#evp strategies

[pomeloindia]

Unlock your brand's potential with Pomelo Digital's employee branding solutions. Explore our portfolio today and drive business success. Contact us now!

[chplatoon]

I see a griller and immediately my capacity to aim evaporates from my body. as soon as I see that little bbq tail my motricity disappear and I'm on my own

[employerbranding]

Employee Value Proposition

In today's highly competitive job market, attracting and retaining top talent is crucial for the success of any organisation. But how can you stand out from the crowd and become the employer of choice? The answer lies in crafting a compelling Employee Value Proposition (EVP) strategy that goes beyond the traditional benefits package. By understanding what truly motivates and engages employees, you can create an EVP that resonates with your target audience and sets you apart from your competitors.

[coffeeandacig]

HUGE M*A*S*H NEWS!

Direct of the MASH Matters Facebook Page

M*A*S*H: THE COMEDY THAT CHANGED TELEVISION, AN ALL-NEW TWO-HOUR CELEBRATION OF TELEVISION’S MOST INFLUENTIAL SITCOM

NEW ORIGINAL SPECIAL AIRS MONDAY, JANUARY 1, ON FOX

Featuring New Interviews with Cast Members Alan Alda, Gary Burghoff,

William Christopher, Jamie Farr, Mike Farrell, Wayne Rogers and Loretta Swit,

as well as Original Series Executive Producers Gene Reynolds and Burt Metcalfe

Plus Rarely-Seen Archival Interviews with Writer/Producer Larry Gelbart,

and Stars Larry Linville, Harry Morgan, McLean Stevenson and David Ogden Stiers

In the all-new two-hour special, M*A*S*H: The Comedy That Changed Television, premiering Monday, January 1 (8:00-10:00 PM ET/PT) on FOX, join the men and women who made M*A*S*H as they celebrate one of the most beloved, enduringly popular, often quoted and influential comedies ever created.

As the definitive look at the 14-time Emmy-winning television classic, the special centers around new interviews with original cast members Alan Alda (Capt. Benjamin Franklin "Hawkeye" Pierce), Gary Burghoff (Cpl. Walter "Radar" O'Reilly), William Christopher (Father Francis Mulcahy), Jamie Farr (Cpl./Sgt. Maxwell Q. "Max" Klinger), Mike Farrell (Capt. B.J. Hunnicutt), Wayne Rogers (Capt. "Trapper" John McIntyre) and Loretta Swit (Maj. Margaret "Hot Lips" Houlihan) and series executive producers Gene Reynolds and Burt Metcalfe. In these intimate, highly personal remembrances, the creation and evolution of the show’s iconic characters are revealed, alongside rare and never-before-seen behind-the-scenes footage, photos and stories.

Writer/producer Larry Gelbart, as well as additional series stars Larry Linville (Maj. Frank Burns), Harry Morgan (Col. Sherman T. Potter), McLean Stevenson (Lt. Col. Henry Blake) and David Ogden Stiers (Maj. Charles Emerson Winchester III) are remembered through a vibrant collection of clips from the series as well as in rarely-seen archival interviews. With unique experiences, observations and memories from 11 seasons of M*A*S*H, this special will make audiences laugh, touch their heartstrings, and leave them on a nostalgic high while celebrating the sustained brilliance of the iconic sitcom.

“M*A*S*H is not only a great television series, it is a cultural phenomenon. It has made multiple generations of viewers laugh, cry and think, often in the same episode,” said Executive Producers John Scheinfeld and Andy Kaplan. “We are excited to team with FOX to create this unprecedented window into an innovative television classic.”

"M*A*S*H is among the most iconic sitcoms in the annals of television history. It's a timeless show that comedically captures the 4077th medical corps and how they managed to maintain their sanity while saving lives on the front lines of the Korean War,” said Dan Harrison, EVP, Program Planning & Content Strategy, FOX Entertainment. “Larry Gelbart, Gene Reynolds and Burt Metcalfe brought this incredible comedy to life thanks to their ensemble cast led by the incomparable Alan Alda. FOX is proud to celebrate the landmark achievements of one of the best comedies ever created."

The M*A*S*H two-and-a-half-hour series finale that first aired on CBS in 1983 remains the highest rated telecast in television history, delivering an incredible 77 audience share and 60.2 rating. To-date, the show has never left the air, continuously running in syndication, on basic cable and now streaming on Hulu. The series was produced by 20th Television.

M*A*S*H: The Comedy That Changed Television is directed by John Scheinfeld (Reinventing Elvis: The ’68 Comeback, The U.S. vs. John Lennon and What The Hell Happened To Blood, Sweat & Tears?) with Scheinfeld and Andy Kaplan as Executive Producers.

Viewers can watch M*A*S*H: The Comedy That Changed Television next day on Hulu, Fox.com, On Demand and FOX Entertainment’s streaming platform, Tubi. On Demand is available for customers of Cox Contour TV, DIRECTV, DISH, fuboTV, Hulu + Live TV, Optimum, Spectrum, Verizon FiOS, XFINITY, YouTube TV and many more.

[louisupdates]

BMG, FOLLOWING ‘MORE EFFICIENT AND MORE EFFECTIVE’ STRATEGY UNDER NEW CEO THOMAS COESFELD, REORGANIZES STRUCTURE; AROUND 40 STAFF CUT

OCTOBER 28, 2023 | BY TIM INGHAM

Thomas Coesfeld, CEO of BMG since July, has made another major move at the Bertelsmann-owned company.

MBW revealed in September that, under Coesfeld, BMG was taking the digital distribution of its music in-house – bringing its longstanding distribution deal with Warner Music Group/ADA to an end. (BMG has since confirmed that, while keeping digital distribution in-house, it’s inked a deal with Universal Music Group to handle its physical distribution business.)

Now, Coesfeld is enacting another set of significant changes at BMG, which posted an operating EBITDA of €90 million ($97m), up 22.6% YoY, in the first six months of 2023.

Berlin-based Coesfeld this week confirmed to staff that BMG is reorganizing its global structure in pursuit of his strategic goal for the company to become “more efficient and more effective”.

The biggest change under that plan will see BMG discontinue its centralized international marketing department for recordings, which to date has been led by the company’s EVP Global Repertoire, Fred Casimir.

In an internal note, issued to staff on Thursday (October 26) and obtained by MBW, Coesfeld said: “The international marketing team was set up five years ago in response to the needs of the company at the time.

“Our talented team have done a great job, driving international campaigns for artists including Lenny Kravitz, Kylie Minogue, and Louis Tomlinson, but unfortunately on a business level, expectations from this novel structure were not met and it created duplication of functions with local teams.

“The clear business decision is to instead give artists a single contact point with their local repertoire teams.”

In addition, Coesfeld has green-lit four other significant alterations to BMG’s structure: (i) The discontinuation of BMG’s Modern Recordings label based in Berlin; (ii) The closure of the firm’s New York-based theatrical productions initiative; (iii) No more active commissioning of new films to take place at BMG; and (iv) The consolidation of BMG’s New York and Canada-based recorded music operations into its Los Angeles office.

In total, MBW has confirmed, these changes – including the international marketing function closure – will affect 3% of BMG’s global staff, equating to around 40 employees. Fred Casimir will be leaving the company later this year as part of the move.

“These are tough but necessary decisions,” said Coesfeld in the Thursday internal note to BMG staff. “I would like to extend my thanks to the team members involved on behalf of everyone at BMG. They have done us proud. They were given the news only today, and I understand it has been a shock. We are in close contact with them and in Germany with our Workers Council to ensure everything is handled in a respectful way.”

Elsewhere in the internal memo, BMG confirmed that it is “on target” to begin distributing its own recorded music to streaming services such as Spotify from Wednesday next week (November 1).

In addition to becoming a “more efficient and more effective” business, Coesfeld’s comments in the memo outlined three other core strategies that form part of his “four-point plan” for the company this year.

The other points in this plan include “better engaging with our clients and partners”, “renewing BMG’s culture”, and “investing money wisely”.

Referencing the latter point, the internal BMG memo said that the company recently introduced “a new deal-modelling tool and new deal-approval routines to create more rigor in the system”.

As a result of the closure of BMG’s international marketing function, the company’s artists will no longer have two marketing contact points (domestic and international).

Their sole contact point for marketing going forward will be the repertoire team to which they are signed.

“Much like our distribution alliance with Warner Music/ADA struck in 2016, our previous international set-up ��� established around the same time – was the right decision back then,” said Coesfeld in Thursday’s memo.

“It allowed us to grow and was the ideal structure for the time. Our recordings business is now three times the size it was then and it’s overwhelmingly streaming-based. It is no surprise that the way we manage our business also has to change.

“While the logic of this move is clear, however, we should not underestimate the impact on our colleagues. Our best wishes are with them and BMG will do what we can as a company to help them at this time.”

When contacted by MBW, a BMG spokesperson said today (October 28): “Just as we have insourced our digital distribution because we had outgrown the old set-up, so we are changing the way we do international to reflect the scale we have now achieved.

“A centralised international department made sense when our local repertoire teams were not as strong as we are now. We’ve addressed that and a centralised function is no longer needed. As the only global player outside the three majors, international continues to lie at the heart of what we do. We’ll just do it differently.

“It’s far better to make changes like these from a position of strength when you’re performing well, rather than leaving it too late”

“Obviously these are tough decisions to make, but there’s better ways to invest this money to improve our service to clients and you can expect further announcements on improvements to our service offering imminently.

“97% of the BMG team are unaffected by these changes.”

[connectparanormal]

How to Communicate with Ghosts

The fascination with communicating with ghosts, or the spirits of the dead, has always captivated humans, leading to the creation of numerous techniques throughout history. The practice, which aims to close the gap between the material world and the spirit realm, frequently combines ritual, belief, and occasionally technology. One of the most common ways to communicate with ghosts is through mediums. Those who profess to be able to perceive and converse with spirits are known as mediums. A medium may go into a trance-like state during a séance, which enables a spirit to speak through them to the living. In order to verify the spirit's existence and identity, the medium frequently communicates certain details about them. Typically, seances take place in a serene, dimly lit environment to enhance concentration and minimize external disturbances.

Using spirit boards, like the Ouija board, is another popular strategy. When asking questions out loud, participants place their hands lightly on a little movable indicator called a planchette. People believe that the spirits will guide the planchette to spell out the answers on the board. Some people consider this to be a kind of entertainment, but others think it's a real instrument for communicating with spirits. On the other hand, people frequently suggest care because they believe it can provide access to evil or harmful entities. Modern technology has also opened up new avenues for communicating with spirits. Using audio recording equipment, people who engage in electronic voice phenomena (EVP) attempt to capture sounds they perceive to be the voices of the dead. Practitioners will pose queries and provide room for answers before going over the recordings to look for any strange noises or voices. Similarly, to find and record paranormal activity, ghost hunters may employ infrared thermometers, video cameras, and electromagnetic field (EMF) detectors. Dreams are another way some people think they can communicate with ghosts. Many people claim to see comforting, guiding, or message-giving images of their departed loved ones in their dreams. Writing in a dream journal might assist people in remembering and analyzing these experiences, looking for trends or interpretations that could point to interstellar contact. Certain civilizations engage in pre-sleep rituals or prayers in order to facilitate this kind of communication. Some cultures employ offerings and rituals to facilitate ghost communication. Creating a sacred area, lighting candles, burning incense, and making offerings of food or drink are common components of these rituals. In order to communicate with the spirit, the individual pursuing contact may also use personal items from the deceased or perform certain prayers and chants. These customs aim to honor the spirit and cultivate a friendly atmosphere for it.

Visualization and meditation are additional techniques. People may go into a meditative state where they concentrate their thoughts and energies on making a connection with a particular spirit. One way to use visualization techniques is to picture a location where people can get together and speak with the spirit in a clear and safe manner. This technique needs a great deal of focus and practice, along with a firm belief in one's capacity to communicate with the spirit realm. The goal of communicating with and comprehending the world beyond our physical existence is the fundamental idea that unites all of these approaches, despite their differences in methodology and cultural relevance. Since speaking with the deceased is very intimate and frequently emotional, it is crucial to undertake these rituals with caution and respect. The search to communicate with the spirit realm, whether through conventional rites or contemporary technology, never ceases to enthrall and inspire.

[zaptap]

haven’t done big run yet (probably won’t for several hours) but based on my research

watch out for high tide, seen A TON of clips of people getting wiped because they don’t know where the water’s going to come up to. stay near the basket platform that’s behind you, don’t go down a ledge to the one in front or you’ll die

for mid-tide glowflies, i’ve heard if you get on the little wall in front of the middle of the stage, they can’t get you. the ledge on the corner of the wall (a bit closer to spawn) is also a good spot. considering they’re on opposite sides of the basket, maybe having some people in both spots is a good strategy, so when one side is targeted, those on the other are free to grab the eggs that dropped near them? idk (this might also apply to grillers)

for high tide glowflies/grillers, i saw a clip of someone standing on top of the windowy overhang thing at the wall by spawn. it didn’t show how they got up there, but based on my testing in recon (so, assuming it’s the same, and it looks to be) you can do it by jumping on the blue boxes near the corner, swimming on the wall, and squid/octo rolling off of there onto the box that sits right against the corner. from there you can carefully walk along the walls to get to the overhangs on either side (or just staying on that box might be a good spot, too. less risk of falling off the wall--now that i think about it, the overhangs are a bit of a tradeoff for glowflies... they’re directly under you, which means you can’t splat them yourself, but it also seems like they can’t jump up to you like with a wall... hmm. corner box might be the better spot)

horrorboros is apparently easier than cohozuna (which tracks with it having more health), and if you target the booyah bomb in its mouth enough, it’ll do a bunch of damage

anyway, after testing the hazco pool for a couple nights, it didn’t seem to be much better than playing with random people (maybe worse considering you only rank up if everyone else is the same/higher rank than you), and looking at other people’s experiences i guess now the consensus is it’s really only good for getting to exeggutive vp if you’re below it. too bad. for higher up evp, hazmy suggests teaming up in his discord server instead, so maybe i’ll try there. after last big run i’m super afraid of doing freelance for this

[brian-in-finance]

Eleanor and Caitríona: De Beers Flagship Store Opening Event, 24 November 2021, London (Photo: Getty Images)

Tony, Caitríona, and Eleanor: Wimbledon, Day 7, Centre Court, 8 July 2019, London (Photo: Getty Images)

Filming has commenced in Leeds and Belgium on the six-parter from Professor T producer Eagle Eye Drama, which follows Tomlinson’s Evie and Pete (Harry Potter star Alfred Enoch), who move into an upscale neighborhood and find themselves in a world of curtain twitching and status anxiety. They find friendship in the shape of the couple next door, alpha traffic cop Danny (Heughan) and his wife, glamorous yoga instructor Becka (Jessica De Gouw), but after Danny and Evie share a passionate night together, there is trouble ahead.

The U.S. streamer and UK network, who never have co-produced together, described The Couple Next Door as a “psychological drama, exploring the stultifying claustrophobia of suburbia and the fallout of chasing your darkest desires.”

Tomlinson is best known for playing Demelza Poldark opposite Aidan Turner across five seasons of hit BBC drama Poldark. Other credits include Stephen Merchant comedy-drama The Outlaws and Netflix’s upcoming adaptation of David Nicholls’ One Day.

Scottish actor Heughan is gearing up for a seventh season of Starz hit Outlander, in which he plays Jamie Fraser, while he is also starring in Priyanka Chopra Jonas rom-com Love Again with Celine Dion – set for May release. He generated headlines recently when his memoir revealed how a brutal rape scene in Outlander Season 1 had impacted him negatively.

Marcella writer David Allison is penning The Couple Next Door, Professor T‘s Dries Vos is directing, and EPs are Jo McGrath, Walter Iuzzolino and Alison Kee.

The thriller is based on Dutch series New Neighbours and feeds into Eagle Eye’s strategy of turning European hits into shows for the major English-language markets, following Channel 4’s Suspect, which is based on a Danish series, and ITV’s Professor T, which is based on a show from Belgium.

The show was commissioned by Channel 4’s Caroline Hollick and Rebecca Holdsworth. EVP Programming Karen Bailey is overseeing The Couple Next Door for Starz, and it will be distributed by Beta Film.

Instagram Deadline

Jamie & Claire Fraser: S04E03 The False Bride, 18 November 2018

Photo

How Well Do Outlander's Caitríona Balfe & Sam Heughan Know Each Other? | Vanity Fair Game Show, Season 6 Promo, 14 April 2022, YouTube

Remember… when you’re working with your friends, it doesn’t feel like it’s work. — Ken Jeong

[thekelceswiftera]

NFL Marketing Exec On Taylor Swift-Travis Kelce Viral Phenomenon: “People Think We May Have Had Something To Do With It - Absolutely Not, We Knew Nothing”

A senior marketing executive at the NFL maintained that the league had nothing to do with helping to engineer Kansas City Chiefs tight end Travis Kelce's ultra-viral courtship of pop superstar Taylor Swift.

Marissa Solis, SVP of global brand and consumer marketing for the NFL, addressed the phenomenon during a panel at Advertising Week on the topic of how sports leagues are trying to reach elusive Gen Z audiences. Once the romance became public in September, she said, the league could only do its best to react and make the most of it.

Communicating with fans about the relationship offered "a perfect example" of the challenge of connecting with Gen Z fans, who are "fast paced and ever-changing," Solis said. "It's really, really tough to actually get them and to be ahead of them." The league "learned from the best, Ms. Taylor Swift," she said with a smile, leaning into the off-field development, which also boosted TV ratings at a time when Swift was also getting set for the wide release of her Eras Tour concert film.

"This thing happened like this," Solis marveled, snapping her fingers. "People think that we may have had something to do with it. Absolutely not. We knew nothing. We knew what you guys knew and followed on social media. Travis went to her concert, asked her to maybe come to a game. We had no idea that she was going to show up. And once it happened, she showed up to a game and in an instant, literally in a second, it's viral. Luckily, we have an incredible team" of specialists working to promote it across league social channels.

"All you can do is be there and be ready for the moment," Solis said. "When it happened, we were ready to roll with content like 'Football 101 for Swifties,' making sure that Swifties who had never watched a football game, didn't understand what football was, knew at least the rules of the game. But here's what's more important: I bet you didn't know, there are thousands - thousands - of core NFL fans who actually don't know who Taylor Swift is." As her fellow panelists laughed, she continued, "It was also an opportunity for us to educate our core NFL fan on who she is. You guys may have seen some of the video content and social content around the Chiefs dancing their victory laps to Taylor Swift songs. That's a way to bring our core audience to it."

The league aimed to "be a student of culture and be ready when the moment hits," Solis concluded. "You can't be ahead of it, but you can be just right there so you can be sure to take advantage and fully grow your audience."

The panel, moderated by Matt Fasano, SVP of Next Gen at Wasserman, also featured Melissa Brenner, EVP, Digital Media for the NBA, and Anne Marie Giansutsos, CMO of the Drone Racing League. The central theme was addressing an audience of largely cord-nevers, who take in sports content primarily through social media. "There's no way they're going to sit and watch a 4-hour game," Solis said of Gen Z. "We have to create snackable content that they enjoy."

Lifestyle content, a way to help younger fans more fully connect with players, has been described within the NFL as the league's "helmets off" strategy, the exec added, noting that the NBA long ago blazed a trail in that area.

Brenner said each social platform has its own algorithm and sensibility and also evolves constantly, so customizing to each one "in a bespoke, targeted fashion" is crucial. The NBA has a joint venture with Warner Bros. Discovery to operate NBA.com and create official digital content, she noted.

The global nature of the NBA helps boost its social reach, Brenner said, with about 25% of players and two-thirds of players coming from outside the U.S. The league also takes a more "democratic approach to fan-generated content" than do other pro sports operations, she said. "We've put pretty narrow restrictions on it. It's influencers. There's a virality, it works." Getting "written about and posted about" is the main goal.

[danortizdigital]

Cointreau: Make Your Margarita, MargaRight

This summer marks the largest campaign to-date for cocktail brand Cointreau with ‘Make Your Margarita, MargaRight’. Aubrey Plaza stars in the summer campaign positioning the iconic orange liqueur as the necessary ingredient to make a Margarita the ‘MargaRight’ way.

Credits

Edisen EVP, Americas: Marcelo Gandola Head of Growth: Selene Ng Executive Producer: Chris Williams Executive Director, Creative & Strategy: Will Rust

[pomeloindia]

Everything You Need to Know about Employer Branding

Do you know, Whatever your employees and job seekers say about your company, contributes to your company’s reputation? And 86% of the job seekers wouldn’t apply, reject the company’s offer or continue to work due to a bad reputation. 

You spend time, planning, and money to build a brand for your products and services, but what about your employer's brand? Have you planned the strategy for building your employer brand? Not yet?  

We are Pomelo Digital, the best employer branding consulting firm. First, let’s deeply understand everything about employer branding. Keep reading till the end:

What is employer branding?

Whatever the job seekers and employees think and perceive about your company, and share it with their friends and family (in your absence), everything is part of your employer brand.

So employer branding is a process or tactic for maintaining and influencing your reputation as an employer among job seekers, employees, and stakeholders. At present, around 70% of job seekers research the employer's social media account before joining any company.

Employer branding encompasses the reputation of an employer just like fertile land. If you don't actively cultivate anything, the weeds start to grow naturally.

That's why being an employer or running an organization, you need to constantly and actively sow the seeds of the right strategies among job seekers and employees.

Need of employer branding

Let’s look at some factors that shine some light on why employer branding is so important:

Attract the right talent or candidate 

Employer branding acts like a magnet that attracts potential candidates so it is helpful in talent acquisition. Companies with good employer branding lead to acquiring more skilled hiring.

Build the company's reputation 

Employer branding isn't restricted to the internal workforce. It also builds a healthy company reputation in the market that leads to winning the trust of your customers and clients.

Company's inside culture

Employer branding builds a positive brand perception among the employees of your company. Helping you to retain high-performance employees.

Career advancement opportunities

76% of job seekers are more likely to apply to a company if it helps in excelling in their career and provides skill development programs.

How to establish an employer brand?

So are you ready to land on the core concepts of employer branding?

But not sure how and where to start. 

The best employer branding agency in Gurugram, Pomelo Digital can do this job for you.

If you're not able to hire a professional employer branding strategist, don't worry! 

Here, we are breaking down the most essential tactics that you need to follow for defining your employer branding goals. So let's start:

Step 1: Define your values, vision, and mission

Before joining your company as an employee, people want to know more about your company, products, or services. Why does your company stand out from the competitors?

That’s why it’s important to define crystal-clear values, vision, and mission statements. 

Also, establish your company’s unique value proposition (UVP). UVP tells how your product or services make others life better. 

Step 2: Gather information and make an audit

For establishing and managing an employer brand, you must know what your employees think about your company. So, first, start with research and analysis. Your career page, job description, social media accounts, onboarding material, reviews, etc. 

Get some feedback from employees and candidates. Ask questions like:

How do you describe your company to their family and friends?

Why do you accept/reject the company’s offer?

Why do you want to continue with this company year after year?

Why are you switching the company?

I know, that’s too much data and information. It needs planning, time, and effort to extract useful information and analyze it. So if you need hassle-free & time-saving assistance, call us the leading employer services in Gurgaon.    

Step 3: Implement your strategies

It seems; you've known the fundamentals of employer branding, it's time to take off with all your ideas and tactics. Start with paying attention to these small yet impactful aspects:

Job description

Job description set up the first impression of your company in the mind of job seekers. Make sure your company's goals align with the career goals and growth of the job-aspiring candidate.

Career page 

A career page can be the next asset for you. Mention the genuine employees' testimonials, your company's values, workplace ethics, etc. All this will help the job seeker to get insights about the workplace.

Online reviews

Do you believe 7 out of 10 people changed their perception of the company after reading one negative review? We understand you don't have control over people's personal opinions, but you've absolute control to track and reply to them positively.

So start paying close attention to what people are saying about your company and don't hesitate to respond to them.

Conclusion

Always remember that if your company thinks about your employees and hiring candidates, they care about your company.

Share your thoughts on the above employer branding benefits and strategies. If you want assistance on how to land on these employer branding strategies, connect with us now. At Pomelo Digital, we would love to support you in all your employer branding campaigns and concerns.

[redcarpetview]

Nominees Announced For The "54th NAACP Image Awards" Airing Live Saturday, February 25th At 7:00 PM CT On BET

Today, NAACP unveiled the full list of “54th NAACP Image Awards” nominees with ABC and Netflix leading the pack with 28 and 15 nominations respectively. The winners will be revealed during the two-hour LIVE TV special, airing Saturday, February 25th, 2023 at 8:00 PM ET on BET and 8:00 PM PT on delay. The show will be in front of an audience for the first time in three years.

 Netflix and Black Panther: Wakanda Forever lead nominations across the motion picture categories with 15 and 12 nominations respectively. ABC and Abbott Elementary received the most nominations in the television + streaming categories with 28 and nine nominations respectively. Beyoncé and Kendrick Lamar are tied for the most nominations in the music recording categories (5 respectively). RCA Records / RCA Inspiration received the most nominations across record labels (11). Penguin Random House and Harper Collins lead nominations across literary categories (9).

        “This year’s nominees have conveyed a wide range of authentic stories and diverse experiences that have resonated with many in our community, and we’re proud to recognize their outstanding achievements and performances,” said Derrick Johnson, President and CEO of the NAACP.

    “We take pride in recognizing the trailblazing achievements and artistry of this year’s esteemed nominees and celebrating the powerful legacy of the NAACP,” said Connie Orlando, EVP of Specials, Music Programming & Music Strategy, BET. “We look forward to bringing the Image Awards back to Pasadena in front of a live audience and delivering unforgettable moments that epitomize the brilliance of the Black community.”

        The public can vote to determine the winners of the “54th NAACP Image Awards” by visiting www.naacpimageawards.net. Voting closes on February 10, 2023. Winners will be revealed during the “54th NAACP Image Awards” telecast on February 25, 2023, on BET. NAACP will also recognize winners in non-televised Image Awards categories February 20-24, which will stream on www.naacpimageawards.net. For all information and the latest news, please follow NAACP Image Awards on Instagram @NAACPImageAwards.

      Globally recognized as one of the most distinguished multicultural awards shows, the “54th NAACP Image Awards” will continue a tradition of excellence, uplifting values that inspire equality, justice, and progressive change, and highlighting artists committed to that purpose.

      One of the most iconic annual celebrations of Black excellence, the NAACP Image Awards draws the biggest and brightest stars in Hollywood. Previous years’ attendees and winners include Samuel L. Jackson, Jennifer Hudson, Rihanna, Wizkid, Lizzo, Beyoncé, Jay-Z, Michael B. Jordan, Oprah Winfrey, Prince Harry & Meghan Markle, Jamie Foxx, Chloe x Halle, Regé-Jean Page, Daniel Kaluuya, Michaela Coel, Cliff “Method Man” Smith, Blair Underwood, Will Smith, Taraji P. Henson, Marsai Martin, Viola Davis, Gabrielle Union, Kerry Washington, Anthony Anderson, Sterling K. Brown, Loni Love, Sheryl Underwood, Halle Berry, Common, Dwayne Johnson, Audra Day, John Legend, Lena Waithe, Tracee Ellis Ross, David Oyelowo, Laverne Cox, Octavia Spencer, Issa Rae, Trevor Noah, Yara Shahidi, Danai Gurira, Jacob Latimore, Jill Scott, H.E.R., Jay Pharoah, Jemele Hill, Loretta Devine, Sylvester Stallone, Meta Golding, Michael Smith, Tyler James Williams, Ava DuVernay, the late Chadwick Boseman, and many more.

      To see the full list of nominees and to cast your vote, please visit naacpimageawards.net.

[felinecryptid]

Chasing Pasts in Shadows

part 3 | part 4 | part 5

"Great, fantastic." Will massaged his eyebrows. "We can't do anything more today, anyway. We just execute protocol and leave, because we are already an hour late for debrief."

"And my date after that."

"I don't think your boyfriend minds you being late, Max, he worships the ground you walk on." Mike sniffed.

"Who said I'm talking about Lucas?" Max smirked.

"No, no, Max, you stay away from my sister, or Dad and Jonathan will chase you away with guns. She doesn't need another rebellious influence in her life, Mike is enough as is."

"Will!" Mike protested. Will ignored him.

"You say that like Hop doesn't scream '3 inches!' whenever I come over."

"When did that happen? I thought you were still in the 'silent glare' stage?" Will hefted the heavy bag, handing it to Max, so she didn't have to come in. 

"A few months ago, Byers. Wheeler watch out, he is coming for your title," Max took the bag easily, walking away. 

"What title?" Mike called back.

"'The Most Oblivious'!"

"Fuck off!"

"Can't, we work together!" Mike glared at her till she turned the corner.

"Mike, hold these tripods and these cables." Will handed them, their fingers brushing.

"Thanks."

His own duffle slung over his shoulder, they returned to the place of interest.

Max had assembled some of the components right outside the door, waiting for Will to take them in. He and Mike quickly got to work, Will putting some of the cameras on their stands, connecting with the EVP mics and putting a piece of bread in specific spots, while Mike pointed out areas of high activity to focus on, like the knife block, and the island counter, while Reyes kept watch from a corner, finishing up sometime before evening. 

"-and turn on the system at 11:30 pm by pressing the black button on the camera nearest to the door. That's for today, we'll be back tomorrow to get the footage, and put more up after investigating more rooms," Will explained, putting his layered flannel back on. They stood at the gate, while Mike and Max put the rest of their special equipment back into the trunk. "I hope you understand why. It's just we were short-staffed today-"

"Oh no, no, it's okay, totally my fault," Reyes smiled as he reached for his wallet, pulling out a bill. 

Will's eyes widened as he saw the '100' on it. "Sorry, I don't have enough change-"

"Keep it, boy. You kids have more use for it than I do." Reyes gave a nod and started back in.

Will shuffled back to the car, a hundred dollars in hand. Max and Mike were done with the packing and pulling the car around to leave. Will got in the passenger side, his regular seat when Mike drove.

“Reyes tip you?” Max asked him from the backseat, tapping away at her phone,

“Thirty-three percent.”

“Damn, he was seriously that impressed with our half assed job?”

“I don't know, at least he wasn't a Karen about us upping the pay for the rest of the investigation.”

“Do you think Dustin would know what to do?” Mike asked, pulling onto an asphalt road. Finally the dust road was behind them, Will’s asthma could rest now.  

“I think we all need to come up with a plan now. All of us have never had to be on-field at the same time, so first of all we need to divide tasks, and assign partners.”

“I don't want to hear strategy while returning home,” Max hit the back of Will’s head lightly. “If we have to talk about work, at least read the info Dustin sent about the Reyes so we don't have to hear his rant about being ‘the only one smart and well prepared, about clients, locations and hauntings’, because he will chew us out for leaving the cameras unattended and the battery thing, as if we should be able to tell the future.” 

Will rubbed his head, “Alright, alright. If you interrupt with your stupid quips, I'll push you out of the car.” Will pulled up the google docs Dustin had shared with him, scrolling down to get an idea of how long it was. “What the fuck, why is this thing more links than text?” 

“Just read. I mean, how should I even know? I just don't want to get another rant about ‘not following protocol’.”

“Half of these links are for different profiles on Facebook.” Will muttered, scrolling down. “There’s a floor plan here, now definitely Dustin will be pissed.”

“Is there anything about Emily?” Mike peeked at his screen.

“Keep your eyes on the road, don't look down,” He scolded. “I'll try  to find somethi- Oh here, a page for someone named Emily Grimrose. It says she was 48 and married to Javier Reyes. She was apparently a stay at home wife and made a lot of knitted things to sell. There’s an alarming amount of Etsy stuff here. The usual selfies with weird angles that make her have a triple chin, some family photos with people who look like her extended family, a trip to some exotic place with lots of water, baking charity sales- wait wait wait, here's something weird, she posts stuff with fun, cute captions underneath, but this photo has a link with it. And that link looks like it leads to some weird occult website. Lots of crystals, incense, herbs and the like.”

“What?” Max leant from the back to get a better look at the picture. “She looks like she's in a dentist's office.”

“Is there anyone tagged in the photo?” Mike asked, thankfully not looking down at Will's phone this time.

Will checked. “A doctor named Amanda Maguire.”

“Maybe it’s her dentist’s name?” Max ducked back to flop sideways on the backseat.

“No, no, the dentist’s office belongs to Robbie Matthews, who has posters all over the city. Very popular dentist, no doubt expensive.”

“How did you know?” Mike asked, driving around a slow car. “Keep up with the speed limit, dick!” He said through the window.

“Just reverse image searched it.” Will was confused. “Amanda Maguire is a gynaecologist. I've never heard of her, or seen her. Why would someone who has a lot of money go to a gynaecologist who isn't well known?” Will scrolled further. “Oh shit.”

“Cut the dramatics, Byers, just spit it out.”

“Emily was pregnant when she died,” Will said, holding out the photo where the caption proclaimed “It’s time for the second trimester!” and showed a smiling Emily with another older woman, Dr. Amanda.

___

why do i keep ending at weird reveals? also lmao will really hates facebook for some reason

i have the entire thing planned out but i do not know how many chapters this will be sorry ;-;

aight disclaimer: i dont know shit about the service charge in america for anything, much less ghost hunting, so i tried my best to calculate it by using the minimum wage and product usage and wear and tear, the same way id do it here. if its too less or too high, lemme know

as always, this was betad by free version of grammarly and hemingway editor, so point out any errors you find

i cant seem to post in time but i do post around 1800 ist (i swear im trying to be more regular)

let me know if you like or disliked something :)

[watchinghallmark]

Apparently they are planning a relaunch for Hallmark Movies Now... maybe one that would--wild idea--actually let subscribers watch the new movies. That little tidbit is included in this announcement of yet another great addition to the corporate team:

January 17, 2023, NEW YORK – Hallmark Media tapped veteran digital media executive, Emily Powers, to join its executive leadership team as EVP of streaming & digital platforms, the company announced today. Powers is based in New York and reports to Hallmark Media’s President & CEO, Wonya Lucas. 

Powers’ appointment comes as Hallmark Media charts the future of its business with an eye toward investing in and evolving its distribution model. She is charged with overseeing the strategic direction, day-to-day management, and successful growth of Hallmark Media’s digital platforms, including mobile, website, and e-commerce initiatives. Powers will also collaborate across the company to establish the vision, roadmap, and strategy for the relaunch of Hallmark Media’s SVOD service, as well as the company’s future AVOD and existing FAST channels.

“Over the last decade, Emily has established a winning track record of driving revenue through successful digital strategies, and she will play an important role as we further develop, evolve, and advance this area of our business,” remarked Lucas. “Her expertise is particularly important at this stage in our company’s evolution, as the industry continues to shift in the direction of streaming and digital distribution.”

Powers joins Hallmark Media from BritBox, where most recently she headed up the company’s North American business. Previously she served as BritBox’s Chief Revenue Officer. Powers’ background also includes roles in business development and digital distribution at BBC Studios and NBC Universal. She began her career as an associate producer at National Geographic TV & Film. Powers graduated with a Master of Business Administration from New York University’s Stern School of Business, in addition to earning a Bachelor of Arts degree at Georgetown University. 

[dotthings]

It's not that I want to defend the CW Network. It's that the stupid games fandom plays in discourse network and ratings and industry are just such bad takes and designed to stir up drama without actual astute discussion and it annoys tf out of me.

Like, say, recirculating an article from August 2022, in an attempt to rile fanbases on something everyone including me already laughed at and got riled over. An article that has since turned out to be not the direction they're going in.

Here's a much fresher more helpful article from October 2022 about Nexstar CW Network aiming for the A18-49 demo.

Please note I do not stan corporations and I am not a fan of CW as a platform, I am a fan of tv shows. My primary concern is the tv series I care about.

The fact that anyone who already realized CW was a dumpster fire, for years, and decided to speak up about it, was labeled a conspiracy theory nutjob, except we were right, and now the CW stanning crowd is making wankbaiting tweets, refuses to analyze ratings properly, ignores information not convenient to their agenda, and *now* they're all about how it's all ruined. (And some of them never actually liked the shows there in the first place, and were downright virtue signaling for their own standom agendas).

Where were they when the thing wasn't profitable for years, when it had multiple PR tire fires across multiple huge fandoms, when the inclusion it had was treated poorly a lot of the time, when it lacked the intersectionality and thoroughness of inclusion that rose up in the era when it was being polished up to be sold.

CW Network was never a "real network." It was loss leading. It was CBS and WB milking some money out of streaming sales and international streaming deals. They didn't care about Nielsen ratings.

Nexstar (and again, I do not stan Nexstar) is a station owning syndicate who wants to make CW Network into a profitable venture that gets Nielsen ratings that are actually profitable and not completely rely on mega streaming deals like the one CW Network struck with Netflix that then fell apart.

And now the CW stans are mad? Now?? Okay. Well, people should be be mad. Be mad. A network YOU chose to stan and devote an entire account to, or chose to pretend anyone who recognized systemic problems there head of the curve were crazy, while you ignored all the signs that the thing was already broken. Resulting in a lot of hurt for fans, creatives, crew, actors -- anyone who cared about the SHOWS, or who make the SHOWS.

So now you're pissed if shows get cancelled due to raw, cold numbers criteria, a financial mess inherited from og CW (that you stanned and pretended there were no problems). And I'm saying this with shows I like in danger of being cancelled. Be mad, but please avoid the broken discourse and be careful about misinformation and bad math and recycled drama discourse.

Blog posts about business things are not really how I want to spend my time but the misinformation and cynical stan-baiting tacts and bad math is driving me up a wall so here I am again.

A note on the diversity end, their new hire as EVP of Distribution, Strategy and Affiliate Relations, Rebekah Dopp, was global head of DEI, brand and reputation at Google.

[jlhrtecsolution]

Talent Acquisition: How to Attract the Best?

An organisation's capacity to draw in and hire qualified job candidates is significantly impacted by the implementation of effective talent acquisition techniques. Many businesses are still getting used to the increased standards that job seekers have. Putting best practices in place for talent acquisition is a challenging process that needs a special mindset akin to marketers.

Top 5 techniques for talent acquisition 

There are many strategies to optimise talent acquisition initiatives. However, there are a few best practices that are required to follow and should never be neglected.

Now let's look at them.

1. Create a powerful employer brand

The most crucial requirement for effective talent acquisition is developing a strong employer brand. 84 percent of job searchers, according to Glassdoor, a company's reputation as an employer matters when choosing where to apply for a job.

It is important that employers recognise that creating a good company brand begins within. In other words, it is much simpler to recruit new employees if your current staff members are proud and content to work for your company. They inevitably become spokespersons for your company, which greatly increases the success of talent attraction.

2. Improve your career website

Your career site needs to be a representation of the company's culture, employee benefits, EVP, and open roles. 59 percent of job seekers who find a job visit the employer's website, according to LinkedIn. Building a career website that addresses all the questions potential candidates might have is crucial.

3. Craft precise job descriptions

Job descriptions must be included in this list of best practices for talent acquisition because they can make or break your efforts to find new employees. More thorough job descriptions will help you attract more qualified job prospects and weed out those who might not be a fit for your firm, even though some research suggests that shorter job descriptions garner more applications.

It's critical to comprehend the requirements of the applicants while creating a job description.

4. Boost your LinkedIn visibility

LinkedIn is the most popular professional network in the world, and many job seekers use it to research possible future employers and coworkers. Employers should encourage staff to use their LinkedIn private accounts to the fullest and promote their employer branding there.

5. Improve your Glassdoor profile

Websites that provide employer reviews, like Glassdoor, can significantly affect an organisation's ability to recruit new employees. 86 percent of workers and job seekers look up company evaluations and ratings before deciding where to submit an application.

You shouldn't limit your search for top talent to conventional, short-term hiring techniques like sending LinkedIn messages or going to job fairs. You must create a strategic, long-term talent acquisition plan to ensure top talent acquisition and retention, which will enhance the overall employee experience. For more help visit www.jlhrtech.com