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theamityelf · 20 days

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(Kamukuras au)

Has Naegizuru ever said something that made his class hyper aware that despite everything-despite the similarities-Makoto is functionally dead? And what would you propose it would be?

Oh, absolutely let's do the angst.

So I'm thinking maybe it's not something he says. I think he's careful about his words.

At first, everyone, to some extent, quietly reached the conclusion that Makoto just went through some unexplained ordeal and lost his memories. It's still Makoto; he's just catatonic from whatever happened to him, and if they spend enough time with him, like he always used to spend time with them, they'd bring him back to himself.

And everything seems to reinforce this. He's learning from the things they say about him, and from candid pictures he's been shown of his old self. He wants to be what they want him to be, so he internalizes all this information and does his best to smile like Makoto, talk to certain people slightly more than others like Makoto, as if he had a preference, and ideally fill whatever vacancies Makoto has left.

(Some genuine character development comes from the fact that Kyoko knows when he's faking. She hates to see him fake a laugh or feign confusion; it's like some stranger is putting on her dear friend as a mask. And he wants to do a better job for her, so he does his best to mean them. And when he can't claw his way to feeling the "correct" things through sheer effort, he instead learns to lean into the inklings of feeling he does have, and nurture them. More on this later! If I go too deep, it will fully derail the actual answer to your question.)

When Junko gives him the hoodie and he starts regularly wearing it, it seems to them like Makoto is really on his way back. Maybe, in celebration, they arrange a surprise for him. His favorite food.

No one's in the room to give it to him. They just leave it on a desk for him to find, planning to come in later and collectively take credit for the surprise.

(Junko probably came up with that element of it, but Kyoko definitely agreed; she wants to see what happens, too. She hopes...)

Makoto enters the room they sent him to, and he sees the bento on the desk. He studies it for a while, thinking that this is some kind of test but unable to gather what his reaction is supposed to be from anyone else's behavior. He's alone. He's supposed to...eat it, right? That's all? Is there a particular way Makoto would eat this food? Is that why...?

Or is it a special occasion? Is it tied to a memory he doesn't have? Inconclusive. He doesn't have enough information. They haven't mentioned this food before. He doesn't want to upset them. If he does the wrong thing, they might be upset about losing Makoto, and he was supposed to fix that!

He hears them coming, but he feels paralyzed with indecision. He doesn't consider himself a perfectionist in the way that Izuru is, but now he is hyper-conscious of how badly it might be received if he reacts incorrectly to this clue.

His classmates enter the room, and instead of happily munching down on this food he loves, he's standing stiffly beside the desk, looking somewhat startled.

"I-I'm sorry," he says. He's learned to stumble over his words a little. Is that better? Will that make it better? Their faces are falling. Failure. He failed this one. "I got lost in thought." He sits down and starts eating, but he's clearly checking their reactions more than enjoying the food.

Yasuhiro lightens the mood with some comment about how Makoto's so weird, and they carry on like normal, chatting and bantering, but he and they can all feel a kind of dread underneath it all. Makoto isn't here. Makoto isn't here, and they know that, now. They all know it.

#danganronpa #makoto kamukura au #kamukuras au #makoto naegi #kyoko kirigiri #junko enoshima #yasuhiro hagakure

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hwselect · 6 months

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Navigating the IT Jobs Market Within London

While new opportunities and prospects may seem exciting and enticing, charting a path for vacant IT jobs in London and the surrounding territory, while trying to find both work and living demands a strategic and planned approach and partnering with perhaps a specialist IT recruitment agency.

The city is amassed with major tech giants and conglomerates, including social media favourites like Google and Facebook, along with new budding, smart technology startups spanning sectors in finance, media, education, insurance healthcare, and governance bodies. Opting for available vacancies within London means finding, and embracing this vibrant city alive with diverse culture, leisure, and amenities. For many budding IT jobs in London seekers within the local surrounding areas, this work-life change can serve as the ideal career path and living opportunity, providing a wealth of available opportunities.

IT individuals seeking fresh horizons, and a more than lively social life, then the capital city stands as a brilliant and realistic, give-us-a-try vibe, to progress your chosen career path. Exploring and matching your preferred IT role and embarking on a successful job search for IT jobs in London, the hunt can sometimes entail the services of an IT recruitment agency and their team of consultants, by ideally aligning your professional interests, experience, and skills with available and suitable roles.

Try to diversify your search resources –using relevant social and digital platforms and contacting multiple IT recruiters can offer a big opportunity boost. Do not commit to the first interested agency you come across, engage proactively with several and gauge their responses both in time and clarity, along with your related search aspirations, and test their responsiveness to your skill sets and experience.

Not a British or dual nationality citizen! You do and will need to acquire a UK Work Visa: If you are an international jobseeker, then possessing a valid UK work visa or permit is paramount. A significant portion of London businesses and companies, as well as other UK major cities, employ IT workers that hail from overseas.

Your recruitment agency should be able to discuss, advise, and offer guidance on work application requirements. Check, and bear in mind any potential fees and other various requirements that need to be attended to, such as tax and health insurance, etc., based on your country of work and also your home country's tax or, earnings-related implications.

Accommodation: While an IT recruitment agency might be able to offer assistance and advice, the onus of finding accommodation lies with you. Several search platforms and agents can assist in this quest. Additionally, weigh the different pros and cons of transportation, living costs, and entertainment. Driving in the city may prove difficult and very challenging both in cost and time, but in general public transportation offers a reliable and viable alternative, at a cost.

Selecting accommodation that fits your budget, might mean a certain amount of travel time is involved, so be aware and prudent in any financial decision you make. Working in London not only provides a chance to work with smart and new cutting-edge technology but also offers a cosmopolitan lifestyle, brimming with cultural, entertainment, and social experiences.

Identifying job roles: Begin by pinpointing an IT recruitment agency that is aware and aligns with your understanding of the type of work requirements you seek. Check their expertise, and what they can offer and bring to your professional career trajectory. Though social media platforms can be of assistance, when looking for IT jobs in London, it's prudent to diversify your search. Remember, every agency promises to provide a unique job search experience and proactive perspective; finding the one that ideally resonates with your requirements is important and paramount.

How an IT Agency Sources and Shortlists Global Talent A Recruitment Agency Checks & Interviews Candidates Before Placement

#it jobs london #it recruitment agency

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cinematicnomad · 9 months

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hi! i hope this is okay to ask, but i was just wondering if you could tell me/us a bit more about how you landed your job (which seems SO cool)? like, is this something you were always interested in? did you have to go to school for it? i'd love to work on the comm/marketing team for a university in my country--because i really miss the feeling of being on a busy, bustling campus--but idk if there's a better way of going about it than just cold-calling or emailing the hr dept about vacancies...

(2/2 uni job anon) comm/marketing and recruitment (which is what you do, i think?) are quite different ofc--i just think that these particular universities could really use a hand with their various english-language dispatches and know i could really help them out if i found a way onto their staff roster...

hey anon! i'm definitely happy to answer any questions. i can't comment on how your countries university's handle hiring. in the states, universities tend to list all of their open administrator/staff positions online. you can literally google a university name + jobs and you'll find a link. once on it, you can usually narrow you're search—so in your case, you could potentially narrow it down to positions with the words 'marketing' 'communications' 'social media' etc etc. then find the position that fits your interest and fill out the application and submit it. then you just have to...wait. which for universities (at least in the states) can take some time.

i put my personal journey in my work below the cut if anyone's interested:

i didn't originally go to school with the intention of working in higher ed. i got my bachelors in english lit with a minor in history. i thought i might become a writer or go into publishing or something. i v much did not know what i wanted to do by the time i finished undergrad. i traveled some the summer after college and didn't really seriously thinking about my post-school plans until late july. i didn't have a drivers license (let alone a car or easy access to public transportation) and i was living in suburbia with my parents so my options were really limited—but i lucked out in that we lived about a 15 minute walk from a large public university so i just kind of...applied to everything? i didn't have much by the way of experience—at this point my resume amounted to 3 summers working as a clerk in a doctor's office, a summer as a day camp counselor, a summer working as a sales associate at homegoods, and an internship at a british private publishing company. basically i had customer service skills and i knew how to function in an office and i could string coherent sentences together. the one guiding point i had when applying to jobs was that...i'd grown up traveling around the world and so i was intrigued by the jobs i saw that had to do with international admissions/students/etc. i prioritized those applications, but honestly i would have taken anything.

i luckily got an interview and an eventual offer for a part-time assistant job in the office of international admissions. and my career kind of just...evolved from there? about 6 months later my supervisor moved into a new position and i was asked to apply for his job so i did. it wasn't exactly what i wanted to be doing—i spent my days sitting in an office reviewing international transcripts to determine a) if the school was recognized/accredited; b) the US degree equivalency; and c) the student's equivalent US gpa AND i was given the task of processing and issuing immigration documents for incoming int'l students. these are two incredibly niche, vital processes for international admissions and having that baseline expertise was good for me. i stayed at that university for a total of 4 years before accepting a position at a smaller private university in DC—by this point i had a license and a car and could afford to move closer to public transportation. career-wise it was lateral move—i didn't get a title bump, but i did get a decent salary increase AND the job was more generalized. which was good for me! all of my work up until that point had been SO specialized and isolated that i spent a lot of time on my own cooped up in an office doing work alone—and bc my job was so isolated and no one could cover for me, and it was so reliant on being in the office, i was never given the opportunity to travel. which sucked. my new job let me experience different facets of admissions with a team of people and also allowed me the chance to get some experience recruiting domestically.

after i'd been there for a while i took advantage of one of the common benefits of working in higher ed in the US—tuition benefits. i applied for and was admitted into a master's program int'l education and my job covered 90% of the tuition. whenever i had a performance review or check in with my supervisor i let her know i was interested in recruiting internationally for the office. halfway through the program my boss offered me the chance to apply for a new position in my office with the understanding that it would come with a pay increase, a title bump, and FINALLY: int'l recruiting. i applied, got the job, renewed my passport so i could be ready to travel...and then COVID hit.

that derailed plans a little but i stayed in my job and kept working. i finally got to start recruiting internationally for my job last fall and around november i had another conversation with my boss about a new position—this one would be focused on recruiting internationally and on developing partnerships with other universities and designing joint programs. so that's what i'm doing now! and that's how i got here.

not sure if anyone is actually here still reading this! but if you are, i am happy to answer any questions you might have about preparing for interviews, what to expect, other nitty-gritty details, etc.

#ask #anonymous #this was long #i don't even know if it is of interest to anyone #but pls let me know!

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royalld · 1 year

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This is an excerpt from a draft of one of my memoirs.

———

In the early 1970’s, I had dreams of getting out of New York City and moving to Atlanta.

I heard so much about ATL. It was a growing Mecca, favorable to Black enterprise. All of the magazine articles pinpointed Atlanta as the place to be for young folks. It was particularly attractive to young Black college graduates.

I was newly out in the world completely on my own, just back from four years in the Air Force. Putting all of life’s pieces together in NYC was a struggle for me. Rent was high. Car insurance, groceries, and even cleaning my clothes were big ticket budget items. I was keeping up with the struggle, but had to have a room-mate. I certainly couldn’t afford a place of my own.

I loved working Kennedy Tower. Controlling fast paced and high volume domestic and International flights was a point of pride. I loved mastering the complexity of Kennedy Airport’s runways and taxiways. The accents on the radios of pilots from literally all over the world had become familiar. The rhythm of rotating hours of shift work was starting to gel. Other than the senior controllers repeatedly screwing up my days off, I found a good fit.

But I kept hearing about Atlanta, and I liked what I was hearing. I had scattered dreams of quitting my ATC job and moving to Atlanta as a flight instructor.

My sister was a recent graduate of Fisk University, in Tennessee. She decided to stay in the south. She and her college roommate chose Atlanta.

My first visit there opened my eyes to an entirely different galaxy of life. The most visible parts of the city were vibrant. New modern construction was all over the city. Entertainment was everywhere. Black folks were thriving, or appearing to thrive like I had seen no where else in my life. Rent was half what I paid in New York, and the apartments were much better appointed.

As soon as I could build enough flight time to become a flight instructor I would move to Atlanta. I found where I wanted to be.

While there I visited the control tower at Atlanta’s Hartsfield Airport. The first person I saw when I got off of the elevator happened to be the tower chief, as they called air traffic managers back then. The chief was amused by my interest in the what they did in the control tower and radar room there.

He took me on a tour and introduced me to a few controllers. He was surprised by some of the questions I asked the controllers.

“You have been reading quite a bit about ATC, it seems.”

“Yes sir, I had to study a lot, to get certified at Kennedy Tower.”

“YOU are a controller? At JFK in New York?”

“Yes. I have four years of Air Force air traffic experience, and just last week I completed my training as a full performance level controller at JFK.”

“Really?!!”

He told me Atlanta airport had plans to grow tenfold. I assumed tenfold was an exaggeration. As it turned out over the years, it was no exaggeration at all.

That was when the chief of possibly the most sort after ATC facility in the nation, looked me in the eye and said, “We’ve never had a Black air traffic controller here.”

I think we both knew then that that was about to change. If it wasn’t me, some other controller of color would soon be selected to work in his growing facility.

The chief’s name was Lester Shipp. After he grilled me about my experience and knowledge for over an hour, Mr. Shipp told me who to send my paperwork to. He told me of four people I needed to stay in contact with, and how often to contact them about the progress of my transfer request.

I appreciated him being cordial to a starry-eyed kid, but I knew it was a useless exercise. No one transferred out of the Eastern Region in those days. And no one leaves JFK tower, other than to fill a vacancy in Hangar 11 which was the NY Terminal Radar Control room, aka the Common-I; colloquially known as "the room". Hundreds of controllers around the country wanted to transfer to the Southern Region. And Atlanta Tower took only the most experienced controllers from other facilities. It was well known that the Southern Region was in the build from within mode. So anyone transferring into ATL traditionally came from other Southern Region facilities. That was just how things were done. I was an outsider in more ways than one. My best avenue to Atlanta was to take a pay cut and become a flight instructor at one of the small airports in the area.

I put my papers in anyway. I called the people Mr. Shipp said to call, and asked them to please look out for my transfer request. Then I forgot about it. Living in Atlanta, having my own place, socializing in a hip progressive environment was the plot of a fairytale, but in real life it was only a dream. But I did follow Mr. Ship’s suggestion, and checked-in with the four people on his list from time to time. I looked at it like going to the bookie to play a long shot on the numbers; the precursor to the legal lottery.

Slowly flight time toward my commercial pilots license grew. I periodically flew friends to Atlantic City, upstate New York, Connecticut, and Boston to increase my time in the air.

I continued to build a life in the giant city that never sleeps. I made new friends, one of whom became my best friend for the next 45 years. I started hanging around the radio station where my new friends worked. They were informally training me to become a disc jockey. I thought that was a good way to meet women. I was part of the radio station’s entourage when the DJ’s and lead engineer hit the night clubs.

Even when I worked until 11 o’clock at night, the “in-crowd” was just getting out to the clubs. Every night was a social event.

I was getting into the rhythm of the city when one day at work I was called to the chief’s office, on tenth floor. No controller liked be summoned to the tenth floor. The chief and a couple of staff members were in his office. None of them looked happy. I couldn’t imagine what I had done. I could remember no unusual incident with any flights. I had no disagreements with fellow controllers, so the long faces of this group were puzzling.

At the time, Kennedy Tower’s chief’s name was Art. He was normally a jovial guy. That day was different.

“Dave, I believe you know we are short-staffed, on nearly every shift.”

“Yes, believe me, I feel that”, I said. I couldn’t remember making any requests for time off. Although, a week prior I did take a sick day. With my lousy seniority sick leave was the only way I could get a needed day off. I doubted these guys could prove I wasn’t sick; unless they saw me going into the radio station; which was in Harlem. In those days I was certain these guys weren’t up in Harlem.

“Dave, I would like you to withdraw your request for transfer.”

“Withdraw it? Why?”, I said. I was certain that no one was taking this rookie’s Atlanta dream seriously.

“If you transfer out of the facility at your low seniority level it would cause all manner of turmoil amongst those senior to you who have been trying to get out of here for years.”

“Well, it’s not likely I would get selected for a job before any of the big guns do.”

Art, got even more stern. His eyes narrowed. He lifted a stack of papers off of his desk. “The problem is, you have already been selected by Atlanta Tower and TRACON. We can’t afford to lose you for a number of reasons. Staffing and the breach of seniority protocol are chief among them.”

New York was a big union friendly area. Seniority was a union hot-button. I was chummy enough with the local union rep to know he had a mean streak and would probably turn red in the face for hours when he got the news.

“They want me in Atlanta?”

“Yeah! And I don’t have the power to block it. You must have been talking to people in high places.”

I thought back to the four names Lester Shipp gave me to call. I had no idea who they were. I assumed they were administrative staffers working in the two regional offices. My chats with them were casual but they were in depth enough to show I knew my stuff.

Art repeated himself, “I need you to withdraw your request.”

My head was spinning. Many controllers around the country wanted to get into the laid-back Southern Region, and Atlanta was the crown jewell in the region. It was one of the most coveted air traffic positions in the country.

Art said it again, “I need you to withdraw your transfer request.”

All of this was too much. My adult life was getting into full swing in the big city I grew up in … but the dream of Atlanta once fuzzy was now coming into focus.

I looked Art straight in the eyes, ignoring the others in the room.

“Would you?”, I asked.

“Would I what?”, he wanted to know.

“If you were selected to go to Atlanta would you withdraw your request?”

He slumped back in his chair. The staffers in the room slinked against the corner bookshelf. “You know you would be leaving us with a helluva mess, don’t you?”

“Art, I didn’t create this staffing mess. It was like this when I got here. I can’t fix that.”

“And what about the seniority protocol?”

“Three times in the last two months I got my days off unfairly changed because of seniority. Sorry, the seniority policy around here is not my friend.”

Art sat up and straightened the stack of papers he had been fidgeting with.

He said, “No.”

I was confused, “What do you mean no?”

“No. If I were selected to go to Atlanta I would not withdraw my request.”

He handed me the stack of documents. The top page read, Permanent Change of Station.

_________

P.S. In my entire FAA career, Mr. Shipp is the only colleague I never called by his first name. He passed recently. He will always be Mr. Shipp to me.

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stratusisms · 2 years

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Dr. Evà Esperanza

Evà Esperanza, daughter of a nurse and a surgeon. The girl who found herself born in Madrid, but soon as a student in Los Angeles whom was sinking in college loan, homeless and studying under a light at the PD station. Her story begins in a small suburb in Madrid, Spain. The year was 2007. That year was the year that shaped her forever. A devastating car crash left her without her immediate family. Consumed in grief, her head was firmly down and education was her main focus. Soon, she then was offered a scholarship in LA, from the University of Berkeley, to study Psychology. Thinking that a rising opportunity she accepted it. After the first year, she started spending what she had initially planned to last for 6 years. Well here is the problem. She was not even close to what she originally thought living in LA would cost her. At the end of the 2nd year of BA, she was completely dry and forced to take student loans. Yet she thought it’s fine. “I can work a job or two, and survive” she told herself. Well no! It was more like three or four jobs. Nobody would give a student full payment.

Evà was close to finish her studies for Phd in Psyhcology, and all needed was on last push. Lucky for her, the restaurant owner she worked at, knew a person who would hire Evà. That person is doctor Debra Harrington, owner of Optimum Health Clinic. Evà worked there as an intern until she finished studies, and after that she had begun to work full time. Having all her sacrifices pay out, Evà finally had a stable job as a psychologist at the clinic. Didn't take long before she become one of the most valuable and productive members of the team. She devoted her life to helping people who struggled with mental health issues. After being witness to so many people in need for mental health counseling she thought of having more assistance and work on a big project. One month later she applied for a vacancy in the upcoming wrestling promotion AEW as psychologist.

She was the lucky one out of many people who applied for the job position and get accepted. When everyone else failed the application she successfully nailed it. To this day she is yet the only Psychologist who was successful in the application, probably due to her outstanding performance or setting the bar too high for anyone else who wishes to join. Anyway, after successfully joining the company she immediately jumped into action. She began developing a campaign to raise awarness for mental health. With the assistance of Optimum Health Clinic, and also with the help of the promotion she launched her campaign.

#vhq : character intro.

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inkedsimply · 3 days

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Recruitment Agencies in India

In the dynamic landscape of employment, the role of Recruitment Agencies in India has become increasingly pivotal. As businesses expand and diversify, the need for qualified talent has intensified. This surge in demand has propelled the growth of Recruitment Agencies in India, which act as catalysts in connecting skilled individuals with suitable job opportunities. These agencies serve as intermediaries between employers and job seekers, facilitating the recruitment process efficiently. With the evolving job market, understanding the significance and functioning of Recruitment Agencies in India becomes imperative.

Understanding the Role of Recruitment Agencies in India

Recruitment Agencies in India play a multifaceted role in the employment ecosystem. They serve as conduits between organizations seeking to fill vacancies and individuals searching for suitable employment opportunities. These agencies meticulously assess the requirements of employers and meticulously scout for candidates possessing the requisite skills and qualifications. By leveraging their extensive networks and industry insights, Recruitment Agencies in India streamline the hiring process, ensuring compatibility between employers and employees.

Moreover, HR Recruiters in India act as advisors to both employers and job seekers. They provide valuable insights into market trends, salary benchmarks, and industry dynamics, enabling informed decision-making. For employers, these agencies offer strategic guidance on talent acquisition strategies, ensuring alignment with organizational objectives. Similarly, for job seekers, Recruitment Agencies in India offer career counseling, resume refinement, and interview preparation, enhancing their employability quotient.

The Evolution of Recruitment Agencies in India

Over the years, Recruitment Agencies in India have evolved significantly to meet the evolving needs of the job market. From traditional methods of candidate sourcing to embracing digital platforms and technologies, these agencies have undergone a paradigm shift. The advent of online recruitment portals and social media platforms has revolutionized the recruitment landscape, enabling agencies to reach a broader talent pool efficiently.

Furthermore, HR Recruiters in India have diversified their service offerings to provide end-to-end HR solutions. Beyond just recruitment, these agencies offer services such as payroll management, training and development, and workforce planning. This comprehensive approach not only enhances the value proposition for clients but also establishes Recruitment Agencies in India as strategic partners in organizational growth.

Challenges and Opportunities for Recruitment Agencies in India

Despite the significant contributions of Recruitment Agencies in India, they encounter several challenges in their operations. One such challenge is the talent crunch, wherein the demand for skilled professionals surpasses the available supply. In a competitive market, attracting top talent becomes increasingly challenging, necessitating innovative recruitment strategies.

Additionally, Recruitment Agencies in India face stiff competition from internal HR departments of organizations and freelance recruiters. To stay ahead in the game, these agencies must continuously upskill their workforce, embrace emerging technologies, and differentiate their service offerings.

However, amidst these challenges lie immense opportunities for Recruitment Agencies in India. The burgeoning gig economy, characterized by freelance and contract-based work, presents a fertile ground for agencies to thrive. By tapping into this segment, Recruitment Agencies in India can offer flexible staffing solutions to businesses while providing job seekers with diverse employment opportunities.

Furthermore, the increasing focus on diversity and inclusion in the workplace presents another avenue for Recruitment Agencies in India to make a significant impact. By actively sourcing candidates from diverse backgrounds and promoting inclusive hiring practices, these agencies contribute to fostering a more equitable workforce.

The Role of HR Recruiters in India

At the heart of Recruitment Agencies in India are HR recruiters who serve as the driving force behind talent acquisition initiatives. These professionals possess a unique blend of interpersonal skills, industry knowledge, and recruitment expertise. HR recruiters in India play a pivotal role in understanding the requirements of clients, evaluating candidate profiles, and facilitating the entire recruitment process seamlessly.

Moreover, HR recruiters in India act as brand ambassadors for both the recruiting agency and the client organization. Through effective communication and relationship building, they establish trust and credibility with both parties, thereby fostering long-term partnerships. Additionally, HR recruiters leverage their networks and market insights to stay abreast of emerging trends and talent dynamics, ensuring a competitive edge in recruitment efforts.

In conclusion, Recruitment Agencies in India play a crucial role in shaping the dynamics of the job market. As catalysts of talent acquisition, these agencies bridge the gap between employers and job seekers, driving organizational growth and individual career progression. With the evolving landscape of employment, Recruitment Agencies in India must adapt and innovate to remain relevant and impactful in the ever-changing realm of HR recruitment

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hrblusky · 4 days

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Is This the Future of Recruitment

Perhaps one of the main areas in HR impacted by COVID 19 has been recruitment. Often one of the most traditional in terms of processes, recruitment teams have had to fast-track re-invention of many of their processes and procedures to facilitate remote recruitment and onboarding. Along with changes in processes, there has also been a significant shift required in recruitment professionals’ skills.

Although many organizations have already embraced online candidate screening using software tools such as Webex, Skype and Zoom, virtually recruiting through the full cycle from identification to onboarding has become the new norm.

Internal mobility and upskilling programs have a greater focus, with accompanying changes in approach from looking outside for new talent to embracing and developing internal talent.

And along with the need to embrace flexibility in worker location, workforce diversity now has the urgency and accountability it always deserved. Workforce demographics have broadened to include freelancers, short-term contractors, and skilled resources supplied via specialized external service companies.

With each change comes a mix of benefits and challenges that have stretched recruitment teams’ abilities in organizations of all sizes and in all sectors.

Given the changes that have taken place, what might the future of recruitment look like? The following are just a few changes that are set to last:

1. Workforce Diversity and Internal Talent Development

Diverse workforce demographic mixes will continue to support the agility and flexibility needed in organizations. Recruitment teams will review business requirements and consider more comprehensive options, looking at possible internal talent moves, temporary solutions, and short-term contracts.

A key factor will continue to be cost containment, but this will be balanced by ensuring that the organization builds the required skill-base to succeed both long and short-term. The increased focus on internal moves will also require that recruitment teams develop a closer partnership with learning and development and talent teams to leverage upskilling and succession planning.

Mapping internal talent to job vacancies will require improved recording and maintenance of employee profiles and the ability to search for critical skills and performance criteria. Data mining and AI systems will be leveraged to make the identification and selection process more robust and accurate.

Online portfolios that demonstrate performance, learning and future workforce skills may become more common and replace traditional development plans.

Recruiters can also leverage the power of existing employees to find quality applicants. Letting them know if you are actively recruiting and setting up a referral reward program gets employees on board with your recruitment strategy.

In addition to skills diversity and internal talent promotion, the move towards remote working can give recruiters access to a broader talent pool.

Conscious or unconscious bias towards gender or race can be reduced when there is more transparency throughout the recruitment cycle, and by using technology to help promote diversity.

Using AI, data analysis and language learning, for example, software programmers that perform linguistic analysis look for words and word clusters specific to jobs. These programmers add and subtract points for “positive” and “negative” expressions so that the focus remains on the content of what the person is saying, rather than other elements such as their accent.

2. Job descriptions

Job descriptions will move away from the fixed and siloed approach previously taken and will be based more on skill sets and performance. Recruitment teams themselves have often been the first to be re-located in their organizations during downturns in hiring. So they have experienced at first hand the need for employees to demonstrate flexibility, adaptability, and the ability to learn new skills quickly.

Jobs may also be based at various locations, with combinations of office, workspace hubs and home working becoming common. The increase in remote working demands a different approach to job descriptions. Individuals are required to plan and think for themselves and take accountability for performance and achievement of goals.

The future workplace is also likely to require more project-based and cross-functional working. Recruitment teams will need to priorities potential and transferable skills, like problem-solving and adaptability, over the work history and technical ability to do specific tasks.

To combat the remote teams’ challenge, a focus on spelling out the details of the role with metrics and tactical goals focuses the new employee on what the organization wants them to achieve. Employees get a more holistic view of the full value chain, cause, and effect, and how their achievements contribute to the organization's success. This knowledge enables autonomous decision making based on the organization's goals.

3. Virtual Recruiting

Many organizations were already using video interviewing and remote assessments before the pandemic, but we are now seeing end-to-end virtual recruiting processes.

Some candidates will experience a completely virtual hiring process, not setting foot in the workplace until they are onboarded, or even later. At the same time, executive-level staff will be more likely to experience a hybrid recruitment process with online screening, face-to-face engagement, and site visits.

Streamlining recruitment online brings cost and time savings but also introduces new challenges for recruitment teams. Key issues include the lack of human interaction and the inherent problems when technology gets in the way of effective communication. We have probably all experienced an online meeting where the system slows to a halt or even disappears altogether in mid-flow. A stilted conversation is difficult enough when you communicate with a known colleague, but much more off-putting when during an already emotive recruitment process.

Another challenge of virtual recruiting is the recruiter’s skill and ability to adapt to this way of working. Trying to run an assessment center online can be infinitely more challenging than when done face to face. Team dynamics during screening can also be difficult to assess.

Alongside all this is the pressure on the recruiter to create and maintain a positive and engaging candidate experience and ensure that the employer brand is represented in the best possible way.

Recruiters may need to consider using technology such as chatbots to provide an online solution for candidates who have basic queries during the process, leaving themselves free to focus on more substantial engagement. Experiences with recruiters drive a candidate’s first impressions, and recruiters will need to find new ways to provide accessibility, flexibility, and empathy in their interactions.

Recruiters are uniquely positioned to bridge the organization's hiring needs and other key HR initiatives. They are adding diversity and inclusion, decision-making, and HR strategy to their skillsets and will bring clarity to talent data, reshaping employer branding, and fine-tuning the virtual hiring process — all in a continuous process of improvement.

Why not contact us at HRBluSky today to learn how we can support your recruitment activities.

#Future Recruitment

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infoprolearning1 · 5 days

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Understanding the Quintessence: The 5 Stages of the Onboarding Process

In the labyrinth of modern business dynamics, effective employee onboarding stands as a beacon of organizational success. It’s not merely about filling in a desk but nurturing a talent. The quintessence of this process lies in its meticulous stages, each contributing to the seamless integration of a new hire into the company’s ecosystem. Understanding these stages is akin to deciphering the code of organizational prowess.

Preparation and Planning: The onboarding journey commences not upon the arrival of the new recruit but far before, in the realms of preparation and planning. It involves delineating the employee onboarding checklist, a blueprint that orchestrates the entire assimilation process. According to a study by SHRM, "62% of organizations with a structured onboarding process had higher time-to-productivity ratios for new hires."

Orientation and Induction: The second stage unfurls the welcome mat, as the new hire steps into the realm of orientation and induction. Here, they acquaint themselves with the organizational culture, values, and mission. This phase is pivotal in laying the groundwork for a harmonious relationship between the individual and the organization. A survey by Aberdeen Group found that "86% of respondents felt that a new hire's decision to stay with a company long-term is made within the first six months of employment."

Role Clarification: Ambiguity is the antithesis of productivity. Thus, the third stage of the onboarding process revolves around role clarification. It’s imperative to delineate the expectations, responsibilities, and performance metrics of the new role. This clarity fosters a sense of purpose and direction, vital for the new recruit to hit the ground running. Research by Gallup suggests that "employees whose managers help them set work priorities are 70% more likely to be engaged at work."

Integration and Socialization: Humans are social beings, and so is the workplace ecosystem. The fourth stage, integration and socialization, revolves around assimilating the new hire into the social fabric of the organization. This involves forging connections with peers, mentors, and superiors, fostering camaraderie, and cultivating a sense of belonging. A study published in the International Journal of Selection and Assessment stated that "effective socialization practices can increase job satisfaction by up to 25%."

Evaluation and Feedback: The final stage is not a conclusion but a continuum. Evaluation and feedback constitute the cornerstone of ongoing development and refinement. Regular assessments and constructive feedback mechanisms enable the organization to gauge the new hire’s progress, identify areas of improvement, and provide the necessary support and resources. According to a report by Gallup, "Employees who receive feedback on their strengths are 8.9% more productive."

In essence, the onboarding process is a symphony of meticulous planning, seamless execution, and continuous refinement. It’s a journey that transcends the mere act of hiring, transforming it into a holistic assimilation experience. Adhering to the employee onboarding checklist ensures that no stone is left unturned in this transformative voyage.

As organizations navigate the labyrinth of talent acquisition and retention, mastering the art of onboarding emerges as a linchpin of sustainable success. It’s not merely about filling vacancies but sculpting a workforce that thrives and flourishes within the organizational ecosystem. Embracing the five stages of the onboarding process is akin to unlocking the Pandora’s box of organizational prowess.

#employee onboarding checklist #employee onboarding #infoprolearning

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pooma-un-women · 9 days

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TEACHERS - APPLYING AS INTERNATIONAL CANDIDATES

Many dream of moving to the UK to become a teacher after having gained a lot of teaching experience back home. If you are planning to move to the UK as a teacher, then the following guide will tell you how to apply to teaching positions in the UK as an international candidate.

👉🏽 Firstly, you may want to be a specialist teacher, decide what subject you are grounded in, this could be a subject you have a degree in or the one you have taught back home. For instance, if you are a Physics Teacher, then your CV will read "Physics Teacher".

👉🏽 After deciding your subject, get at least 2 professional referees for your previous teaching experience. These is preferably professional emails and could be from your former employers.

👉🏽Prepare your CV

Maybe you’re not applying with this CV because not many of the UK’s top schools take CVs, but your CV needs to be ready in order to make filling out your application forms as easy as possible. For instance, while completing the forms, you’ll still need to include your roles and responsibilities for each previous position, which you can easily copy and paste during your application.

👉🏽 Create a candidate/ Job seeker profile and register on these two highly recommended websites:

❄️The UK Government teaching website for teaching vacancies:

https://teaching-vacancies.service.gov.uk/jobseekers/sign_up

❄️TES Jobs

https://www.tes.com/authn/register?rtn=https%3A%2F%2Fwww.tes.com%2Fjobs%2F&omitName=true&appId=0bf8ffca-6026-41a0-b1a0-24350ef7c13d

These two websites have the most schools giving out the Certificates of Sponsorship to international applicants; the CoS is what you need to apply for your visa to come to the UK 🇬🇧

You must create your account and fill in all your information on these websites - they may appear lengthy but you can use this same information to apply to jobs when the job advert is tagged QUICK APPLY

With QUICK APPLY, you can apply even while in bed because you don't need to fill out another lengthy school form; instead, your information already on the website is used automatically.

Set up a job alert on these websites to receive notifications when your desired position becomes available.

Since you need a CoS, It is important to verify on the government website whether visa sponsorship is available for the mentioned vacancies before proceeding with your application. This is necessary to prevent wasting time and effort on completing a lengthy application form that may ultimately be futile.

RELOCATING AS A TRAINEE TEACHER

If you have a degree, you can do postgraduate teacher training to get qualified teacher status (QTS).

Teacher training courses usually take 9 months full-time, or 18 to 24 months part-time.

You can choose your training here:

https://www.find-postgraduate-teacher-training.service.gov.uk/

While there are fees attached to this route, some of them are salaried route, which means you get paid while training and some comes with Certificate of Sponsorship (CoS) which allows you apply your visa to enter the UK 🇬🇧 as a student. Upon completing this course, you will get a PGCE+QTS.

Find out more on Teacher training here:

https://getintoteaching.education.gov.uk/train-to-be-a-teacher

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roofmyworldrds · 9 days

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Recruitment Agencies in India

Understanding the Role of Recruitment Agencies in India

The Evolution of Recruitment Agencies in India

Challenges and Opportunities for Recruitment Agencies in India

The Role of HR Recruiters in India

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mcnultynilsson07 · 15 days

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Renting A Motorcar At Turmoil Cup Hassle-Free, A 5 Step Guide

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walkwaterblogs · 1 month

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Leadership Hiring Strategies To Create A More Effective Management Team

A company’s leaders have a significant influence on the culture and morale of the business because managers have the power to make or break their staff members’ job satisfaction. These are your company’s on-the-ground representatives. They make decisions that have an effect on other people’s jobs and quality of life, and they have a significant influence on the culture of their teams. They are actively involved in the daily work of their teams while keeping larger, company-wide goals in mind. With all of this in mind, it is clear why it is crucial to select the best candidates for these crucial management roles. Through leadership hiring, businesses can take a deliberate approach to creating a stronger, more productive management team. So, you either appoint leading leadership hiring companies in India, one like WalkWater Talent Advisors, or use these leadership hiring techniques to build a stronger management team.

Put internal progress first

It’s never too early to start spotting potential leaders and giving them career development chances. Internal promotion not only strengthens the executive team, but also increases employee engagement and helps with retention. An employee is more likely to stay with the company and less likely to leave for a bright new chance elsewhere if you let them know you’re interested in their continued development within the company. A strong internal advancement culture is also a powerful selling point when bringing on new employees. And, if bringing on new employees is the only choice left for you, you can move further down the list.

Evaluate your requirements

The first rule of talent acquisition is to make hires based on your weaknesses. Without anyone to put ideas into action, the C-suite cannot manage a business. Determine the strengths and weaknesses of the current leaders in your business and then rank your hiring needs accordingly. This might refer to a dearth of certain competencies, underperforming business units, or unfinished departments.

Build a strong employer brand

Your leadership hiring efforts should be ongoing, not just when you need to fill a vacancy, which entails cultivating a positive reputation among top talent in your industry on a continuous basis. Establish objectives for your leadership acquisition plan, monitor success indicators, and evaluate them frequently. Create a content plan that is especially focused on executive hiring. Give your brand-building endeavours opportunities for your employee brand ambassadors to participate in.

Exercise due diligence

Staff turnover is never desirable but when it affects the leadership, it can severely undermine a team’s confidence. Therefore, it’s even more crucial to choose the correct candidate the first time for a leadership position. Whenever feasible, ask for referrals, and thoroughly check all possible references. Look past the resumes; consider how they got their start and how their particular career path may have influenced how prepared they are to join your team. Although receiving a pay check is crucial, the greatest leaders are driven by more than just money. If you want to hire a leader, you need to look deeper to find their core drivers and determine whether they are compatible with your goal.

Set a reasonable spending limit

When you hire a leader, you’re actually hiring more than just one individual; you’re also agreeing to their contributions to the business and their influence on everyone else who works in your company. A leadership appointment has repercussions far beyond their specific job description. Offering competitive compensation is essential to luring in and keeping talented executives. Regularly review and adjust your salary timescale.

However, if you’re still keen on approaching leading leadership hiring companies in India, a specialized hiring company will provide you with access to a large talent pool. Moreover, in addition to assisting with the screening and interview process and streamlining negotiations during the offer phase, they can assure you that you’re hiring the best candidate when finding the ideal candidate is crucial.

#HiringCompanies #LeadershipHiringCompanies #LeadingLeadershipHiringCompanies #LeadingTalentAcquisitionCompanies #TalentAcquisitionCompanies #WalkWaterTalentAdvisors

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artdecco531 · 1 month

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Streamlining Maritime Operations: The Ship Crew Management System

In the vast expanse of our planet, maritime transportation plays a pivotal role in connecting nations, facilitating trade, and supporting the global economy. From container ships delivering goods across oceans to cruise liners providing travelers with unforgettable experiences, the maritime industry is integral to our modern way of life. At the heart of this industry is the ship's crew, the backbone that ensures the smooth sailing of vessels. In this blog, we'll delve into the Ship Crew Management System (SCMS), an essential technological solution that optimizes crew management, enhances safety, and boosts efficiency in the maritime sector.

The Importance of Crew Management

Before we explore the intricacies of SCMS, it's crucial to understand why effective crew management is vital for the maritime industry. A ship's crew is responsible for a myriad of tasks, including navigation, maintenance, safety, and communication. These crew members are not just employees; they are the lifeblood of maritime operations, and the seamless functioning of any vessel depends on their expertise and coordination.

Crew management encompasses various aspects, such as recruitment, training, scheduling, certification compliance, and payroll. Ensuring that the right personnel are available, well-trained, and adequately motivated is paramount. When the crew management process is inefficient or prone to errors, it can lead to operational disruptions, safety hazards, legal issues, and financial losses. This is where SCMS comes to the rescue.

Ship Crew Management System (SCMS): An Overview

The Ship Crew Management System (SCMS) is a comprehensive software solution designed to streamline and optimize crew-related tasks in the maritime industry. It integrates multiple functionalities, offering an efficient and organized approach to managing crew members throughout their employment cycle, from recruitment and training to deployment and payroll.

Key Features of SCMS

Crew Recruitment and Documentation: SCMS facilitates the recruitment process by allowing maritime companies to manage job vacancies, evaluate applications, and store candidate profiles. It ensures that all required documentation and certifications are up to date, reducing the risk of hiring unqualified personnel.

Training and Certification Tracking: The system assists in tracking crew members' training requirements and certifications, sending notifications for upcoming expirations and helping with the planning and execution of training programs.

Crew Scheduling: Crew rotation and scheduling are complex operations, especially for vessels that operate 24/7. SCMS helps optimize scheduling to ensure that vessels are always adequately staffed, which is crucial for safety and compliance.

Payroll and Compensation Management: SCMS simplifies payroll processing by accurately tracking crew hours, leave, overtime, and other compensation factors. This reduces errors and ensures that crew members are compensated fairly and on time.

Compliance and Regulation Management: Maritime operations are heavily regulated to ensure safety and environmental protection. SCMS helps companies stay compliant with various national and international regulations, minimizing the risk of fines and legal issues.

Communication and Reporting: The system centralizes communication between crew members and shoreside personnel. It also generates reports and analytics that can inform decision-making and improve overall operations.

Benefits of SCMS

Enhanced Safety: Proper crew management ensures that vessels are manned by qualified and well-rested crew members, reducing the risk of accidents and incidents at sea.

Regulatory Compliance: SCMS helps companies stay compliant with an ever-evolving and complex regulatory environment, minimizing the risk of fines and penalties.

Efficiency and Productivity: Streamlining crew management processes eliminates redundancies and errors, resulting in greater operational efficiency and cost savings.

Crew Morale and Retention: Well-managed crews are more satisfied and motivated, which leads to better retention rates and a positive work culture.

Data-Driven Decision-Making: SCMS provides valuable data and insights, enabling maritime companies to make informed decisions to improve their operations.

Use Cases of SCMS

Container Shipping: Container shipping companies operate large fleets that require meticulous crew management. SCMS helps optimize crew deployment and ensure that vessels are always adequately staffed.

Cruise Liners: Cruise lines rely on SCMS to manage large crews responsible for passenger safety, comfort, and entertainment.

Offshore Drilling: Offshore drilling operations involve complex crew rotations and require careful compliance with safety regulations. SCMS is invaluable in this sector.

Fishing Industry: Commercial fishing vessels often operate in challenging conditions. SCMS helps manage the crews' shifts, rest periods, and certifications.

Passenger Ferries: Passenger ferry services need efficient scheduling and well-trained crews to provide safe and reliable transportation.

Challenges in Implementing SCMS

While SCMS offers a host of advantages, implementing such a system in the maritime industry presents certain challenges:

Integration: Integrating SCMS with existing software and hardware systems on ships and at the company's headquarters can be complex and require significant time and resources.

Training: Properly training the personnel to use the system effectively is crucial. Resistance to change and a lack of digital literacy can pose hurdles.

Data Security: Given the sensitive nature of crew-related data, ensuring robust cybersecurity measures is imperative.

Cost: Implementing SCMS can be costly, which may discourage smaller maritime companies from adopting the technology.

Regulatory Variations: The maritime industry operates globally, and regulations can vary from one region to another. SCMS must be adaptable to these variations.

Future Prospects

The maritime industry is in a constant state of transformation, driven by technological advancements and a growing emphasis on sustainability. SCMS will likely evolve to meet these changing demands:

Sustainability Integration: As the world seeks to reduce carbon emissions and environmental impact, SCMS will incorporate features to track and optimize crew practices that support sustainability.

Automation and AI: The integration of automation and artificial intelligence can enhance crew scheduling, reducing the need for manual intervention.

Enhanced Data Analytics: The future of SCMS will include advanced analytics to provide predictive insights, allowing for more proactive crew management.

Mobile Accessibility: With the proliferation of mobile technology, SCMS will become more accessible and user-friendly for both shore-based and seafaring personnel.

The Ship Crew Management System (SCMS) is an indispensable tool for the modern maritime industry. It streamlines crew management processes, enhances safety, ensures compliance with regulations, and contributes to greater operational efficiency. As the industry continues to evolve, SCMS will adapt and integrate new technologies to meet the changing demands of the global maritime landscape. By investing in SCMS, maritime companies can ensure the well-being of their crew members, reduce risks, and ultimately secure the sustainability and success of their operations in an increasingly interconnected world.

#Ship Crew Management System

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hardynwa · 2 months

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Just in [Japa]: UK bans foreign health workers, caregivers from bringing families

The United Kingdom government has issued a statement banning international health workers and carers from bringing their dependents to the country on work visas. According to the statement released on Monday, the UK said the ban was part of the plans to reduce migration. This was announced by the Secretary of State for the Home Department, James Cleverly, in a statement on the Home Office X account. “From today, care workers entering the UK on Health and Care Worker visas can no longer bring dependants,” Cleverly wrote. “This is part of our plan to deliver the biggest ever cut in migration. A graphic information was also placed on the account, saying “Banned: Overseas care workers from bringing dependants. “120,000 people who arrived last year would no longer be eligible under our new rules,” it added. It should stated that the announcement was made based on the economic downtown facing the UK, which Rishi Sunak has been trying to fix. Early this year, in the same manner, the UK banned international students from bringing their families to the European country, affirming the measures to cut down migration. Earlier on Monday, Bloomberg issued a report that number of job vacancies has dropped in the UK. Read the full article

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jcmarchi · 2 months

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Best practices, breaking barriers & business opportunities - CyberTalk

New Post has been published on https://thedigitalinsider.com/best-practices-breaking-barriers-business-opportunities-cybertalk/

Best practices, breaking barriers & business opportunities - CyberTalk

Konstantina Koukou is a well-rounded, tech-savvy electrical engineering graduate with a specialization in Information and Telecommunication Systems and a Master’s degree in Business Administration. She has 13 years of experience in different roles, from technical to consulting, and a passion for cyber security.

Today, we’re taking the opportunity to highlight talented women in cyber security, including Konstantina Koukou, a distinguished technical expert and member of the Office of the CTO at Check Point.

In this interview, Konstantina shares several different reasons as to why she enjoys working in the cyber security space – reasons that you may be able to relate to.

Then, she delves into must-know insights and best practices that your organization should implement quickly in order to prevent emerging threats.

Finally, she provides fresh perspectives on how organizations can encourage more women to participate in the field of cyber security. Keep reading for amazing insights.

What do you enjoy most about working in the field of cyber security?

I enjoy it so much because every day is a new day; for all of us working in the industry. The fact that you need to constantly remain informed about new threats, attack methods, and new technologies is very intellectually stimulating. It makes cyber security for many cyber enthusiasts, including myself, an exciting and dynamic area to work in.

Also, in having the role of security consultant, as I do, it feels like you can have a real impact on protecting organizations and critical infrastructure, which can be quite rewarding, to say the least.

Lastly, I also like the social part of the job. I work closely with diverse teams and talented people, fostering collaboration to tackle security issues.

Your insights matter. What general cyber security recommendations do you have for organizations at this time, given what you’re seeing across the current threat landscape?

The threat landscape is evolving and we expect it to become even more challenging with the deployment of AI generated malware on the part of attackers.

There are several things that companies should do to stay protected. First of all, companies should build their own “human firewalls”. Companies need people who are trained, who are aware of the threats and the best practices and who can promote a culture of zero trust within the company.

Secondly, I believe that the current hybrid operating model of companies – given the adoption of cloud, SaaS services and the existence of the remote workforce – needs to be well monitored. When new products and services are introduced, there should not be any cyber security blind spots. Internal processes and tools should be aligned to improve the risk state.

Also, implementing AI in cyber security practices is a straightforward solution that can rapidly accelerate data analysis. Of course, the implementation of up-to-date cyber protections and zero trust principles in the organization goes without saying. Equally important is to develop and regularly test an incident response plan, as to make sure that the company is well prepared to respond and recover from cyber security incidents.

How can both academia and businesses encourage more women to pursue technical careers in cyber security?

It is imperative to bring in more female cyber crime fighters, not only because there is a huge lack of talent to cover the growing number of job vacancies, but also because it makes no sense for females to still be underrepresented in cyber security and the IT industry as a whole.

Failing to attract women means overlooking valuable skills and perspectives that can make the difference in the constant fight that is cyber security.

To achieve gender parity, the industry needs to address certain stereotypes. From an early age, girls need to interact with technology and to participate in S.T.E.M. programs, while schools need to foster digital literacy. Being called a nerd or geek is de-motivating for some girls (although for me it worked the opposite way : ) And to complement this, we need to create a supportive environment at home, school and/or work that focuses on the learning experience and motivation through curiosity.

Undoubtedly, there are many female role models in our industry that need to be promoted among a more general audience. Finally, in addition to the internships and mentoring programs that are always useful – either offered by educational institutes or businesses, – I think it also makes sense to recognize the current female employees organizations have.

Companies should invest in their employees, to allow them to progress, and investigate new roles, even if at first glance they don’t look like the perfect fit.

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