#implementing skills-based hiring

[manaljh-blog]

Skills-Based Hiring: A New Approach to Talent Acquisition

More and more companies are employing skills-based hiring as a key strategy for talent acquisition. This approach focuses on evaluating candidates based on their skills and abilities rather than traditional criteria like degrees or past job titles. Continue reading Skills-Based Hiring: A New Approach to Talent Acquisition

[theliteraryarchitect]

A Word of Advice About Critique Groups, Beta Readers, and Other Peer-Based Feedback on Your Writing

In my time as a professional editor, I've had many writers come to me with stories they've been trying to improve based on suggestions from critique groups, beta readers, or other non-professional feedback sources (friends, family, etc.). The writers are often frustrated because they don't agree with the feedback, they can't make sense of the comments they've gotten, or they've tried their best to implement the suggestions but now they've made a big mess of things and don't know where to go from here.

If this happens to you, you're not alone. Here's the deal.

Readers and beginning writers are great at sniffing out problems, but they can be terrible at recommending solutions. For that reason, critique groups can be a disastrous place for beginning writers to get advice.

Here's a good metaphor. Imagine you don’t know the first thing about cars. Someone tells you, “There’s oil leaking onto the driveway. You should cover the car with a giant garbage bag.” Alarmed, you oblige, only to be told the next day that “now the car smells like burning plastic and I can’t see out the windows.”

A mechanic would’ve listened to the critic’s complaint and come up with their own solution to the leaking oil, ignoring the amateur’s ridiculous idea, because they know how to fix cars and can use their skills to investigate symptoms and find the correct solution.

Critique groups actually aren’t bad places for experienced writers, because they can listen to the criticism, interpret it, and come up with their own remedies to the problems readers are complaining about. Beginning writers, on the other hand, can end up digging themselves into a deeper hole.

There's a great Neil Gaiman quote about this very conundrum:

Remember: when people tell you something’s wrong or doesn’t work for them, they are almost always right. When they tell you exactly what they think is wrong and how to fix it, they are almost always wrong.

So what to do?

First, try to investigate the reader's complaint and come up with your own solution, instead of taking their solution to the problem. Sometimes, in the end, the reader's solution was exactly right, which is lovely, but don't count on it. Do your own detective work.

Second, take everything you hear with a huge grain of salt, and run the numbers. Are 9 out of 10 readers complaining about your rushed ending? It's probably worth investigating. Does nobody have an issue with your abrasive antagonist except your cozy mystery-loving uncle? Then you might not need to worry about it.

Third, give everything you hear a gut check. Does the criticism, while painful, ring true? Or does it seem really off-base to you? Let the feedback sit for a week or so while you chill out. You might find you're less sensitive and open to what's been said after a little more time has passed.

Lastly, consider getting professional feedback on your writing. Part of my job as an editor is to listen to previous feedback the writer has gotten, figure out whether the readers were tracking the scent of legitimate problems, and offer the writer more coherent solutions. Of course, some professional editors aren't very good at this, just like some non-professional readers are amazing at it, so hiring someone isn't a guarantee. But editors usually have more experience taking a look under the hood and giving writers sound mechanical advice about their work, rather than spouting ideas off the top of their head that only add to the writer's confusion.

Hope this helps!

[pyrodolls]

ADMIRER! YANDERE BOY X HITMAN! READER

WARNINGS: murder, mentions of blood and poison, stalking, obsessiveness, regular yandere tendencies, reader is a hitman, reader is also a fake ass bitch, lowercase intended, gender neutral reader and no use of y/n. i do not condone yanderes irl or the themes in this fic.

A/N: hey guys so i saw people on tiktok playing yandere simulator and implementing an admirer/stalker in the game. inspiration struck and i thought i’d write something based off of that. if this is well-liked i may write another part. i’m also hoping to write more frequently cuz it’s summer now!! expect more frequent updates and some reqs to finally be written :) also, i was hoping you guys could comment or message some name ideas for our little admirer!yandere boy…

you thought you got away with it. you were hired to eliminate a student in your class, and nobody ever found out it was you. you were able to show up to school the next week, unbothered, even though the staff and students were weeping over the loss of their classmate. you were even at the late student’s funeral, standing amongst the sea of supporters dressed in black, and not a single soul knew it was you.

except for one. it was a boy that was in your class. he sat behind you, staring at the back of your head every day, hoping you’d talk to him. hoping you’d look at him. he was completely and utterly infatuated with you. he knew your entire schedule, address, interests, and more. for someone that killed people for a living, you somehow never noticed the boy that followed you everywhere you went.

he was the one that noticed your crime. he saw when you slipped a poison into your fellow classmate’s food, and watched them cough up blood for a couple minutes before they died. if a regular student witnessed what you did, they would run away and report you. but your little admirer just stood and grinned. oh, how pretty you looked with blood on your skin. you were so skilled at your job, how could he not admire your work?

he didn’t tell a single soul. he already found out about your twisted job long ago, he just never had the luck to see it in person. it didn’t phase him in the slightest. in fact, it made him want you even more. he even went home that day and ranted to his wall about what he saw. how he wanted to go up to you and compliment your skills, how mesmerizing you were when you swiftly disposed of the evidence, how strong you were to simply go on with your other classes as if nothing happened.

the week after that student’s funeral, it was deemed a self-inflicted death. there were new posters all over the walls with phrases such as: “you are loved!” or “you are not alone!” to prevent the incident from occurring again. your stalker felt overjoyed. you were getting away with it! he couldn’t be more proud of you. he decided to let you know how he felt as quickly as possible. he couldn’t keep it a secret anymore.

during your first class, you felt a tap on your shoulder. the scrawny boy behind you held up a small, folded sheet of paper with shaky hands. you took the paper and gave a fake smile to the boy. when you opened the note, you read: “meet me on the roof during lunch.”

you had to keep up your “friendly” reputation at school, so you couldn’t reject him. that’s why you reluctantly went up to the roof.

however, he was panicked. he immediately regretted his decision the moment you read his note. he couldn’t focus during his other classes because of how nervous he was.

but he couldn’t just leave you hanging, so he went up to the rooftop anyway.

“so.. what’s your na-“

“i love you!” the boy blurted out, interrupting your attempt at a kind greeting. his sudden confession left you speechless, and you had no clue how to respond.

he waited for your answer, hoping you weren’t disgusted. he stood with his hands tightly gripping his shirt, staring at the floor. he was too scared to look up at your face.

after a painfully long minute, he opened his mouth again. “i… have been watching you for a while. i am in love with you. every day, i only think of you. i kept it a secret for a while, but after i saw how you killed that studen-”

you quickly pinned him to the wall with your arm buried into his neck. “shut your mouth!” you scolded, looking around to see if anyone heard him.

“listen man, i don’t know who you are. but you’re sounding like a real fuckin’ freak, and you saw what i did. give me one good reason why i should spare your life.” you threatened.

“i’m on your side! i swear! i meant that i was amazed by what i saw! i’ve always been in love with you, but seeing what you did made me fall even harder. you looked so good with blood on your face, by the way.” he babbled, pathetically choking out praises in hopes that you would believe him.

you scoffed. “and how do i know you’re not coming up with some random bullshit so i don’t kill you?”

“i never reported you! it’s been a week and i never told a single soul what i saw. if i didn’t love you, i would’ve told someone. but i didn’t! because i really, truly love you. please give me a chance, i’ll be the best boyfriend ever! i’ll do your homework, i’ll cook and clean for you, and i know all your favorite shows and movies so i can talk to you about them!” he rambled.

as fun as that sounded, you really weren’t looking for a boyfriend at the moment. you were too busy. besides, even if you did want a boyfriend, this guy would be nowhere near your top picks.

“i don’t want a boyfriend. i don’t even know you! plus, no matter what you say, you still saw what i did. i won’t let you leave this roof alive.” you declared.

“nononono please, i’ll help you! i’ll assist you in killing people or something. i’ll do anything to prove my love. just give me a chance to be with you. listen, you can give me a month, and if you still don’t like me, you can kill me.” he proposed.

you thought about it for a moment. it didn’t sound like a bad idea. this guy’s willing to be a free, personal assistant. he could take a lot of weight off your chest if he helped with your work. and you knew a guy this scrawny could never beat you in a fight, so if anything goes wrong, you can eliminate him easily.

“you got yourself a deal, pipsqueak. you have 30 days. impress me, and maybe i’ll let you off the hook. but if you snitch on me, or if i still don’t like you by the end of the month, i’ll snap your neck.”

“so you’re giving me a chance? thank you so much! i won’t let you down.” the boy cheered.

you sighed. “you better not.”

it’s gonna be a long month.

[dandeliont3a-trumptalks]

I read through President Trump's executive orders

Here's what I got:

Declaring that the southern border is under invasion by illegal aliens

All aliens participating in this invasion are prohibited from entering

They can no longer invoke provisions provided by the INA

Homeland Security and the Attorney General can use any appropriate actions to remove illegal immigrants

Renaming landmarks

Denali, the highest peak in North America located in Alaska, will be renamed to Mount McKinley

The Gulf of Mexico will be renamed to the Gulf of America

The names of other American patriots can be submitted to the Secretary of Interior to be honored

International cartels have been declared foreign terrorists

Claims that the Cartel controls certain parts of Mexico

A national emergency has been declared against certain Cartels

A new Federal Hiring Plan has been put in once that prohibits federal offices from hiring based on gender, ethnicity, and religion and instead encourages federal offices to hire people based on their skills and willingness to serve the constitution

Any DEI (diversity, equality, and inclusion) programs in the government will be ended

There will be enforcement of single-sex spaces and a push for the gender binary

Sex is defined as what you were biologically born as

Gender ideology replaces biology with an ever shifting concept of gender identity

This order defines the terms "female", "male", "boy", and "girl"

Personal records of federal employees must report their sex not gender

Government agencies must cease promoting gender ideology

Prisoners can not receive gender affirming care

Agency heads are to prioritize investigations to enforce the expression of binary sex and single sex spaces

All support provided to trans youth in schools will be reviewed and rescinded

The Department of Government Efficiency has been established

DOGE's objective will be to modernize Government technology

America will be implementing an "American First" foreign policy

The immigration process will be made stricter

This includes thorough health checks, background checks, and criminal history checks

Any immigrants who have entered the United States after January 19, 2021 will be reevaluated

Restrictions placed by the previous administration on Alaska's natural resources will be reversed

The goal is to expedite and maximize the use of Alaska's natural resources for the United States

Enforcing immigrant laws

Accuses illegal immigrants of committing vile and heinous acts against innocent Americans

Immigration laws will be enforced through lawful incentives and detention capabilities

Homeland Security Task Forces will be established in all states to enforce immigration laws and end the presence of Cartels

All illegal immigrants will be moved to a detention facility

Measures will be put in place to encourage illegal aliens too depart as promptly as possible

Diplomatic efforts will be taken to ensure that other countries take back their illegal aliens

Sanctuary Jurisdictions will no longer receive federal funding should they not comply with federal immigration laws

Illegal aliens will be denied public benefits

These are the highlights of 11 out of the 46 executive orders he signed on the first day of office. I will be slowly posting the rest as there is a lot to go through.

If you have any questions, concerns, additional information, or would like for me to explain one in more depth then leave a reply and I will get back to you as soon as I can. I do my best to fact check any additional information given to me.

[thewarfox]

DEI is racist.

I wrote this as a comment to a youtube video, but I am relatively certain that it will get shadowbanned. I'm pretty happy with the thoughts I wrote down, so I decided to bring them over here: The reason DEI has a negative inclination is the same reason that Affirmative Action has a negative inclination. Even if the person being hired is qualified, you cannot be certain they got the position because of their merits, or because of their 'diverse' qualities. Let's say that, hypothetically, you have two equally qualified candidates that have to be decided between. One has to be picked. The only difference between them is that one is a white man, and one is a black woman. Same age, same education, same records, everything else is equal. When you have a culture of DEI, you immediately run into a problem. If you DON'T hire the black woman, you risk being called a racist and a sexist. If you do hire her, you risk being accused of picking her for her immutable characteristics instead of for her qualifications. On the side of the hypothetical black woman, if you get picked for the job, you can't be completely certain that you were picked for your qualifications, or if you were picked for your God-given characteristics. On the side of the hypothetical white man, if you get picked for the job, you can't be completely certain that you were picked for your qualifications, or if you were picked because your employer is a racist or sexist. There are obviously other possibilities, but we're trying to narrow the thought experiment for simplicity. By utilizing DEI, you are putting discrimination on the table. You are stating that you have an agenda to shape your workplace based on categories that have nothing to do with qualifications. You are subjecting people hired under it to be insecure about the circumstances of their employment, and their true role in the organization. Are they there to do a job, or are they there to check off a box? Have they really earned the position, or are they being used to signal to outside observers? And finally, like any system humanity creates, people take advantage of it. Does it happen very often? Hopefully not. But it certainly does happen, however rarely. And the fear that the people you're hiring might be a grifter of some kind does poison the well. A rotten apple can spoil the bunch. It can breed distrust of potential selectees based off of the actions of a few bad actors. It opens the door for behaviors and worries and conflicts that don't need to exist. There are places where DEI has no place, and everything works fine. Take basketball for instance. You don't see anyone saying that a certain percentage of asian or white players need to be on every team to reflect the population. Any team that does such a thing will likely be at a competitive disadvantage to the teams that don't do it. They are composing the teams of the best players, and they happen to mostly be black, and no one has a problem with this. DEI didn't have to be implemented to get black people onto the teams, their own skill, ability, and effectiveness got them there. If they failed to get onto the teams because the rules forced them to hire other people for the team, how many black basketballers would not be able to get on the team when they otherwise would? In fact, one could say that DEI-like thinking kept black players out of basketball in the early days, and only when teams started taking risks by hiring them, and they started winning games more as a result, the inherent competitiveness of sport demanded that other teams had to hire black players as well if they didn't want to be left behind. It was only by abolishing a policy of composing a team by race that the sport was allowed to take its modern, superior shape. DEI is not a recipe for competitiveness. It is inherently anticapitalistic. It promotes unhealthy discrimination. It opens the door for ugly and unhealthy criticism. It calls into question the capabilities of people, and whether they are qualified for their positions.

[screenmobile]

How Long Should a Patio Last?

When investing in a patio, understanding its potential lifespan is essential for maximizing your outdoor living experience. The longevity of a patio depends on several factors, including the materials used, climate conditions, quality of installation, and ongoing maintenance. By selecting durable materials and committing to regular upkeep, you can ensure your patio remains a cherished part of your home for many years.

Factors Influencing Patio Longevity

Material Selection

The choice of materials significantly impacts a patio’s durability. Common options include:

Concrete: A popular choice due to its strength and versatility. When properly installed and maintained, concrete patios can last for several decades. Regular sealing helps prevent cracks and surface damage.

Pavers: Made from materials like concrete, brick, or stone, pavers are known for their durability and aesthetic appeal. They can last for many decades, especially when individual damaged pavers are replaced promptly.

Gravel: An affordable and easy-to-install option. With proper maintenance, such as regular raking and replenishment, gravel patios can last indefinitely.

Brick: Offers a classic look and, when maintained properly, can last for over a century. Regular cleaning and replacing damaged bricks are essential to maintain its longevity.

For homeowners seeking a long-lasting outdoor space with added versatility, converting a standard patio into a three-season room can extend usability while enhancing durability. Unlike traditional patios, three-season rooms allow you to enjoy fresh air without worrying about temperature fluctuations or pesky insects. Explore three-season room solutions here.

Climate and Environmental Conditions

Weather plays a significant role in a patio’s lifespan.

Intense sunlight can cause materials to fade and degrade over time.

Humid environments increase the risk of mold and mildew, especially in porous materials.

Freeze-thaw cycles can cause materials like concrete to crack if not properly sealed.

Selecting materials suited to your local climate and implementing protective measures, such as shading or sealants, can enhance durability. If you’re looking for additional protection against outdoor elements, screen enclosures provide a seamless connection between indoor and outdoor spaces, offering a balance of open-air living and protection. Discover our custom screen enclosures.

Quality of Installation

Proper installation is crucial for longevity. A well-prepared base ensures stability and prevents issues like shifting or settling. Hiring experienced professionals who follow best practices can make a significant difference in your patio’s durability.

For those considering an upgraded outdoor living space, a sunroom can be a great alternative to traditional patios. A well-designed sunroom not only expands your living space but also creates a bright and inviting environment for year-round enjoyment. Explore our sunroom options.

Maintenance Practices

Regular maintenance extends the life of your patio. This includes:

Cleaning: Removing dirt, debris, and stains to prevent surface deterioration.

Sealing: Applying sealants to protect against moisture penetration and surface damage.

Repairs: Addressing cracks, chips, or loose pavers promptly to prevent further damage.

Establishing a routine maintenance schedule tailored to your patio’s material will help preserve its appearance and functionality.

Tips to Maximize Your Patio’s Lifespan

Choose Quality Materials: Investing in high-quality materials may have a higher upfront cost but will pay off in longevity and reduced maintenance.

Consider Climate Compatibility: Select materials that withstand your area’s weather patterns. For instance, in freeze-thaw climates, opt for materials less prone to cracking.

Ensure Professional Installation: A skilled installer will address site-specific challenges and ensure proper drainage and stability.

Commit to Regular Maintenance: Simple tasks like cleaning, sealing, and prompt repairs can significantly extend your patio’s life.

Conclusion

A patio is more than just an outdoor addition—it’s a space for relaxation, entertainment, and creating memories. By understanding the factors that influence its lifespan and taking proactive steps in material selection, installation, and maintenance, you can enjoy a beautiful and durable patio for generations.

Looking for the perfect screen solution? Screenmobile of South Bend has you covered with high-quality installations tailored to your home. Learn more about our patio solutions.

[krunal-vyas]

Hire Dedicated Developers in India Smarter with AI

Hire dedicated developers in India smarter and faster with AI-powered solutions. As businesses worldwide turn to software development outsourcing, India remains a top destination for IT talent acquisition. However, finding the right developers can be challenging due to skill evaluation, remote team management, and hiring efficiency concerns. Fortunately, AI recruitment tools are revolutionizing the hiring process, making it seamless and effective.

In this blog, I will explore how AI-powered developer hiring is transforming the recruitment landscape and how businesses can leverage these tools to build top-notch offshore development teams.

Why Hire Dedicated Developers in India?

1) Cost-Effective Without Compromising Quality:

Hiring dedicated developers in India can reduce costs by up to 60% compared to hiring in the U.S., Europe, or Australia. This makes it a cost-effective solution for businesses seeking high-quality IT staffing solutions in India.

2) Access to a Vast Talent Pool:

India has a massive talent pool with millions of software engineers proficient in AI, blockchain, cloud computing, and other emerging technologies. This ensures companies can find dedicated software developers in India for any project requirement.

3) Time-Zone Advantage for 24/7 Productivity:

Indian developers work across different time zones, allowing continuous development cycles. This enhances productivity and ensures faster project completion.

4) Expertise in Emerging Technologies:

Indian developers are highly skilled in cutting-edge fields like AI, IoT, and cloud computing, making them invaluable for innovative projects.

Challenges in Hiring Dedicated Developers in India

1) Finding the Right Talent Efficiently:

Sorting through thousands of applications manually is time-consuming. AI-powered recruitment tools streamline the process by filtering candidates based on skill match and experience.

2) Evaluating Technical and Soft Skills:

Traditional hiring struggles to assess real-world coding abilities and soft skills like teamwork and communication. AI-driven hiring processes include coding assessments and behavioral analysis for better decision-making.

3) Overcoming Language and Cultural Barriers:

AI in HR and recruitment helps evaluate language proficiency and cultural adaptability, ensuring smooth collaboration within offshore development teams.

4) Managing Remote Teams Effectively:

AI-driven remote work management tools help businesses track performance, manage tasks, and ensure accountability.

How AI is Transforming Developer Hiring

1. AI-Powered Candidate Screening:

AI recruitment tools use resume parsing, skill-matching algorithms, and machine learning to shortlist the best candidates quickly.

2. AI-Driven Coding Assessments:

Developer assessment tools conduct real-time coding challenges to evaluate technical expertise, code efficiency, and problem-solving skills.

3. AI Chatbots for Initial Interviews:

AI chatbots handle initial screenings, assessing technical knowledge, communication skills, and cultural fit before human intervention.

4. Predictive Analytics for Hiring Success:

AI analyzes past hiring data and candidate work history to predict long-term success, improving recruitment accuracy.

5. AI in Background Verification:

AI-powered background checks ensure candidate authenticity, education verification, and fraud detection, reducing hiring risks.

Steps to Hire Dedicated Developers in India Smarter with AI

1. Define Job Roles and Key Skill Requirements:

Outline essential technical skills, experience levels, and project expectations to streamline recruitment.

2. Use AI-Based Hiring Platforms:

Leverage best AI hiring platforms like LinkedIn Talent Insightsand HireVue to source top developers.

3. Implement AI-Driven Skill Assessments:

AI-powered recruitment processes use coding tests and behavioral evaluations to assess real-world problem-solving abilities.

4. Conduct AI-Powered Video Interviews:

AI-driven interview tools analyze body language, sentiment, and communication skills for improved hiring accuracy.

5. Optimize Team Collaboration with AI Tools:

Remote work management tools like Trello, Asana, and Jira enhance productivity and ensure smooth collaboration.

Top AI-Powered Hiring Tools for Businesses

LinkedIn Talent Insights — AI-driven talent analytics

HackerRank — AI-powered coding assessments

HireVue — AI-driven video interview analysis

Pymetrics — AI-based behavioral and cognitive assessments

X0PA AI — AI-driven talent acquisition platform

Best Practices for Managing AI-Hired Developers in India

1. Establish Clear Communication Channels:

Use collaboration tools like Slack, Microsoft Teams, and Zoom for seamless communication.

2. Leverage AI-Driven Productivity Tracking:

Monitor performance using AI-powered tracking tools like Time Doctor and Hubstaff to optimize workflows.

3. Encourage Continuous Learning and Upskilling:

Provide access to AI-driven learning platforms like Coursera and Udemy to keep developers updated on industry trends.

4. Foster Cultural Alignment and Team Bonding:

Organize virtual team-building activities to enhance collaboration and engagement.

Future of AI in Developer Hiring

1) AI-Driven Automation for Faster Hiring:

AI will continue automating tedious recruitment tasks, improving efficiency and candidate experience.

2) AI and Blockchain for Transparent Recruitment:

Integrating AI with blockchain will enhance candidate verification and data security for trustworthy hiring processes.

3) AI’s Role in Enhancing Remote Work Efficiency:

AI-powered analytics and automation will further improve productivity within offshore development teams.

Conclusion:

AI revolutionizes the hiring of dedicated developers in India by automating candidate screening, coding assessments, and interview analysis. Businesses can leverage AI-powered tools to efficiently find, evaluate, and manage top-tier offshore developers, ensuring cost-effective and high-quality software development outsourcing.

Ready to hire dedicated developers in India using AI? iQlance offers cutting-edge AI-powered hiring solutions to help you find the best talent quickly and efficiently. Get in touch today!

[thesilliestrovingalive]

Updated: May 8, 2024

Reworked Groups #5: Ikari Warriors

POTENTIAL TRIGGER WARNING: Viewer discretion is advised due to references to death.

Overview

A mysterious Japanese-German man known only as Heidern served as a high-ranking strategist for the esteemed Peregrine Falcons Squad. Heidern once enjoyed a peaceful yet militant life, living in the countryside with his wife. However, following the birth of his daughter, he contemplated retiring from the Peregrine Falcons Squad on good terms. However, tragedy struck when he lost his family. Consumed by grief and a desire for vengeance, he channelled his energy into founding the Ikari Warriors, an elite force determined to combat global injustices, crime, and terrorism.

With the backing of the Peregrine Falcons Squad's high command, Heidern implemented a rigorous military training program for his recruits. He went above and beyond to identify and refine each soldier's unique skills, recognizing that everyone approaches challenges differently.

After losing his sight in a surprise pirate attack during a Caribbean cruise, Heidern relinquished his leadership to General Kawasaki. Following Kawasaki's brutal murder at the hands of a Mexican cartel, Heidern urgently sought a new successor. With the help of his mercenaries, Heidern spent weeks searching until he finally rescued Leona, a young Czech girl, from an unnamed jungle village under siege by rogue militia forces. However, he soon discovered a dark truth: Leona had temporarily lost control of her esper abilities, resulting in the tragic death of her parents. The rogue militia, who were looking for her, intended to use her as a bioweapon.

Offering her a fresh start and a chance to fight against global injustices, Leona accepted, largely due to having no other options. Leona was trained by Heidern, Clark, Ralf, and other seasoned members of the Ikari Warriors, who oversaw her rigorous military training and moulded her into a skilled mercenary and capable leader. Although Heidern has passed on his leadership to Leona, he remains actively involved with the Ikari Warriors, focusing on training recruits and developing tactical strategies. Notably, he played a pivotal role in training any esper that was recruited, understanding their devastating potential if they fell into the wrong hands or were unable to control their power properly.

Following the Great Morden War, the Ikari Warriors joined the Regular Army to form its elite mercenary branch. As a private force for hire, they specialise in resolving extreme crises, while also undertaking smaller-scale missions. With a versatile rank structure, the Ikari Warriors can be contracted for a wide range of situations and danger levels.

Insignia

It features a lozenge-shaped silver-grey shield, outlined in shimmering luxor gold and trimmed with reseda chartreuse on the exterior. The shield's centre features the Japanese character ���怒” (meaning “fury”) in alizarin red, painted in a bold, expressive style, with a horizontal bronze bullet below. A crimson-hilted silver dagger runs diagonally along its left side, while a bronze full moon is suspended above the shield. An ultramarine motto ribbon sits below the shield with the name of the special forces unit, Ikari Warriors, emblazoned in alizarin red.

Ikari Warriors Base

The Zorniger Mond Hideout is a rhomboid military complex situated deep within a Congolese jungle, its strategic location enhanced by a camouflage system expertly blending into the surroundings. The base's exterior is coated in a range of jungle green tones, including sulu, wild willow, asparagus, mineral green, and timber green. This stealthy design, combined with a state-of-the-art bulletproof system, provides the Ikari Warriors with a significant tactical advantage. They can launch surprise attacks on enemy forces without being detected.

The base boasts perimeter surveillance cameras and discreet, automated turret systems that detect and neutralise unauthorised personnel. They have a reinforced, electrified fence surrounding the base with strategically placed watchtowers featuring sniper positions. Additionally, they have a rooftop helicopter pad and four strategically positioned parabolic satellites, one at each corner of the base. The military complex comprises the following facilities:

A central command centre housing Heidern's and Leona's private quarters, a large strategy room with holographic display and tactical planning tools, communication arrays for secure global connectivity, and a situation room for real-time mission monitoring.

An intelligence room dedicated to gathering and analysing intel on potential missions and enemies, featuring computer systems for data analysis and cryptology, and secure storage for sensitive documents and classified information.

Simple, functional accommodations for mercenaries, including a barracks, mess hall, showers, a gym, a lounge, a game room, and personal storage lockers for gear and equipment.

An armoury with storage for weapons, ammunition, and explosives, and an adjacent repair workshop.

A fully equipped medical facility with an operating room for emergency surgeries, recovery ward, and medical supply storage.

A garage for storing and maintaining vehicles acquired through purchase, donation from the Regular Army or capture from enemies.

A commemorative wall honouring fallen comrades, alongside display cases showcasing the team's highest-achieving awards and medals.

A trophy room displaying captured enemy equipment and memorabilia with a secure storage room for valuable and sensitive seized assets.

A coliseum, cloaked in a muted blend of mossy green, olive drab, and earthy brown hues, is protected by a bullet-proof glass dome. By day, it's a training ground and hosts special tournaments. At night, the dome darkens to an inky black, and the interior shines a vibrant crimson under the moonlight.

Extra Information

Members of the Ikari Warriors are commonly known as "Soldiers of Fortune" or "Hired Ragers”, reflecting their reputation as elite mercenaries of the Regular Army and their fierce combat prowess.

Unlike other mercenary groups, the Ikari Warriors host biennial tournaments that are open to their members and anyone else interested in participating. These events serve as a platform to assess the physical prowess and mental strategies of both seasoned and new members, while also identifying potential recruits who may be interested in joining their ranks. The rules are straightforward:

1. No murder; violators will be charged with manslaughter.

2. No cheating; offenders may face a six-month suspension or be barred from participating in the next tournament, depending on the severity of the infraction.

3. Weapons are strictly prohibited.

4. Individuals who are currently ill or physically weak aren't permitted to participate as it may jeopardise their health.

5. Espers must not use their abilities when fighting against powerless humans.

6. Espers may use their abilities against other espers, but they must limit their power and aren't allowed to transform into their Super Devil form.

They’re the only branch in the Regular Army that doesn’t have dedicated soldiers wearing uniforms that identify them as part of the Ikari Warriors. To make things even more unusual, they have minimal interaction with members from other special forces units within the Regular Army, particularly the elite operatives, due to their singular focus on high-risk, large-scale and smaller-scale missions that typically fall outside the scope of the P.F. Squad, S.P.A.R.R.O.W.S., and Division 6.

Soldiers of Fortune, regardless of gender, receive double the average Canadian soldier's salary, acknowledging the high risks involved in their line of work. Heidern's policy ensures these elite mercenaries receive maximum financial support.

The handguns carried by Soldiers of Fortune are the Ultra Justitia Model-1977 .380 ACP or Justitia .380 ACP for short. This semi-automatic pistol is based on the Beretta Cheetah 80X, but features a distinctive grip that would later influence the design of the Walther PK380. Designed in 1977 to enhance the Beretta Cheetah's ergonomics, it offers a superior grip and hold, along with an increased ammo capacity of 15 rounds. It’s primarily used by private military companies, but it has also seen adoption by some Regular Army units.

[dvrtrblhr]

I have anxiety and have been dealing with it for as long as I can remember, although I will note how anxiety works varies for each person, as do ways to cope with it, so what works for me might not work for you. But in general when I'm going through a really bad phase of anxiety I fall back to a few different methods to try and reel my brain's responses to it back in.

First, I try to figure out the root of the anxiety (i.e. upcoming doctor's appointments, applications, stuff at work, family stuff, etc.), and then I run myself through a mental flowchart of yes/no questions such as: Have I eaten recently? If yes, move on to next question, if no, go get a snack. When did I last drink water? Dehydration can exacerbate anxiety, so it's always good to go get some water. Is [thing that is causing the anxiety] something I can do something about right now? If yes, then I go on to ask, "What needs to be done to resolve the issue and what are the exact steps I need to take to get that done?" If no, the thing causing my anxiety is not something present me can deal with, then I tell myself there's logically no reason to be wasting energy stressing over future me's problems or over problems that I have no ability to change, and I will deal with what I need to deal with when the time comes.

Whether the underlying cause of my anxiety is something only future me can deal with, or if it's something that is simply out of my control in general (i.e. general state of the world, possibility that the company I work for might go under, etc.), I know I'll still be anxious about it bc that's how my brain's wired, for better or worse, so to ease the anxiety I start coming up with step-by-step plans. For example, if my company goes under and I lose my job (something out of my control), then what are the steps I need to take afterwards? I start coming up with plans based on my knowledge.

(i.e. Plan A) If I cannot find a new job before getting fired, I should try to secure whatever documents I need to apply for and collect unemployment so that I still have some income while I search for a new job. Plan B) If I am given enough notice ahead of time to search for new jobs, or after applying the steps of Plan A, I already have a list of local businesses that I've seen hiring banners/signs for, and a list of various jobs offered around my state which I can then start applying for. I have this list of jobs ready bc I have been actively keeping an eye out for new jobs ever since my hours got cut, which is also a type of "planning to deal with an issue" except it's more of a preplanning thing I do to keep my anxiety in check in general).

Basically, for most things that cause me anxiety I spend a lot of time trying to think up potential solutions or workarounds and exactly how to implement those solutions/workarounds. These plans of mine do not always pan out, and sometimes I've had an issue surface that I simply do not have a plan for, but having multiple plans already thought of puts my general anxiety at east, and because I spend so much time coming up with plans for what-ifs, I'm usually observant and adaptable enough to find a solution to unexpected problems bc I have slowly built up analytical problem-solving skills over the course of my life through these planning mental exercises.

Both for figuring out the underlying cause of my anxiety flare up, and for drafting plans, I have to talk myself through my anxiety and really turn it over in my head a lot. Sometimes I try to imagine explaining why I am anxious to someone else, and the dialogue in my head helps me sort out the facts, but sometimes it's more like going through a checklist (have I eaten recently? when did I last drink water? am I having any physical issues like IBS that might be setting off my body's warning system? how much sleep did I get last night? etc.) and going over facts (lots of rumors at work lately, seen some weird posts online recently, haven't talked with friends in a hot minute, etc.). And sometimes the process of talking things out w/ myself will help me calm down.

Unfortunately sometimes no matter how many backup plans I have or how much I understand the cause of my anxiety, an issue will sometimes still cause me a great deal of anxiety. In these cases there's a couple of things I can still do. One is to try and step back and figure out if my brain is going haywire (i.e. asking "Am I really in danger of [thing] right now?"), and if I can get that clarity I can tell myself, "Okay, the anxiety part of my brain is overreacting, I am not actually in danger but I can't turn off that part of my brain that thinks I am." Sometimes figuring out that my brain is overreacting is enough to help the more rational and logical parts of my brain take over so I can sort of ignore the anxiety part until it calms down.

Sometimes this doesn't work, so I have to figure out a way to trick my entire body out of the anxiety response (bc I end up holding a lot of tension in my muscles when I'm anxious, which is physically exhausting). In this case I have to do something to actually make my muscles relax, which will trick my brain into thinking the "threat" has passed and the anxiety will calm down. There's lots of different ways to do this, and what works to make a body relax varies a lot from person to person (physically intense activity or exercise, yoga/stretches, controlled breathing exercises, focusing on certain types of puzzles or games like sudoku or tetris, organizing or cleaning things, drinking herbal teas, etc). For me personally, if I cannot get my body to relax I'll have a cup of tulsi tea, which works as a muscle relaxant and helps me feel mellow, but herbal teas are really hit or miss (kava and chamomile teas are also often recommended for stress-relief, but kava tea is hard to find for me and chamomile tea gives me headaches; some teas do absolutely nothing for someone). So figuring out what will help you muscles relax the most will be a lot more individual, since again, everyone's bodies work differently, and different things interact w/ medications and stuff differently.

Ultimately there's not really a "right" or "wrong" way to deal with anxiety flare ups, and what works varies a lot from person to person, so you might have to experiment with different management and coping techniques to figure out what is going to trick your brain into not being anxious.

Don't feel like you have to respond to this, esp. if you don't feel like any of it applies to you, but I wish you luck with finding a good way to manage and alleviate your anxiety. It really sucks to deal with, but keep holding on, things will change and maybe even for the better.

thank you very much for sharing your processes with me! I found the mental workflow a very interesting aproach i might try. i am, usually, a weird mix of analytical and intuitive. when i'm anxious though, i feel like i can't rely on my intuition as my perspective is 'skewed' by anxiety. in times like these, i really need to rely on my analytical part more and create these sort of mental tools i can depend on, so i don't feel so lost.

i'm actually a pretty big planner nowadays (a tool i painstakingly developed to control my adhd as an adult) and, honestly, it's one of the things that keeps my anxiety in check. though sometimes things get out of control no matter what (sometimes the brain just decides to ignore all previous instructions and go wild). in times like these, i always find important to try out new things, new mental exercises, apps, teas etc. no tool is perfect so it's good to read what everyone does to calm down!

[mariacallous]

Over the past two years, more than 20 states have expanded access to state jobs through a simple move: assessing or removing bachelor’s degree requirements. With state, local, and federal governments employing 15% of the U.S. workforce, these actions are of enormous consequence, especially for “STARs,” or workers who are skilled through alternative routes. STARs—who have gained their skills through community college, the military, partial college, certification programs, and, most commonly, on-the-job training—represent over half of the nation’s workforce, and currently occupy approximately 2 million state jobs.

Government leaders see removing bachelor’s degree requirements as critical to meeting their hiring needs and public service delivery obligations. And at a time when states are struggling to fill a high number of open roles, removing these requirements can attract a larger pool of talent.

Many states already have laws or policies that forbid discrimination based on educational attainment. But in practice, hiring patterns have favored degrees, and the composition of the state workforce reflects this. While they comprise half of the workforce, STARs fill only 36% of state jobs—representing a gap of 1 million good state jobs for STARs nationwide.1 The explicit commitment to removing degree requirements is a signal to STARs that they are welcome to apply.

Further, these actions are meant to build a state workforce that reflects the community it serves. Historically, government employment has been used to improve economic equity, providing increased economic opportunities for members of historically disadvantaged groups (notably women and Black workers). In recent decades, however, the bias toward credentialing has resulted in the inadvertent exclusion of STARs, with disproportionate consequences. When a bachelor’s degree is required for a position, employers automatically screen out almost 80% of Latino or Hispanic workers and nearly 70% of Black, veteran, and rural workers. Increased STAR hiring will help correct this inequity.

It is still too early to measure the impact of these changes on hiring behavior, as it will take time while hiring numbers slowly accumulate through job turnover and new positions. Yet we can already see signs that the effort is bearing fruit. In the first quarter of this year, more than 20 states made a yearlong commitment to focus on skills-based hiring through the National Governors Association’s Skills in the States Community of Practice. As one of the lead partners, our organization—Opportunity@Work—supports states through peer learning to prepare and make action plans for the organizational changes needed to implement skills-based practices, which will ultimately improve hiring and advancement outcomes for STARs.

We also see changes in state job postings. We analyzed two years of data on jobs that paid over the national median wage and were posted by all the states that took action to remove degree requirements by April 2023.2 Our findings show that in the 12 months prior to these state actions, 51.1% of roles explicitly listed a bachelor’s degree as a requirement. In the 12 months following, that percentage fell to 41.8%—a nearly 10-point shift. The largest shifts occurred in job postings for roles in management, IT, administration, and human resources—all occupations in which STARs have been underrepresented in the public sector compared to the private sector. For example, in state governments, 69% of general and operations managers hold a bachelor’s degree, while only 45% do in the private sector.3

State leaders view these actions as a critical first step. “We are creating opportunities for everyone, not just those with higher education,” said Melissa Walker of the Colorado Department of Personnel and Administration. “We want to draw on all kinds of experience.” Colorado has pragmatically focused on policy implementation and behavior change; in addition to updates to agency rules and regulations, its executive order focused on a transition to skills-based hiring as the norm for Colorado human resources, including funding for the training of hiring managers and development of a skills-based hiring toolkit. The state’s Department of Personnel and Administration is providing training and resources for human resources teams across state agencies, enabling each to make the necessary changes in their processes and procedures. Resources include a new job description template designed to identify skills—a simple tool that promotes skills-first thinking and behavior change at the hiring manager level.

Culture and systems change both take time. Adjusting common processes and procedures—as well as attitudes and behavior—is challenging, especially in a large, decentralized state government. Yet more than 20 states have begun this hard work. This month, bolstered by these early successes, Opportunity@Work is proud to launch the STARs Public Sector Hub to support these states and others on their skills-based journeys and build the public workforce to meet this moment.

[justinspoliticalcorner]

Matt Shuham at HuffPost:

Donald Trump has no greater enemy than the United States’ federal bureaucracy — what he calls the “deep state.” And he has a plan to bend it to his will if he’s elected in November. The plan, to create something called “Schedule F,” would make tens of thousands of civil servants easier to fire, fundamentally changing the nature of the federal government — and, some worry, paving the way for authoritarianism.

Schedule F is a new category, or schedule, of federal workers who are exempt from codified job protections, like being hired and fired based on merit and having the ability to appeal disciplinary action. The majority of federal civil service employees, from climate scientists to bank examiners to IT specialists, are covered by these protections; some positions, like postal workers and intelligence officers, are currently exempt. That system ensures that experience and skill, rather than political favoritism or personal connections, guide hiring and firing decisions within the federal government. But conservatives have long complained that the president should exercise more control over the federal bureaucracy, and Trump in particular has said it needs to be “brought to heel.” Trump created Schedule F in an October 2020 executive order. Under that order, federal workers involved in “confidential, policy-determining, policy-making and policy-advocating positions” — a vague description that would include at least tens of thousands of people — would be stripped of their civil service protections and reclassified as “at-will” appointees, meaning they could be hired or fired for any reason, or none at all.

Because the order came so late in Trump’s presidency, only a handful of agencies created lists of specific jobs that would be eligible for conversion to Schedule F. And President Joe Biden reversed the order before any jobs could actually be converted. But Trump has explicitly said he’ll pursue Schedule F again if he’s elected. In a campaign video last year, Trump referred to Schedule F as an effort to “remove rogue bureaucrats.” “I will wield that power very aggressively,” he said.

Federal employees, political scientists, union leaders and watchdog groups told HuffPost that Schedule F could lead to a “chilling” effect. At-will employment, they said, would make it harder for government workers to raise concerns that go against their bosses’ political loyalties. That could lead to a degradation of public services like disaster relief, financial regulation and the administration of government benefits. “You can see where it can grind work to a halt, because even people who are trying to do the right thing [would] be afraid that if they do something wrong, they’ll be out of a job,” said Joe Spielberger, a policy counsel at the Project on Government Oversight who has raised alarms over how the implementation of Schedule F would harm key welfare programs like Social Security, Medicare and Medicaid. Schedule F would be the “fundamental element of an authoritarian agenda,” he said, allowing Trump to take control of the vast federal bureaucracy and reverse generations of reforms.

Donald Moynihan, a professor of public policy at Georgetown University, signed on to an open letter in April arguing Schedule F would open the door to “politicization and patronage throughout the federal workforce.” He told HuffPost, “This feels like the biggest problem that the fewest people understand about a potential second Trump administration.”

[...]

The ‘Lightbulb Moment’

The push for Schedule F started with what one Trump staffer called a “lightbulb moment.” In 2019, James Sherk, a top White House adviser on civil service and labor policy, was frustrated by reports of federal workers pushing back against the Trump policy agenda. He started reading through existing U.S. law on federal labor rights, and realized that the language about exceptions from civil service protections could actually be interpreted quite broadly. Such a change in interpretation would be a break from decades of precedent. Presidents only bring around 4,000 political appointees with them at the start of a new term, and many additionally require Senate confirmation. These appointees are generally classified as “excepted” — they aren’t required to complete standardized competitive civil service exams, but they also aren’t afforded standard civil service protections. (The “excepted” portion of the federal workforce includes more than a million federal workers under various schedules, though the vast majority of them come from the United States Postal Service, the military, and Department of Veterans affairs.)

But Sherk argued that the “excepted” service should grow much larger, to include “the most important” federal workers — “the people who are telling all the rest of the bureaucracy what to do,” he said in a 2022 interview. In his view, the change would make the federal government more accountable to the White House, and therefore, the American people. “Nothing in [federal law] says that you can only take away the civil service protections of political appointees,” Sherk said. Sherk estimated that Schedule F would have applied to 1% to 3% of the federal workforce, or about 50,000 workers, had Biden not unwound it. But the number actually affected if Trump pursues Schedule F again could be much larger. A Government Accountability Office review of the few agencies that did start making Schedule F conversion lists found that agencies thought anywhere from 2% to 68% of their employees were eligible to be “rescheduled.”

[...]

Project 2025, the 900-page right-wing agenda-in-waiting for Trump cooked up by the Heritage Foundation and dozens of other arch-conservative organizations, refers to plans to reintroduce Schedule F in several sections. And one member of the project’s three-person leadership team is Paul Dans, the former chief of staff at the OPM during the Trump administration. The Project 2025 team has signaled that potential staffers in a second Trump White House would need to be on board: A questionnaire for potential new hires in a Trump administration asks applicants if they agree that “the President should be able to advance his/her agenda through the bureaucracy without hinderance from unelected federal officials.”

HuffPost has a story on how Project 2025 and Schedule F could chill dissent against a potential 2nd Trump.

This is why Americans should vote Joe Biden to stop Project 2025 from taking effect!

Read the full article at HuffPost.

[trump-executive-orders]

Reforming the Federal Hiring Process and Restoring Merit to Government Service

Issued January 20, 2025.

By the authority vested in me as President by the Constitution and the laws of the United States of America, including sections 3301, 3302, and 7511 of title 5, United States Code, it is hereby ordered:

Section 1. Policy. American citizens deserve an excellent and efficient Federal workforce that attracts the highest caliber of civil servants committed to achieving the freedom, prosperity, and democratic rule that our Constitution promotes. But current Federal hiring practices are broken, insular, and outdated. They no longer focus on merit, practical skill, and dedication to our Constitution. Federal hiring should not be based on impermissible factors, such as one's commitment to illegal racial discrimination under the guise of "equity," or one's commitment to the invented concept of "gender identity" over sex. Inserting such factors into the hiring process subverts the will of the People, puts critical government functions at risk, and risks losing the best-qualified candidates.

By making our recruitment and hiring processes more efficient and focused on serving the Nation, we will ensure that the Federal workforce is prepared to help achieve American greatness, and attracts the talent necessary to serve our citizens effectively. By significantly improving hiring principles and practices, Americans will receive the Federal resources and services they deserve from the highest-skilled Federal workforce in the world.

Sec. 2. Federal Hiring Plan. (a) Within 120 days of the date of this order, the Assistant to the President for Domestic Policy, in consultation with the Director of the Office of Management and Budget, the Director of the Office of Personnel Management, and the Administrator of the Department of Government Efficiency (DOGE), shall develop and send to agency heads a Federal Hiring Plan that brings to the Federal workforce only highly skilled Americans dedicated to the furtherance of American ideals, values, and interests.

(b) This Federal Hiring Plan shall:

(i) prioritize recruitment of individuals committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution;

(ii) prevent the hiring of individuals based on their race, sex, or religion, and prevent the hiring of individuals who are unwilling to defend the Constitution or to faithfully serve the Executive Branch;

(iii) implement, to the greatest extent possible, technical and alternative assessments as required by the Chance to Compete Act of 2024;

(iv) decrease government-wide time-to-hire to under 80 days;

(v) improve communication with candidates to provide greater clarity regarding application status, timelines, and feedback, including regular updates on the progress of applications and explanations of hiring decisions where appropriate;

(vi) integrate modern technology to support the recruitment and selection process, including the use of data analytics to identify trends, gaps, and opportunities in hiring, as well as leveraging digital platforms to improve candidate engagement; and

(vii) ensure Department and Agency leadership, or their designees, are active participants in implementing the new processes and throughout the full hiring process.

(c) This Federal Hiring Plan shall include specific agency plans to improve the allocation of Senior Executive Service positions in the Cabinet agencies, the Environmental Protection Agency, the Office of Management and Budget, the Small Business Administration, the Social Security Administration, the National Science Foundation, the Office of Personnel Management, and the General Services Administration, to best facilitate democratic leadership, as required by law, within each agency.

(d) The Federal Hiring Plan shall provide specific best practices for the human resources function in each agency, which each agency head shall implement, with advice and recommendations as appropriate from DOGE.

Sec. 3. Accountability and Reporting. (a) The Director of the Office of Personnel Management shall establish clear performance metrics to evaluate the success of these reforms, and request agency analysis on a regular basis.

(b) The Office of Personnel Management shall consult with Federal agencies, labor organizations, and other stakeholders to monitor progress and ensure that the reforms are meeting the needs of both candidates and agencies.

Sec. 4. General Provisions. (a) Nothing in this order shall be construed to impair or otherwise affect:

(i) the authority granted by law to an executive department or agency, or the head thereof; or

(ii) the functions of the Director of the Office of Management and Budget relating to budgetary, administrative, or legislative proposals.

(b) This order shall be implemented consistent with applicable law and subject to the availability of appropriations.

(c) This order is not intended to, and does not, create any right or benefit, substantive or procedural, enforceable at law or in equity by any party against the United States, its departments, agencies, or entities, its officers, employees, or agents, or any other person.

[eternalistic]

The stark brutality of chattel slavery is absent in today's world, but the systemic inequities and hidden forms of economic control persist, albeit in different forms. By comparing the conditions of historic slaves with modern working-class people it becomes apparent that economic exploitation and wealth disparity need to be at the forefront of today's political discourse.

Continuities:

Labor exploitation: Both systems extract disproportionate value from a specific group's labor for the benefit of others. Slaves were forced to work without compensation, while many modern workers face low wages, precarious employment, and limited bargaining power, leaving them susceptible to exploitation.

Wealth disparity: Both systems exacerbate wealth inequality. Slaves had no ownership of their labor or its fruits, while the wealth generated by modern workers often concentrates at the top of the economic pyramid, creating a widening gap between rich and poor.

Limited mobility: Both systems restrict upward mobility for the exploited group. Slaves were legally bound to their owners, while modern systemic barriers like discriminatory hiring practices, inadequate education, and debt-based control can confine individuals to lower economic strata.

Psychological impact: Both systems can inflict psychological harm. Slaves endured constant dehumanization and fear of violence, while modern workers can face chronic stress, anxiety, and powerlessness due to precarious employment and economic insecurity.

Transformations:

Formal freedom: Modern workers have legal freedoms and autonomy denied to slaves. They can choose their employers, negotiate wages, and participate in civic life.

Social mobility channels: While limited, some avenues for upward mobility exist in modern society through education, skills training, and entrepreneurial ventures, which were largely unavailable to slaves.

Social safety nets: Modern societies typically have some form of social safety net, albeit often inadequate, providing limited protections like unemployment benefits or healthcare access, which were absent for slaves.

Transformation of control: Control in modern systems is often more subtle and diffuse, operating through debt, lack of ownership, and market forces rather than overt coercion.

Hidden "Economic Slavery":

The concept of "economic slavery" suggests that modern systems can still perpetuate forms of exploitation similar to historical slavery, albeit less visibly. This can manifest in:

Debt traps: Predatory lending practices and high-interest rates can trap individuals in cycles of debt, effectively controlling their labor and choices.

Wage theft: Employers who deny overtime pay, minimum wage, or other earned wages essentially steal from their workers.

Exploitative labor practices: In some industries, migrant workers or marginalized groups face unsafe working conditions, low wages, and limited legal protections, resembling forms of forced labor.

Limited ownership: Lack of access to affordable housing, land, or productive assets limits economic agency and perpetuates dependence on wage labor.

Unveiling and Addressing Systemic Inequities:

Acknowledging the continuities and transformations is crucial for addressing the enduring legacies of economic exploitation. We need to:

Strengthen workers' rights: Promote fair wages, secure employment, and protections against exploitation.

Reduce wealth inequality: Implement progressive taxation, address wage gaps, and promote wealth-building opportunities for marginalized groups.

Increase social mobility: Invest in education, training, and infrastructure to provide equal opportunity for upward mobility.

Challenge systemic biases: Address discriminatory practices in hiring, lending, and access to resources.

Support worker movements: Encourage worker organization and collective bargaining to empower workers and advocate for their rights.

By recognizing the hidden forms of economic control and tackling their root causes, we can work towards a more equitable future where everyone has the opportunity to benefit from their labor and participate fully in society.

[anadeedigitalsolutions]

Instagram Marketing Agency | Anadee Digital Solutions

In today’s digital-first world, Instagram has quickly become a dominant social media platform for brands, entrepreneurs, and influencers. With over a billion active users, the platform provides a visually engaging space for businesses to connect directly with their audience and showcase their products or services. However, Instagram marketing isn’t just about posting beautiful photos. It requires a strategic approach involving content creation, analytics, engagement, and targeted ad campaigns. That’s where an Instagram marketing agency, like Anadee Digital, can play a transformative role in scaling your business and optimizing your social media ROI.

What is an Instagram Marketing Agency?

Instagram marketing is a vital part of digital marketing that focuses on leveraging Instagram’s platform to promote brands, products, or services. For a digital marketing agency, this involves creating and implementing strategies to help clients achieve their marketing goals using Instagram's tools and features.

Benefits of Hiring a Marketing Agency

Strategic Content Creation

Instagram is a highly visual platform, and content is king. An agency is equipped with skilled photographers, graphic designers, and content creators who know what works and what doesn’t. They help your brand develop an aesthetically pleasing feed that resonates with your target audience. By focusing on consistent branding, they can create a cohesive look and feel that builds brand recognition and attracts followers.

Maximizing Engagement

Engagement is the key metric on Instagram. High engagement rates increase visibility, putting your brand on more users’ feeds. An agency will use proven strategies to encourage likes, comments, shares, and saves. They will also engage with followers by responding to comments, managing DMs, and staying active in conversations. This dedicated interaction fosters a loyal community around your brand, which is invaluable for long-term growth.

Access to Influencer Marketing

Influencers are a powerful asset on Instagram. A reputable Instagram marketing agency has established relationships with influencers and knows how to collaborate effectively. By matching your brand with the right influencers, they can expose your products to a broader, yet highly targeted audience. Influencer partnerships add credibility to your brand, making your products or services more appealing to new customers.

Instagram Ad Campaigns

While organic reach is essential, paid advertising can accelerate your growth. Instagram marketing agencies have experience in managing ad budgets efficiently and creating high-converting ads. By utilizing Instagram's advanced targeting options, they can ensure that your ads reach the most relevant audience. From crafting captivating visuals to writing compelling copy, agencies optimize every part of your campaign to increase conversions and drive sales.

Data-Driven Insights

The Instagram algorithm prioritizes content that keeps users engaged. Therefore, understanding what works and what doesn’t is crucial. An agency tracks essential metrics, including reach, impressions, engagement rate, and follower growth. They analyze these metrics regularly to adjust strategies and improve performance. With their expertise, you can make informed decisions based on concrete data rather than guesswork.

How to Choose the Right Instagram Marketing Agency

Experience in Your Niche: Look for agencies with experience in your specific industry or niche. An agency that understands your market will more effectively target the right audience.

Portfolio of Success Stories: Review the agency’s past work and testimonials to determine whether it has a track record of successful campaigns.

Customized Strategy: Your brand is unique, and a one-size-fits-all approach will not work. Make sure the agency can create a personalized plan for it.

Transparency and Communication: A good agency keeps you informed and is open to discussing progress and results.

In a saturated marketplace, an Instagram marketing agency can give your brand a competitive edge by providing expertise in content creation, engagement strategies, and paid advertising. Partnering with a specialized agency like Anadee Digital can transform your Instagram presence, helping you reach a larger audience, increase engagement, and drive more sales. So, if you’re ready to take your Instagram marketing to the next level, it’s time to consider working with the experts. Connect with us now and leverage the power of Instagram for your business. 

[empxtrack]

Creating a Truly Inclusive Workplace in 2025

In 2025, building a truly inclusive workplace is not just a goal but a necessity for companies that want to thrive in the ever-evolving business environment. As organizations adapt to changing employee expectations and global shifts, inclusivity is becoming a core value that drives innovation, engagement, and success. Recent HR trends for 2025 show a strong focus on diversity, equity, and inclusion (DEI), reflecting the growing awareness of creating an environment where everyone feels valued and empowered.

In this blog, we’ll explore recent HR trends in 2025 that are transforming how companies approach inclusivity, the strategies they are implementing to foster diverse and inclusive environments, and how HR software is playing a crucial role in this process.

1. Shifting DEI from Policy to Practice

In 2024, we saw a heightened focus on diversity, equity, and inclusion (DEI) as a fundamental aspect of workplace culture. Many companies introduced DEI policies and hired diversity officers to ensure their organizations were reflecting societal values. However, in 2025, the emphasis is on shifting DEI from policy to practice. It’s no longer enough to have policies in place—organizations must ensure that these principles are fully integrated into everyday business operations.

Creating a truly inclusive workplace means going beyond compliance. Organizations are focusing on inclusivity in recruitment, onboarding, career development, and leadership representation. Companies are taking a data-driven approach, using HR software to track key metrics such as the representation of underrepresented groups, pay equity, and promotion rates. By turning these insights into action, businesses can ensure that inclusivity is not just a buzzword but a lived experience for all employees.

2. The Role of HR Software in Advancing Inclusivity

HR software is playing a critical role in advancing inclusivity in the workplace. Recent HR trends for 2025 highlight the increasing use of technology to create equitable systems that eliminate bias in various HR processes.

For example, AI-powered HR software can help companies create more inclusive recruitment processes by reducing human bias in candidate selection. These platforms can anonymize resumes, ensuring that hiring decisions are based solely on skills and qualifications rather than unconscious biases related to gender, race, or ethnicity. Additionally, HR software can automatically screen candidates for diversity goals, helping companies create balanced teams from the outset.

Performance management is another area where HR software is making a difference. With continuous performance tracking tools, businesses can evaluate employees based on real-time data, helping to eliminate biases that can occur in annual reviews. Moreover, feedback loops and employee sentiment analysis help HR teams identify issues related to inclusivity and address them proactively.

3. Recent HR Trends in 2025

As the workplace continues to evolve, hybrid work models have become a permanent fixture in the landscape of work, following trends seen in 2024. However, inclusivity within hybrid and remote work environments presents unique challenges. In 2025, HR leaders are focused on ensuring that all employees—whether they work remotely, in-office, or a combination of both—feel equally included in company culture and have access to the same opportunities for growth and development.

One way organizations are achieving this is through the strategic use of HR software designed for hybrid work management. These platforms facilitate seamless collaboration and communication between remote and in-office teams, ensuring that all employees stay connected and engaged. By providing virtual spaces for team collaboration and feedback, HR software ensures that employees who may not be physically present in the office are not overlooked when it comes to promotions, professional development, or participation in key projects.

Another major trend is the use of virtual DEI initiatives, such as online inclusion training programs and virtual mentorships, to ensure all employees, regardless of location, can actively participate in diversity and inclusion efforts.

4. Personalization and Belonging: Key Elements of Inclusivity

One of the HR trends in 2024 that is continuing into 2025 is the focus on personalized employee experiences. A truly inclusive workplace must cater to the individual needs of its employees, recognizing that everyone has different preferences, challenges, and goals. Companies are increasingly offering personalized benefits packages, flexible work schedules, and tailored development programs to ensure that all employees feel supported and valued.

HR software plays a vital role in personalizing the employee experience. These platforms can collect data on employee preferences, work habits, and career goals, allowing companies to offer personalized recommendations for development opportunities, wellness programs, and work-life balance initiatives. Additionally, AI-driven learning management systems can create individualized learning paths for employees, ensuring that everyone has access to the resources they need to grow and succeed.

Creating a sense of belonging is also key to an inclusive workplace. Employees need to feel that they are part of a community where their contributions are recognized and valued. In 2025, companies are using employee engagement tools within HR software to foster community-building and ensure that employees feel connected to their teams, regardless of their location.

5. Addressing Bias and Ensuring Equity

One of the most challenging aspects of creating an inclusive workplace is addressing unconscious bias and ensuring equity across all HR processes. In 2025, organizations are using HR software to tackle these issues head-on. AI and automation are particularly useful in eliminating bias from critical HR functions, such as recruitment, promotions, and performance evaluations.

For example, AI-driven recruitment tools can help ensure that job descriptions are gender-neutral and inclusive, attracting a diverse pool of candidates. These tools can also analyze data from previous hiring processes to identify patterns of bias and recommend corrective actions. Similarly, pay equity analysis tools within HR software help organizations track compensation trends and ensure that employees are being paid fairly, regardless of their background or demographics.

6. Mental Health and Well-Being as Part of Inclusivity

Recent HR trends in 2025 emphasize the growing importance of mental health and well-being as part of creating an inclusive workplace. Inclusivity goes beyond ensuring diversity in hiring—it also involves creating a supportive environment where all employees feel comfortable bringing their whole selves to work. Companies are expanding their well-being programs to include mental health support, flexible working hours, and access to counseling services.

HR software helps organizations manage these programs by offering wellness tracking tools, mental health resources, and feedback mechanisms to monitor employee well-being. By collecting data on employee stress levels, work-life balance, and overall satisfaction, HR teams can make informed decisions on how to improve their well-being initiatives and create a more inclusive environment for all.

Conclusion

Creating a truly inclusive workplace in 2025 is about more than just hiring a diverse workforce—it’s about ensuring that everyone, regardless of background, feels valued, supported, and empowered to succeed. As the recent HR trends in 2025 highlight, inclusivity is now deeply integrated into the core of business strategy, and HR software is playing a pivotal role in making this transformation possible.

By leveraging HR software to track diversity metrics, eliminate bias, personalize employee experiences, and support well-being, companies can create environments where every employee feels like they belong. In this evolving landscape, organizations that prioritize inclusivity will not only attract top talent but also foster innovation and drive long-term success.

[techhy-simpson]

Smart Growth: Cost-Saving Expansion Tactics for Startups

For any growing startup, scaling up in a cost-effective way is a dream and a dilemma. These young businesses aim to boost their reach and operations. The big question is: Can they increase their team size without burning through their budget? This is where staff augmentation comes in. It's a practical, flexible method that lets startups grow without breaking the bank.

A Look at Startup Expansion Pitfalls

Take a fictional startup, ByteWave, as a case in point. Three university pals had a fantastic idea for a cloud-based service and ByteWave was born. After a year, their user base ballooned to 50,000. This explosive growth brought a heap of operational headaches. ByteWave's tiny 12-member team was swamped, battling to stay afloat amidst demands for customer support, software updates, and fresh feature rollouts.

Traditional hiring seemed the logical move. However, it's a costly option. The Society for Human Resource Management estimates the average cost of recruiting a new U.S. worker is $4,129, taking an average of 42 days. For a startup like ByteWave, this approach was simply out of reach in terms of time and budget.

The Benefits of Staff Augmentation

Staff augmentation is a far more efficient solution. It gives startups the flexibility to temporarily hire skilled personnel for key roles. ByteWave could quickly bring in specialist developers and customer service agents for specific projects. This gave the founders the ability to dynamically scale their team, tackling particular problems without the delays and costs of full-time recruitment.

A Smart Financial Move

Staff augmentation brings significant savings. Deloitte's research shows businesses can save as much as 30% in labor costs by adopting flexible staffing models. These cost cuts result from reduced essential overheads like benefits, office space, and training costs. Plus, it speeds up time-to-market. Deloitte's study also discovered projects are completed 20-25% quicker with staff augmentation, giving startups a crucial competitive edge.

Success Stories

Numerous real-world examples demonstrate how startups have used staff augmentation effectively:

Airbnb: To boost user appeal, Airbnb brought in freelance photographers to produce quality property listings, enhancing the platform's appeal without having to recruit full-time photographers.

Slack: During a critical period of rapid growth, Slack used remote contractors to provide 24/7 customer support, avoiding the costs of a large, permanent team.

Uber: Expanding into new locations, Uber used local contractors for tasks such as driver onboarding and market research, allowing fast growth without the long-term overheads of permanent local staffing.

Steps to Implement Staff Augmentation

If you're a startup considering staff augmentation, follow these practical steps:

Be Transparent: Define the needed skills and roles. This helps you find the right talent.

Choose Wisely: Partner with reliable staffing agencies or platforms that are familiar with your industry. They can quickly hook you up with vetted professionals.

Foster a Team Spirit: Treat augmented staff as integral team members. Make sure they attend meetings, have the necessary tools and keep communication lines open.

Be Clear: Set out the scope, deadlines, and deliverables for each project. This ensures all parties are on the same page and promotes effective collaboration.

Share Knowledge: Ensure the knowledge and experience that the temporary staff bring is shared with your permanent team.

Challenge Navigation

Staff augmentation, while beneficial, is not without its obstacles. Here's how to address them:

Building the Team: Temporary staff might not naturally fit into your company culture. To bridge this gap, include them in team activities and clearly communicate your values and aims.

Maintaining Standards: Keep high-quality work by setting clear quality benchmarks, and conducting regular work reviews.

Data Protection: Safeguard critical information with strict NDAs and limit access to crucial systems.

Employee Relations: Permanent team members might feel uneasy about temporary staff. Be clear about the roles of augmented staff and stress that they are an additional resource, not a threat to the core team.

The Way Forward

The move towards flexible work arrangements is increasing. An Upwork study predicts that by 2028, 73% of all teams will include remote workers. This factors make staff augmentation an appealing option for startups. Tools for remote project management and communication like Trello, Asana, and Slack are helping facilitate this shift, allowing efficient collaboration regardless of location.

Conclusion

Staff augmentation can be a lifesaver for startups trying to expand while preserving their budgets. It permits them to bring in specialized skills as needed, accelerate growth, and compete effectively without long-term financial commitments.