2 to 4 and 7 to 9 p.m. Monday at the Wood-Kortright Funeral Home, Ravenna Chapel. Funeral services will be held at 10 a.m. Tuesday at Immaculate Conception Church of Ravenna with the Rev. Robert Sabatino officiating. Burial will be in St. Mary's Cemetery in Ravenna.
Memorials may be made to Immaculate Conception Church or the Alzheimer's Association.


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A MENTAL health 'first aid' course that helps people to identify, understand and support someone with poor mental or emotional health is now available in the South West.
The course aims to make mental health support as important as first aid in the workplace and beyond, giving individuals the confidence to help someone who is experiencing problems.
The announcement coincides with Mental Health Awareness Week, May 12 – 18, which this year is focusing on anxiety, one of the leading causes of mental ill-health in the world.
Statistics show that one in four people will experience some kind of mental health problem over the course of a year.
Sources of anxiety most prevalent include mounting pressure on employees in the workplace to perform for less reward, increased exam stress for young people and growing numbers of breakdowns in family relationships.
Celebrity culture has created additional worries surrounding body image, resulting in an escalation of GP visits by young people for an unprecedented range of emotional problems.
The true cost to society has only recently been recognised, and although the Government is determined to close the gap in treatment of physical and mental health conditions and extra investment has been promised, it takes time for funding and policy changes to filter through.
However, individuals and organisations can take action to support friends and colleagues now by attending a Mental Health First Aid (MHFA) course.
The accredited course is similar to a standard first aid course as it teaches people to recognise crucial warning signs, in this case of emotional, rather than physical, distress.
It was first developed in Australia in 2000 and is now recognised in 21 countries.
Those who complete a course receive a valuable learning experience and gain new skills that are useful in all aspects of life.
Employers providing this type of mental health first aid training can empower their employees to become mentors for mental health first aid, helping to ensure that every member of their workforce enjoys mental well-being.
By taking part in this initiative, everyone can help close the gap between physical and mental health and start to promote positive mental health and wellbeing across the county.
Details of courses in Devon can be found at www.mhfasouthwest.co.uk and further information is available on the main MHFA website www.mhfaengland.org.


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The South Fayette girls finished with 119 points to place third at the PIAA Class AA swim and dive championships yesterday at Bucknell University's Kinney Natatorium.
Villa Maria won the Class AA team title with 237 points, and the Lions, fresh off their first-ever WPIAL championship, were six points out of second behind York Suburban.
It was the best finish in program history, eclipsing last year's ninth-place finish at states.
"A lot of things had to fall right because there are a lot of teams that were real close," South Fayette coach Matt Tucker said. "I couldn't be more proud of the girls."
Mary Rosati placed 10th in the 500-yard freestyle with a time of 5 minutes, 5.50 seconds.
Despite finishing nearly two seconds below her seed time to take eighth in the 100 breastroke at 1:07.05, Morgan Fink rebounded nicely to swim a 52-second leg on the Lions' 400 freestyle relay team that finished third in 3:36.53.
"She came back really well," Tucker said. "Even though it was a little bit of a disappointment, she kept it together for the team and gave her best effort."
South Fayette diver Stephen Zombek was 14th with a score of 324.40. Charleroi's Luke Simpson took 13th in the 100 backstroke in 54.93.
The Class AAA portion of the meet begins today.
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DENVER (Dec. 18)
The Anti-Defamation League of B'nai B'rith welcomed media reports that white supremacist groups, including those linked to the murder of Denver radio talk show host Alan Berg, are under federal investigation at grand jury proceedings in Fort Smith, Arkansas.
Saul Rosenthal, director of ADL's Mountain States Regional Office in Denver, called this development "an extremely important step in bringing the Berg murderers to account for their heinous crime."
ADL had written to William Bradford Reynolds, head of the U.S. Justice Department's Civil Rights Division, urging federal investigation of the Berg murder and offering the resources of the ADL to assist in the investigation.
Rosenthal also said that ADL was disappointed that the Denver District Attorney, Norman Early, perceives that there is insufficient evidence at this time to file murder charges under Colorado law. The lack of prosecution, Rosenthal said, "may create a powerful message from Denver — that a gang of neo-Nazi thugs can murder an innocent man and get away with it."
Noting that Berg was assassinated because he was an outspoken opponent of bigotry and extremism and because he was Jewish, Rosenthal said Trenton "ADL will continue its efforts to see that those guilty of this unconscionable act are brought to justice. Our commitment to the Jewish community and to the defense of civil rights for all individuals demands no less."
Last year, 10 members of the neo-Nazi group, The Order, were convicted in Seattle of racketeering and conspiracy as part of a campaign designed to finance a revolution against the U.S. government. The sentences meted out ranged from 40-100 years and were based, in part, on such acts as bank and armored car robbery and counterfeiting. All of the defendants could apply for parole in 10 years.
At the trial, there was testimony implicating members of The Order in the 1984 murder of Berg. One witness identified a defendant, Bruce Pierce, as the man who fired the automatic machine gun at Berg, killing him instantly. Others identified defendant David Lane as the getaway car driver and Richard Scutari as a lookout. Jean Craig, another defendant, was convicted of tracking Berg in preparation for the murder.


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Since opening our facility 10+ years ago we have had most of the local Junior High Basketball MVP's honors go to Titans, as well as All State, All Metro and District MVP's from local High Schools. We have multiple Titans with All State team selections, and All State MVP and multiple college commitments. Just a FEW of our long list of success stories include:
Harrison Prieto – 6'7 Center from St Pauls with 1,000 career points in 2016
Elise Reilly – 1,800 career points with Mandeville High School, All State team selection and All State MVP 2016, commitment to Springhill Collage, Alabama.
Paige Franckiewic – 2 time state Champion at Mt Carmel High School, All State Team selection 2016, commitment to Loyola University.
Elli Neidermeier – Birmingham Southern, University
Kali Koenig – 1,500 High School Career points, signed with University of Mobile
Charlette Corolla – Maine Maritime College
Jacob Drummond – Loyola University
Sean Apetrei – Loyola University, New Orleans
Neal Apetrei – Springhill College, Alabama
Wyatt Popovich – Titans player since 5th grade earned a scholarship to Huntington College in Alabama in 2014
Samantha Troncoso – Defensive MVP Fontainebleau Junior High 2014
Karston Miller – County MVP & All County in Atlanta Ga. 2014
Patrick Bosetta – Defensive MVP Hannan High School 2014
Jaclyn Scholvin – Fontainbleu Junior High Girls MVP '09/10 and '10/11, 2000 Career Points at Fontainebleau High, All State team – 2015, commitment to Southeastern University 2015
Hannah Tracey – Mandeville High School Girls All District, All Metro, All State, and District/Team MVP '09/10 and '10/11, 1,300 high school career points. Volunteer State University
YBOA 2011 Tourney Champs for " The Battle on the Bay" 8th Grade Lady Titans
YBOA 2011 Tourney Runner Ups for " The Battle on the Bay" 7th Grade Lady Titans
YBOA 2011 Tourney Runner Ups for the "Gator Classic" 7th Grade Titans


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by day 8, cameron was craving some plate lunch so cameron's dad picked up some yummy stuff from kai's. cameron had the garlic chicken, which he says is really good at kai's:
i tried some. man, that is really garlic-y chicken! it has some nice flavor though. i had the giant plate of chicken katsu:
for dinner, we went to jimbo, a japanese restaurant specializing in udon.
it was pretty crowded when we got there, so we had to wait about 15 minutes for a table. the restaurant is pretty small and the tables are pretty tight together, but it's a cute little place. i liked it. i ordered the chicken, tempura, and vegetable udon (it looked like the biggest one they had):
it was by far the best bowl of udon i've ever had. it might be the best bowl of noodles i've ever had. okay, first of all, the udon is homemade so that alone was really tasty. then, all the toppings were really excellent and balanced. there were a few different types of vegetables, all cooked to a good consistency and with good flavor. then the egg was in a poached style with the egg just barely cooked solid. the chicken was also simply cooked but tasty, and there was also a yummy fried fishcake. but the real star of this udon was the broth. i could really tell that they put a lot of care into their broth. the flavors were really rich and deep, full of different vegetable flavors and the perfect amount of seasoning. a lot of places just put in a lot of salt and artificial flavors, so by the end of your bowl, all you taste is that saltiness. i drank this broth down to the last drop because is was so amazingly tasty and well-suited to the udon.
cameron had one of the combos so it had a bowl of udon, a small plate of pickled vegetables, and a bowl of rice and vegetable tempura.
cameron said his meal was also excellent. later on, we had a snack at ALOHA SUSHI:
cameron and i each had a spam kimchi roll. mmm… it is kind of nasty but so tasty. and of course…
my last and final banana ice cream:
i love you, holotta ice cream 🙂


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Gunshots trigger police probe
Police say shots were fired near a Gold Coast residence last night.
Police were called to an address at Heydon Avenue, Labrador about 10:00pm (AEST) and found ammunition shells.
No-one was injured and no property was damaged.
Anyone with information is urged to contact Crime Stoppers.
Topics: crime, labrador-4215, southport-4215


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Don't miss out on a lower price on this hotel
Get an overview of this hotelFamily-friendly Santorini hotel in Imerovigli with free breakfast
Collecting Nectar Points
Special Offer: Book by 2 August 2017 and collect double Nectar points!
Simply enter your Nectar card number when you check out. Your points will be credited 35 days after you return from your trip.
*Terms and conditions apply.
Popular property highlights
This family-friendly Santorini hotel is located near the beach, within 3 mi (5 km) of Skaros Rock, Archaeological Museum and Museum of Prehistoric Thira. Petros M. Nomikos Conference Centre and Wall Paintings of Thira Exhibition are also within 3 mi (5 km).
Hotel Features
This hotel features a restaurant, an outdoor pool, and a 24-hour fitness center. Free full breakfast, free WiFi in public areas, and free self parking are also provided. Additionally, a bar/lounge, a poolside bar, and a coffee shop/café are onsite.
Room Amenities
All 18 shared rooms feature free WiFi and Select Comfort beds. Conveniences include sofa beds and sitting areas, and guests will appreciate thoughtful touches like bathrobes and slippers.Information missing or incorrect? Tell us!Opens in a new window
Xenones Filotera
Hotel Amenities
Hotel Amenities
In addition to an outdoor pool, Xenones Filotera provides a spa tub, a sauna, and a 24-hour fitness center. Dining options at the hotel include a restaurant, a coffee shop/café, and a snack bar/deli. Guests can unwind with a drink at one of the hotel's bars, which include a poolside bar and a bar/lounge. A complimentary breakfast is offered each morning. A computer station is located on site and wireless Internet access is complimentary.
This family-friendly hotel also offers a library, a terrace, and tour/ticket assistance. For a surcharge, the property provides a roundtrip airport shuttle (available 24 hours) and a ferry terminal shuttle. Onsite self parking is complimentary.
- Limo or Town Car service available
- Coffee shop or café
- Concierge services
- Number of buildings/towers - 1
- Beach towels
- Luggage storage
- Ferry terminal shuttle (surcharge)
- Year Built 2001
- Sauna
- Babysitting or childcare (surcharge)
- Supervised childcare/activities (surcharge)
- Bar/lounge
- Restaurant
- Airport transportation (surcharge)
- Total number of rooms - 18
- 24-hour front desk
- Babysitting or childcare
- Number of floors - 2
- Coffee/tea in common areas
- Free breakfast
- 24-hour fitness facilities
- Pool umbrellas
- Tours/ticket assistance
- Free WiFi
- Computer station
- Dry cleaning/laundry service
- Laundry facilities
- Library
- Spa treatment room(s)
- Multilingual staff
- Garden
- Terrace
- Poolside bar
- Porter/bellhop
- Pool sun loungers
- Snack bar/deli
- Free self parking
- Spa tub
- Supervised childcare/activities
- Outdoor pool
- Outdoor seasonal pool
- Television in common areas
- Wedding services
Family Friendly Amenities
- Family Hotel
- Outdoor pool
- Free Wi-Fi
- Soundproofed rooms
- Snack bar/deli
- Laundry facilities
- Babysitting or childcare (surcharge)
- In-room childcare (surcharge)
- Sofa bed
- Refrigerator
- Cribs/infant beds (complimentary)
- DVD player
Available in all rooms: Free WiFi
Available in some public areas: Free WiFi
Free self parking
Room Amenities
- Room service (limited hours)
- Access via exterior corridors
- DVD player
- Premium bedding
- Hypo-allergenic bedding available
- Separate sitting area
- Balcony or patio
- Air conditioning
- Blackout drapes/curtains
- In-room climate control (air conditioning)
- Phone
- Refrigerator
- Minibar
- Coffee/tea maker
- Daily housekeeping
- Designer toiletries
- Bathrobes
- Free toiletries
- Hair dryer
- In-room massage available
- Slippers
- Rainfall showerhead
- In-room childcare (surcharge)
- Satellite TV service
- In-room safe
- Iron/ironing board (on request)
- Sofa bed
- Shared accommodations
- Free WiFi
- Soundproofed rooms
- Sleep Number by Select Comfort mattress
- Free cribs/infant beds
- Sofa bed size
- Yard
Where to Eat
A complimentary full breakfast is served each morning between 8 AM and 11:30 AM.
Xenones Filotera Restaura - This poolside restaurant serves breakfast, brunch, lunch, and dinner. A children's menu is available.
Room service (during limited hours) is available.
Nearby Things to Do
An outdoor pool and a spa tub are on site. Other recreational amenities include a sauna and a 24-hour fitness center.
The recreational activities listed below are available either on site or nearby; fees may apply.
- Boat tours on site
- Segway rental/tour nearby
- Windsurfing nearby
- Snorkeling nearby
- Kayaking nearby
- Sailing nearby
- Scuba diving nearby
- Water skiing nearby
- Bicycle rentals nearby
- Hiking/biking trails nearby
- Mountain biking nearby
- Parasailing nearby
- Scooter/moped rentals on site
- Boat tours nearby
Spa Services
- Outdoor treatment areas
- Couples treatment rooms
- Massages
If you have requests for specific accessibility needs, please note them at check-out when you book your room.
- In-room accessibility
Hotel Policies
Special check-in instructions:
Check-out time is noon
Payment types
Children and extra beds
- Children are welcome.
- Rollaway/extra beds are not available.
- Free cribs (infant beds)!
- No pets or service animals allowed
You need to know
Extra-person charges may apply and vary depending on property policy.
- The name on the credit card used at check-in to pay for incidentals must be the primary name on the guestroom reservation.
Optional extras
- Airport shuttle fee: EUR 35 per vehicle (one way)
Hotel Name
- Filotera
- Filotera Xenones
- Xenones
- Xenones Filotera
- Xenones Filotera Hotel
- Xenones Filotera Hotel Santorini
- Xenones Filotera Santorini
We should mention
Cash transactions at this property cannot exceed EUR 500, due to national regulations. For further details, please contact the property using information in the booking confirmation. This property offers transfers from the ferry terminal and airport (surcharges may apply). Guests must contact the property with arrival details before travel, using the contact information on the booking confirmation. Reservations are required for massage services. Reservations can be made by contacting the hotel prior to arrival, using the contact information on the booking confirmation. No pets and no service animals are allowed at this property.


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Whitewater Losses Split, Clintons Say President And First Lady Insist They Were 'Passive Investors'
Sat., Aug. 5, 1995
President and Hillary Clinton say in sworn statements made public Friday that they contributed almost as much money as James McDougal to the failed Whitewater resort development project, denying suggestions that Whitewater was a sweetheart deal in which McDougal put up most of the money.
In their most detailed response so far to the welter of Whitewater accusations, the Clintons insist that they were "passive investors" in a corporation run by McDougal, an Arkansas businessman and political supporter of Clinton during his days as Arkansas governor.
The Resolution Trust Corp., the federal agency assigned to cleaning up the savings and loan debacle, made public 55 pages of answers by the president and 77 pages of answers by the first lady to questions posed by corporation attorneys concerning the Whitewater investment and its relationship to the collapse of a savings and loan association owned by McDougal.
While professing ignorance about McDougal's precise contributions to the corporation, the Clintons pointed to a letter from McDougal in 1986 that implied that total losses for the corporation were about $90,000, a figure the Clintons said indicated that both couples put up similar amounts of money. The Clintons maintain that they covered $46,600 of the losses.
In addition to the questions and answers, the corporation released hundreds of pages of letters, bank statements and other documents relating to the real estate project and its finances.
Perhaps most striking about the documents is the small scale of the investment. For instance, a letter, dated Aug. 5, 1982 from Madison Bank and Trust of Kingston, Ark., complains that the Clintons are paying only $285.13 per month on a $28,000 loan, $88.20 less than the amount needed to cover interest payments.
The answers were filed under oath, but there was no cross-examination. Both the president and the first lady flatly denied charges that McDougal and his wife, Susan, put up most of the money and assumed most of the risks as a favor to the then-governor. The Clintons and the McDougals each owned half of the corporation's stock.
Hillary Clinton also denied McDougal's claim that the failed Madison Savings and Loan Association paid a $2,000-a-month retainer, for which it received minimal services, to the Rose Law Firm of Little Rock, of which Mrs. Clinton was a partner at the time.


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Macnab Craig who is Chief Executive Officer at National Retail Properties, Inc. (NYSE:NNN), sold 100,000 shares at $33.67 per share for a total value of $3,367,000. The shares recently traded at $34.14, up $0.47, or 1.4% since the insider sale.
Current Price $33.75
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Human Resource Recruiting Techniques In Rural Tourism - Cluj County, Romania
The aim of the paper is to explore the specific techniques used to recruit human resource in the rural tourism industry. The main objectives are: to map the current labor market in the rural tourism - Cluj County; to look for innovative practices in HR recruiting and finally to propose new directions capable to overcome the problems associated with labor market shortage in this industry. The research uses a mixed methods approach (quantitative and qualitative), confirms some of the findings of previous articles and proposes new and unique ones.
If you experience problems downloading a file, check if you have the proper application to view it first. In case of further problems read the IDEAS help page. Note that these files are not on the IDEAS site. Please be patient as the files may be large.
Volume (Year): (2013)
Issue (Month): ()
|Contact details of provider:
| Postal: Str Horea nr. 7, Cluj-Napoca 400174
Phone: 004 0264 599170
Fax: 004 0264 590110
Web page: http://www.tbs.ubbcluj.ro/
More information through EDIRC
References listed on IDEAS
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- Demirgüç-Kunt, AslI & Detragiache, Enrica & Tressel, Thierry, 2008.
"Banking on the principles: Compliance with Basel Core Principles and bank soundness,"
Journal of Financial Intermediation,
Elsevier, vol. 17(4), pages 511-542, October.
- Demirguc-Kunt, Asli & Detragiache, Enrica & Tressel, Thierry, 2006. "Banking on the principles : compliance with Basel Core Principles and bank soundness," Policy Research Working Paper Series 3954, The World Bank.
- Enrica Detragiache & Thierry Tressel & Asli Demirgüç-Kunt, 2006. "Banking on the Principles; Compliance with Basel Core Principles and Bank Soundness," IMF Working Papers 06/242, International Monetary Fund.
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Indianapolis' sports and convention board in coming months will head back to the negotiating table with the Indiana Pacers.
There's less than a year left in the Pacers' controversial three-year deal, struck in 2010 amid talk that the Pacers long had been losing money. The city's Capital Improvement Board agreed to pay the NBA team $30 million, in three installments, to offset the cost of operating Bankers Life Fieldhouse. It also spent $3.5 million on upgrades to the arena.
The CIB now has paid out all the money. The Pacers received the final $10 million installment Jan. 15, as spelled out in the agreement, which goes through June 30, 2013.
For the next round, the city's chief negotiator will be CIB President Ann Lathrop.
She said "hard negotiations" with the Pacers haven't begun yet, but she hopes to have a new deal hammered out before the current deal expires. Any terms are likely to meet some resistance in the City-County Council. The new majority Democrats were among the strongest critics of the 2010 pact.
The Pacers' overall tenant agreement at the fieldhouse lasts through 2019.
Indianapolis Star reporter Jon Murray and Mary Milz of WTHR-13, The Star's news-gathering partner, spoke with Lathrop last week about the coming talks. Here are excerpts.
Question: Where do you stand now, and when do you start negotiating?
Answer: I would tell you that we talk to the Pacers all the time. We're in constant communication with them. Can I tell you that hard negotiations have started? No, but we need to kind of look at the calendar and start looking at that, especially as we think about the budget and where we want to be over the next 11 months or so.
Q: Because your budget is due when?
A: Our budget will be submitted into the City-County Council towards the end of August.
Q: Don't you have to take the Pacers into account in that budget since it's going to be for the following year?
A: I think we have to consider what our options might be. You need to remember that we do have the ability and authority to go back to the council and ask for additional appropriations after the calendar year has started. And so the question is, would we want to estimate what we think might actually happen, or do we want to wait until we might actually know?
Q: What's your deadline?
A: I don't have a deadline. I really -- kind of like the last time -- I think we need to kind of really look at everything that's on the table facing the CIB.
Q: Will this be more of a long-term contract?
A: You know, I think overall (that) everybody would like to have a long-term tenant inside the building. This is one that fills the building over 60 days a year, plus all the other special events, so (a long-term deal) would be ideal at some point. But I'm not locked into it one way or the other.
Q: Are you looking at what the CIB will need from that contract at this point?
A: I think we're looking at everything we have on the table. As you know, over the last four or five years we had quite a few things and challenges that we've had -- whether it be the recession, special debt payments, a lot of different things with our new buildings. And so this is one factor that of course we look at as we look toward the future.
Q: The Pacers did really well this season in the playoffs. Does that make your job easier or harder?
A: You know, of course it makes it somewhat easier potentially, but I don't think you make these deals based on a season or how someone performs. You really have to look at the long-term impact to the city from an economic development perspective.
Q: So you'd like to have something in place before June 2013?
A: Absolutely.
Q: What's your timeline look like?
A: I'm not setting myself into a false deadline. We didn't do that the last time. I think it's important that we take a look, too, ourselves, at everything on the table.
Q: Is it safe to say you're going to put the same amount of money in the budget this year that you have in years past for the Pacers?
A: I wouldn't say that.


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LAS VEGAS - NASA is partnering with a commercial space company in a bid to replace the cumbersome "metal cans" that now serve as astronauts' homes in space with inflatable bounce-house-like habitats that can be deployed on the cheap.
A $17.8 million test project will send to the International Space Station an inflatable room that can be compressed into a 7-foot tube for delivery, officials said Wednesday in a news conference at North Las Vegas-based Bigelow Aerospace.
If the module proves durable during two years at the space station, it could open the door to habitats on the moon and missions to Mars, NASA engineer Glen Miller said.
The agency chose Bigelow for the contract because it was the only company working on inflatable technology, said NASA Deputy Administrator Lori Garver.
Founder and President Robert Bigelow, who made his fortune in the hotel industry before getting into the space business in 1999, framed the gambit as an out-of-this-world real estate venture. He hopes to sell his spare-tire habitats to scientific companies and wealthy adventurers looking for space hotels.
NASA is expected to install the 13-foot, blimp-like module in a space station port by 2015. Bigelow plans to begin selling stand-alone space homes the next year.
The new technology provides three times as much room as the existing aluminum models, and is also easier and less costly to build, Miller said.
Artist renderings of the module resemble a tinfoil clown nose grafted onto the main station. It is hardly big enough to be called a room. Miller described it as a large closet with padded white walls and gear and gizmos strung from two central beams.
The partnership is another step toward outsourcing for NASA, which no longer enjoys the budget and public profile of its heyday. The agency has handed off rocket-building to private companies, retired its space shuttles in 2011 and now relies on Russian spaceships to transport American astronauts to and from the space station.
Astronauts will test the ability of the bladder, known as the Bigelow Expandable Activity Module, or BEAM, to withstand heat, radiation, debris and other assaults.
Some adventurous scientists might also try sleeping there.
Bigelow said the NASA brand will enable him to begin selling Kevlar habitats several times the size of the test module as private space stations.
Bigelow will rely on Boeing Co. and Southern California rocket developer Space Exploration Technologies to provide transportation. A 60-day stay will cost $25 million, which doesn't include the $27.5 million it costs to get there and back.