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The Amherst news-times. (Amherst, Ohio), 1922-09-14
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THE AMHERST NEWS-TIMES. - MB OL. IV. MO. 19. ISSUBO THURSDAY AMHBRST, OHIO, THURSDAY. SEPTEMBER 14, T922. I mjtoeeriptlen Prloa. <UJ ear Year "Sandstone Center ef taw Wor**r SCHOOL ENROLLMENT REACHES LARGEST NUMBER IN YEARS ATTENDANCE REPORTS SHOW 6W STUDENTS ENROLLED—WILL , REACH 700 BEPORE THB PIRST OP JANUARY The largest number ot students ever to attead school here enrolled laat Monday afternoon, when the achool doors were opened for the 1922 aud IMS school year. Attendance reports, as compiled yesterday, show an enrollment of 692 students, whloh ia the largest number of students ever to pttend school in the history of Amherst. Supt. F. It. Powers reported yesterday that the attendance will reach 700 before January first, and that when the new achool building is completed, the entire enrollment will reach 800. The following Is a report from each grade: Orade 8 60 Orade 7 Grade < Orade 6 Orade 4 Orade S Orade a Orade 1 . 60 . 65 . 63 . H . 71 - 78 . 72 612 —■ Getting here just the -same The enrollment in the high school this year numbers 160, whleh is a slight Increase over previous enrollments. ' -v When the new school building Is completed, a large number of country school students will come to the central school. There are about 100 students In these country schools, which will bring the attendance to about 800 by the close of the school term. W. V. Marshal Is bringing the students from the Black River achool, which Is located north of town, to Amherat and la using the bus which was used to bring the Clough Quarry children laat year. Oeorge Martin la now conveying the atudenta from Clough's Quarry to Amherst by meana ot a motor fetts. No arrangements have been made aa yet to convey the students from the country schools, who are now holding sessions in. their respective school . .The work -an Use schoolhouse is progressing aad It Is believed that the Job will be finished by the first of ths year. SEMI-PROFESSIONALS TO OPEN\m KNITS LARGEST ORIO TEAM IN COUNTY WILL PLAY FIRST OAME IN AMHERST AGAINST THE CLEVELAND KNITS The recently organized football team, which will travel under the name of Ruth's Semi-Professionals, will open their season with the Favorite Knitting Mill's traveliiiK teum of Cleveland. This game will be played In Am herst on September 24, if satisfactory urrangements cat be mude. The management wus unuble to give the exact date as they are awaiting a reply from Cleveland. The team went through their llrst practice Sunday morning with a large squad reporting for duty. "Art" Kurts of Lorain will have charge of the team, both In practices and on the field. The star backfleld went through a stiff drilling last Sunday morning with Kratt at full, Kurts and Oove at halves, and Mutusek at quarter. This combination Is made up of 100 per cent football men, who will be able tu hold their own with some of the best teams in the state. . Another practice was held ut Itrandt's park lust night at which time* the linemen were given a stiff workout. The men who will OU these po-4 sltionshave not as * yet been decided as a great deal of good material Is out for line positions. The team will practice again Sunday and ut that time the first real drilling will start. / CIP<"' "IDSCONTRACT ruK tlYRIA AVE. IMPROVEMENT TM- shim an. is BUSHY TAILS ARE REPORTED AS PLENTIFUL—MANY TAKE OUT LICENSES TWENTY MEN REPORT FOR FIRST PRACTICE COACH DURLING FINDS FAST BUT LIGHT MATERIAL TO SHAPE THIS YEAR'S HIGH SCHOOL FOOTBALL OUTFIT Twenty men reported for high school football practice last Tuesday night at the call of Coach W. J. Durling. Of this number there are only three of lust yeur's regulars on duty. They ure Neumelster, Leimbach and Mar- shul. The romuindereof the material very light but Coach Drullng Uiunkful thut they have plenty speed. Some of the men who will prob- Statistics regarding tbe amount bt _])}y ,.op ^n^, »ro MwUf Unehoa, live atoak In Lorain county with their KtlmWWi oulsleman und Eastman. value haa been compiled by the office | Mtxwiff" TolhurHt hai not as yet for,, <«f the county auditor, ui.d were I 0,mp,etea hl8 8l.h».,luie but the ilrst gume will probably be played here on Mr. and Mrs. H. J. Brqwn and daughter motored to Cleveland Sunday, where they visited friends und relatives. LORAIN COUNTY LIVE STOCK IS VALUED AT NEAR $1,500,000 is Is of PYTHIAN SISTBRS DEGREE TEAM GOES TO CLEVELAND The Pythian Sister degree team will journey to Cleveland tonight, where they will uttend the dedication of the new Pythian temple there. A (line program has been arranged for and the local tadiea are eipecting to witness u wonderful event. The trip will he mude by automobiles. COUNCIL TO ACT ON KACATIONJF ANN ST. PETITION PRESENTED BY PROPERTY OWNERS A8KS THAT STREET BE CLOSED A petition, for the vacating of Ann street from Blyrla avenue to the South corporation Une ia now pending before the village council. Tha petition was presented to the council some time ago and the necessary legislation Is now being published. Tha final action on the matter will be taken about tbe flrat ot November. a a • a * a * a a' a a •* e * ' a a a • NEW SERIAL STORY TO START IN NEWS-TIMES "Periwinkle House," the latest story by Oplo Read, will atari ae a aerial atory In the News-Times on October 12. Mr. Rend haa been a lyceum and Chautauqua speaker for several . years and has written many books, aome of whleh are wall known te Amherat people. The atory ia a tale of the. south, ef the daya following the Civil War, and la replete In ad- vefteture, romance, humor, atrik- las character drawing, and haa the real atmosphere of the period. It Is elaased aa the beat t,f hla novels and ahould prove Inter- eetlng to the readers of the Newe-Tlmee. THINGS NEW AND NOVEL taken from the reports of the vurlous county asaessors. The report will be of interest to the vurlous cities and towns ln the county, and lu as follows: Amherst has 427 horses, 1001 cuttle, 679 sheep, 404 hogs and 7,448 chickens. • Black Rivet 95 horses, 396 cattle, 55 sheep, 102 hogs and 1,386 chickens. Brighton, 270 horses, 704 cattle, 6 mules, 882 sheep, 146 hogs und 4,920 chickens. Brownhelm, 426 horses, 990 cuttle, 611. sheep, 626 hogs aud 6,646 chickens. Camden, 360 horses, 1,036 cattle, 486 sheep, 179 hoga and 7,66$3 chickens. Carlisle, 484 horses, 276 cattle, 7 mules, 266 sheep, 269 hogs and 8,137 chickens. Columbia, 481 horaes, 1,484 cattle, 16 mules, 213 hogs, 360 sheep and 13,807 chickens. Baton, 499 horses, 1,690 cattle, 8 mules, 287 sheep, 254 hogs and 10,271 chickens. Blyrla township, 295 horses, 682 cattle, 60 sheep, 177 hogs und 6,067 chickens. • , Grafton, 427 hogs, 1,617 cattle, 8 mules, 261 sheep, 199 hogs and 6,427 i chickens. Henrietta. 418 horses, 1.166 cuttle, 1,290 sheep, 541 hogs and 9,310 chickens. , Huntington, 331 horses, 921 cattle, 7 mules, 4,125 sheep, 335 hogs, and 7,560 chickens. LaGrange, 443 horses, 1,669 cuttle, 6 mules,. 149 sheep, 210 hogs und 6,845 chickens. • Penfleld, 384 horses, 1,333 cuttle, 236 sheep, 273 hogs and 6,489 chickens. ' ' • Pittsfleld, 474 horses, 1.518 cuttle. 6 mules, 870 sheep, 150* hogs uud 6,920 chickens. Rochester, 232 horses, 185 cuttle September 30 with the LaGrange outflt. Mr. mid Mrs. L. A. Humker, formerly of Oberlin, have moved to Amherst, where they will muke their home on Crownhlll avenue. mules, 189 sheep, 17 hogs and 790 chickens. Oberlln. 88 horses, 132 cattle, St shti p, 17 hogs and 1,468 chickens. Wellington, 64 horses. 108 cattle, 10 sheep, ti hogs and 805 chickens. Sheffield Lake, 210 horses, 396 cuttle, 1 mule, 78 sheep, 143 hogs and 2,817 chickens. Klyrlu City, 136 horses, 100 cattle, 1,200 chickens. Loruin City, 76 horses, 24 cows, 3 sheep, 6 hogs and 135 chickens. ' Lorain-Sheffleld. 22 horses, 63 cattle, 2 mules, 4 hogs and 93 chickens. The total number of horses reported tor the county is 8,926, valued ut $70,664; number of cuttle, 22,775, valued ut $1,151,245; 81 mules, valued at $5,355; 111,025 sheep, valued ut $73,- 685; 5,925 hogs, vulued at $72.6U0; 161,114 thickens, vu'ued ut $163,250. WARNING ISSUED TO MAIN SUOASTERS ONE BOY HURT AS RESULT OF COASTING ON NORTH MAIN STREET—MAYOR ISSUES A WARNING TO PREVENT OTHER .ACCIDENTS Holt-art Drown,'Ae is residing with his uncle, Gust Brown, of West Martin avenue, received a severe Injury lust evening when he broke his collar bone while coasting on the North Muin street hill. The boys In that vicinity huve been ijsIiik the hill for coasting for the past severul weeks and the Increased number who enjoy the sport has made It quite dangerous. In order to prevent more accidents. Mayor J. J. Smythe hus issued u warning thut ull boys or girls coasting on the hill will he prosecuted. 0I0S¥ BE OPENED TO REPAIR BRIDGE It has been reported thut the county commissioner will open bids for the repairing of the Milan avenue bridge tomorrow at noon. Kids were udvertised for some time ago and It is expected that several ■ontruclors will try for the Job. The cost of the Job is estimated at about $3,780. In the event thut the commissioner »ielves a good bid work will . Undoubtedly start at once. QUESTION OF MILAN AVE. FENCE D'EBATED COMMISSIONERS DECLARE THEY ARE NOT OBLIGED TO BUILD FENCE ON MILAN AVENUE —COUNCIL MAKES SAME DECLARATION H. J. HART OF ELYRIA SUCCESSFUL BIDDER ON ELYRIA AVENUE IMPROVEMENT—COST ESTIMATED AT 80 CENTS PER FOOT As It has been deemed necessary to erect a fence on the north side of Milan uvenue from the Colburn property to the Aldrlch property, the question as to who is to do the erecting was an important matter for discussion at the council meeting Tuesday night. The village feel that they are not obliged to erect such a fence and the county commissioners feel thai, they are not obliged to do so. The commissioners have taken the matter up with ilie prosecuting attorney and the matter will be decided Monday. A wood fence will be erected without regurd to who Is obliged to do the work. Several types of fencing were discussed but the majority are in favor or wood as uny other type would be too expensive. It is hoped that this matter will be -tettied soon so as not to delay the work uny longer than ucct-ssury. Indications ure that the woods of Lorain county will he tilled with squirrels this yeur und prospective hunters have already begun to put their "trusty piece*." into shape nnd make ready tar ih** opening of tbe squirrel season .in September 16. Squirrels may be taken and possessed from the fifteenth day of Sep- te'iuher lo the twentieth duy of October, both Inclusive, uccording to the Ohio gume laws. Any hunter may take* In oue day and have in his possession at one time not more thun five squirrels. Squirrels, whether taken within or without the state, may not be bought or sold st uny time. Bach squirrel taken or had in possession contrary to the provisions of the section shall constitute a separate offense, according to the law. Here ure some of the full hunting seasons (all dates'Inclusive): Squirrel—September 16 to October 20. Hares or rabbits—November 15 to January 1. Skunk, fax, opossum-November 16 to February 1. Raccoon-November 1 U) February 1. Mink and muskrat -November 15 to March 1. Huffed grouse* Hungarian partridge, pheusunts—November 16 to November 25 (cock pheasants only). Duck, geese, cooL galllnule—September 16 to December 31. Plover, Jucksnlpe, yellowlegs—Sep lember 16 to Dee ember 31. Woodcock—October 1 to November 30. WOMEN'S FEDERATION MEETS TODAY LOCAL QUARRYMAN ACCEPTS POSITION WITH QUARRY CO. IN SOUTHERN PART OF STATE Henry Davie who for the pust several yeurs hus been mill foreman for the Cleveland Stone company, hus accepted u position us superintendent of u small qtiurry in th» southern purt j" the stute. Kiel for tbe improvement of Klyria avenue were opened at the council meeting Tuesday night, which result- el in tbe awarding of the contract to II. .1. Hart nf Klyrlu There wen- thr.e bidders, the Klyrlu Construction -ompany, Hill eft Hale, und II. J. Hart, all of Elyria. Mr. Hart's bid wus the lowest with a cost of approximately eighty cents per foot. The engineers were requested to amass a meeting with the contractor, .Mayor J 1. Smythe and C. C. Bauer. which is to tuke pluce tonight or tomorrow night, ut which time plans will he mude to start the Job. Mayor Smythe reported this morning that practically all of the property owners on Klyria avenue have signed .In* p tltion and those who have not ha*. I* signified tbelr willingness to do so. Plans ure mude to luterview tbe louhllul signers before the first of next week. All bids were bunded in on the tar- hoiind mue ailain process of road im preMemeut. This process has been ippree\.-,i by both the property owners and the engineers us being the best type to put in. other than permanent puviug. it is expected thut actuul work on the improvement will begin at once, so us to complete the Job before bad weuther sots ln. It Is ulso requested that any person, who is planning to build in the neur future or uny persons who have outhouses, should put iu sewer connections now. Other property owners will huve the permit to tunnel under the mucudam to put In sewer connections whenever they deem it necessary. Property owners are requested to note the above so as to conform wltb the urrangements which the engineers have made. ' O. It Wiseman left Tuesday evening for Staunton. Virginia, where he will enter for his second year at the Summon university. LADIES' BRIDGE CLUB ENTERTAINED TUE8DAY The Ladies' Bridge club was entertained Tuesday afternoon by Mrs. K. at Foster ut her home on Cleveland avenue. A delightful afternoon wus spent In cards and chat. ORDINANCE CLOSES LAFAYETTE STREET COUNCIL TAKE8 FINAL 8TEP8 TO CL08E LAFAYETTE STREET Thu Lorain County Women's Federation of the Evangelical churches are holding a meeting at St. Peter'a Evangelical church here today. A lurge number of ladles from all over the county are attending. COUNTY MEDICAL SOCIETY MEETING TONIGHT The Lorain County Medical society will hold a meeting in the gymnasium of the Congregational church tonight. A four-course dinner will r be served by the ladies of the church. Dr. H. C. King of Lakewood will deliver the address of the evening. Germany With the War Ended Mrs. Delia Werner, son Myron and Ituymoiid Parks of Clevelund were Amherst visitors Sunduy. Miss Vera Drake and Mr. W. Allls- ter of Youngstown spent Wednesday at the home of Mr. and Mrs. It. L. Petty. Mr. uud Mrs. Frank Mlschka spent Sunday evening in Lorain at the home of Mr. and Mrs. Arthur Planter At the speciul meeting of the council Tuesduy night, an ordinance wus pussed to close- Lufuyetti! street from Milan avenue to the New York Central right-of-way. A petition by property owners In the immediate vicinity of that street 'wus presented to the council on July IU, und us there wus necessary legls- lutlon lo contend with, the final action wus not taken until Tuesduy night. Leroy Neumelster returned home Tuesday ufter spending severul days in Toledo with relatives. Clovls Wiseman left for Oxford, O , Tuesday, where he will enter Miami unlveraity. WRITTEN 8PECIALLY FOR NEWE.TIME8 e action, are energetic, eager for battle . THE un,i oven anxious for u light. The' unive-rsltv people, both fuculty I 1 inl stntteuU, feel on tbe tradition of the hu- rungel By Edward Percy Howard We huve Just passed the eighth un-' u P'»l'*y "' ^>'C1' -eel kMlUy niversury of the outbreuk of the world j millution of defeat, and huvi war. And whut results? A few new nations in place of older nations, new tiaUuns destined te bloodshed and suf- r-rlug to maiutuiu mid develop their |] entity, old nations embittered te hut- Socialists Want Peace but People'e Party Revenues. As uguiust this uttltude ot the National party there battle the Democratic Socialists Ut*|(l idealists who want to purge the country of revenge, and who dreum of a lusting peace in CONGRE88 CANDIDATES FROM THIS DISTRICT WERE BIG 8PENOERS Feminine Panoles Described In Interesting Department. No one doubts tbat the women ot pr community are right up to the minute, but dlil any one ever stop to think that many ot the little tips tn dress, Jewels, procedure, household efficiency, aad a thousand,other little things whloh distinguish the capable and alert woman, come from the departments in our paper designed Just tor that purpoae. Everything In these departments Is werth reading, and many ot the articles are ot permanent value and worthy of being preserved. And,besides, something new and Interesting Is brought out every week. mules, 232 sheep, 368 hogs and 10,0261 le for their reincarnation, chickens. * Of Qermuny a review indicates u Russia, 53!) horses, 1,466 cattle, 2 e bankrupt nation, but one getting back mules, 542 sheep, 383 hogs ami 9,262 ' on its feet. Financial ruiu bus little .Harold Smith and-Ray Balrd ot "Elyrla were Amherst visitors Wednesday evening. V- ' chickens. Sheffield, 67 m horses, 136 cattle, I sheep, 41 hogs and 1,538 chickens. Wellington, 326 horaes, 1,210 cattle, 2 mules, 398 sheep, 144 hogs and 3,686 chickens. Amherst village, 38 horses, 42 cattle, 1 abeep, 21 hogs and 562 chickens. South Amherst, 24 horses, 84 cattle, 37 cheep, 24 hogs and 961 chickens. . Avon, 481 horses, 724 cattle, 2 murVs, 147 abeep, 317 hogs, 7.084 chickens. Avon .Lake, 174 horses, 201 cattle, 2 mules, 147 sheep, 102 hogs and 976 chickens. . Orafton, 61 horses, 111 cattle, 25 hogs and 637 chickens. LaGrange, 40 horses, 81 cattle, 36 sheep, 8 hogs and 6/18-chickens Rochester, 40. horses, 66 cattle, meaning. So long us the vVorld will accept Uerman puper money ut some price, so long will the printing presses turn It out. It is difficult to got a proper perajec- tive ot Germany. Henri Ltchtenber- ;■,*•''. professor of the University of Paris, In u twelve-day visit to Berlin a few weeks ago, dug out some very Interesting facts. ' Growth of National Party Shows Trend of Thought. Llchtenberger points out that the German National purty has succeeded the old Conservative party. This Includes the aristocrats, the proprietors of largo estates and high officials of themselves solidlv behind the idea of; which the nations shall lie down to a restoration of the Uerman military | gether, the Uoiin becoming lambs, power. The pea- mtas form tbe muss pins ihis is found the People's party, of the party. composed of many cuptalns of Indus- The leaders have ggpltallssd certain try, hold und resolute men who huve elt mental mental conditions tor thu | financed t.Vrniany lu the war and since ii pose of build'tig strength, uud or-1 the war. men- who u:*e making huge e-unlJ-uilan. They exploit the bitter-1 profits from the revival of Industry •ess of the fornie*r privileged classes,! ami who ure doing the beast they can they play upon the resentment of the I to ce.nceal every dollar they make, 'i.-handed urmy. they wave the (aar I While Uie N'utlonu'lsts would be hup flug of Bolshevism, and excite the au- j py with revenge, the People's group tl-Semite -utasion and tbe profound would be content with revenue mlseury The 14th congressionul district of Ohio mude a reputation (!) for Itself dring the primary cumpuigu Just pussed by its candidate for congress spending more money than those of uny other district in Oblo. According to the returns, just mude public at Wushlngton. where expenses had to Miss Pauline Purcell of Puinesvllle be filed, five cutulldutes for congres- ls spending her. vacation at the home i sloiia! nominations spent $4,914.64, or of her parents. , nearly one littli ol tbe entire amount spent in tin* stute by congressionul as Catherine White uud Jennie Jea-1 plrunts. Kxuctly 10 Ohio candidates ger spent Wednesday Craft on with friends. evening in ll. L. Plato is apending tbe day ln Clevelund on busluess. Jacob liaus was a business visitor in Cleveland Wednesday afternoon. TRUCK CROP YIELD8 GOOD caused by the uttltude of Frame towurd the conquered. Hence they have linked to a common cause the fanatics, the discontented, and the lovers of militarism. The Oerman newspapers, particularly the Deutsche Tugesseitung, aid ln driving the musses to despair. They infuse them with the conviction that they have nothing more to lose, no mutter wbat happens. Bven before the blood has coagu- iut-r.l in the Uerinaii wounds, there has been established an almost universal Un* old regime. The officials who h<\ve ] determination to reconquer the lost lost their positions and who are Uv ing from hand to mouth . supply the party with force, are alwaya ready for provinces, particularly upper Silesia and even Alsace-Lorraine. Tbe old Oerman Imperialism Is far from dead. I luteal and econoSalc. itiietly the public mind is kept In a responsive condition by wise JLienuau economists, ready to be excited in whatever direction may be most useful. It must ami will be moulded to suit the emergency of the hour, and thut it will respond there can be no doubt. The lion and the lamb may lie down together, but sootier or later there cun be only one answer—more u.raves, more suffering, more treachery, and more sacrifice, thinks Llchtenberger. There Is no hurry ubout this thing, of course. A renewal of physical war is uot probable In some time. The first phase of a struggle usually Is po- Ohio's melon, acreuge Is from 10 to 20 per cent greater than lust yeur und the yield is from 5 to 10 per cent greater, so thut It is not difficult to understand why the markets huve been well supplied with home-grown melons, ' The tomato yield is ut least 10 per cent better than last year and the cabbage yield per acre will be from 10 tn 15 per cent more than last year Present conditions Indicate an onion yield about lu points above last year. Sugar beet prospects are fairly good with Indications for about four-fifths of a normal full crop. for congressional nomination filed re ports uud they spent I25.518.U2, according lo their sworn reports, or an uveruge of about $365 apiece. These Til OOUld legally huve spent $350,000 under the terms of the federal corrupt practices luw. Tbe largest individual spender, if reports of the can- etiel.it.*s are to be credited, was Frank K. Whittemore of the Fourteenth dlatrict, aud his expenditures were well within the law Following is the llth district record: Martin L. Davey, $959.42; A. P. O'Neil, $225; Frank E. Whittemore. $2,2«h.6ti; D. C. Rybolt, $1,156; Henry C. Field, $i75.5(i; totul $4,914.64. NEEDLECRAFT CLUB MEETS The Needlecraft club was enter* tallied yesterday ufternoon by Mrs. Harold BroVn st her home ou Park avenue. A large number of ladies were present. CONRAO ZILCH BUY8 NEW INVALID CARRIAGE Con/ad Zilch announced today that In* had purchased a new big six Studebaker sedan which he will use for an invalid currluge, und also tor prl vute parties. He plans to keep tbe old ambulance which he will use in case of emergency. Mrs. Juck Hruce und Mrs. Wilson left for Clevelund this morning, where they will visit with friends for several days. / I 4 ■■< . I eR '
Object Description
|The Amherst news-times. (Amherst, Ohio), 1922-09-14
Amherst (Ohio)
Lorain County (Ohio)
|Date of Original
|Searchable Date
|Amherst News-Times
|Submitting Institution
|Amherst Public Library
|Online access is provided for research purposes only. For rights and reproduction requests or more information, go to http://www.ohiohistory.org/images/information
|The Amherst news-times. (Amherst, Ohio), 1922-09-14
Amherst (Ohio)
Lorain County (Ohio)
|Date of Original
|Searchable Date
|Submitting Institution
|Amherst Public Library
|Online access is provided for research purposes only. For rights and reproduction requests or more information, go to http://www.ohiohistory.org/images/information
|Full Text
mjtoeeriptlen Prloa.
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subset: commoncrawl


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Search by mask or keyword:
Meerkat - Mongoose flesh aircraftman consumed
Word by letter:
- Meerkat - Letter on M
- 1 - st. word M
- 2 - st. word E
- 3 - st. word E
- 4 - st. word R
- 5 - st. word K
- 6 - st. word A
- 7 - st. word T
All questions by word:
Meerkat - African mongoose Meerkat - Timon of "the lion king," e.g Meerkat - Timon in "the lion king" Meerkat - Southern african mammal that stands sentry Meerkat - Mongoose family member Meerkat - Timon of 'the lion king,' e.g Meerkat - Tee mark, oddly, on the four-toed catlike animal Meerkat - Small south american cat-like animal, has four toes Meerkat - Strange tee mark of a four-toed animal Meerkat - Strange tee mark made by the four-toed animal Meerkat - Small southern african mongoose Meerkat - 'the lion king"s timon, for one Meerkat - Animal, always poetically grand, seen sprawling across rug Meerkat - Only kitty's reported to be an upstanding neighbourhood watch member Meerkat - African mongoose often on two feet Meerkat - Rake met (anag) - type of mongoose Meerkat - Small southern african mammal Meerkat - Small african mongoose Meerkat - Mongoose-like mammal of southern africa Meerkat - Mongoose-like animal Meerkat - Mongoose cousin Meerkat - Kalahari desert dweller Meerkat - Aircraftman invested in food for s. african animal Meerkat - Wild animal? only pussy, we hear Meerkat - Southern african mongoose Meerkat - Mongoose flesh aircraftman consumed Meerkat - South african mongoose Meerkat - African animal european found in chaotic market Meerkat - Only lion said to be south african native Meerkat - S. african mongoose Meerkat - African carnivore? no more than a moggy, we're told Meerkat - South african carnivore related to the ichneumon Meerkat - Lemur�s joint held by aircraftsman? on the contrary Meerkat - An animal, nothing more than a feline by the sound of it Meerkat - South african mammal Meerkat - Ground-squirrel tom by itself first mentioned Meerkat - Mongoose-like carnivore Meerkat - Animal always close to desk occupying rug Meerkat - Wild animal -- only a tiger, we hear? Meerkat - Mongoose-like mongoose Meerkat - African animal that sounds like just a pet Meerkat - Eastern market may supply mongoose Meerkat - Privilege after starter's gone to tuck into flesh in animal Meerkat - South african animal meat possesses a low rating Meerkat - "lion king" beast Meerkat - Wild animal's flesh? there's hesitation by king to tuck in Meerkat - Mongoose found around market in the east Meerkat - Small mongoose Meerkat - Carnivore from ark beaten in sporting contest Meerkat - Small mongoose of southern africa Meerkat - Animal suitable to board ark at sea? on the contrary Meerkat - Timon in "the lion king," e.g Meerkat - Burrowing animal of southern africa Meerkat - In the flesh, raf serviceman is a beast Meerkat - S african mongoose-like creature


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text:
Six Outrageous Questions From Job Candidates
In a previous slideshow, we were happy to share some really bizarre questions that managers have asked job candidates. Since turnabout is fair play, we're now presenting the following outrageous interview questions that real-life potential recruits have asked of their interviewers. Apparently, some job contenders don't think twice about expressing inclinations to avoid work, pursue office romances and show up for interviews ill-prepared. While the hunt for top tech talent remains highly competitive, it's safe to say that a prospect who would ask any of these questions would quickly land in your "reject" pile. The list was compiled by OfficeTeam, a staffing services company. To provide a more positive perspective on this topic, OfficeTeam has also come up with several smart questions that you should look for candidates to pose, and we're happy to include those here as well . More than 650 HR managers participated in the research.


text:
This article contains an investigation into the translation profession in Canada in the 21st century. The aim of this study is to investigate translation from the perspective of those who employ translators by analyzing a database of job advertisements for a variety of translation-related positions that were collected between January 2000 and December 2002. Spurred on by the effects of globalization, the language industry is in a period of change. Based on empirical evidence collected from the database, this article attempts to evaluate the current state of the profession in Canada and to determine what employers are seeking.
Keywords :
- translation-related professions,
- translation in Canada,
- translation in the 21st century,
- employer's perspective,
- database of job advertisements
Sous l'impulsion du mouvement de mondialisation qui caractérise le xxie siècle, les industries de la langue connaissent une véritable période de transition. Qu'en est-il de la profession de traducteur au Canada ? C'est la principale question à laquelle le présent article vise à répondre. L'étude dont les résultats sont ici exposés s'appuie sur l'analyse d'offres d'emploi diffusées entre janvier 2000 et décembre 2002 par des employeurs cherchant à pourvoir des postes variés dans le secteur de la traduction. Sur la base des données recueillies, nous brosserons un portrait de l'état actuel de la profession de traducteur au Canada et nous tenterons de déterminer quel est le profil type du traducteur recherché par les employeurs.
Article body
The profession of translation has a long and respected history in Canada. [1] Early settlers arriving in the sixteenth century came primarily from England and France, and when the new Canadian federation was established in 1867, the British North America Act [2] specified that English and French had equal status in the parliament and courts, and that laws had to be drafted in both these languages. Canada's linguistic policies have since been reinforced by the Official Languages Act (1969), [3] Quebec's Charter of the French Language (1977) [4] and the Charter of Rights and Freedoms (1982). [5] Such policies have contributed to the development of a thriving translation industry in Canada – one that enjoys an international reputation of excellence (CTISC 1999:2). Nevertheless, as is the case with all professions, translation has gone through numerous changes over the years. Spurred on by the effects of globalization and the information society, the language industries are currently in a period of rapid evolution and growth as "translation is becoming an economic activity with growing importance as a factor contributing to increased sales, revenue and employment" (CTISC 1999:3). In other words, these days, translation is big business.
This poses a great challenge for both employers – who are seeking candidates with very specific skills – and translator trainers – who are faced with the task of turning out graduates who meet these demands. [6] The aim of this paper is to investigate the state of the translation profession [7] in Canada in the 21st century from the perspective of those who employ translators. This is done by analyzing a database of job advertisements for a variety of translation-related positions, which were collected over a three-year period from January 2000 to December 2002. Based on empirical evidence from the database, this paper attempts to evaluate the current state of the profession in Canada and to determine what employers are looking for.
This paper is divided into three main sections. Section 1 describes the design and compilation of the database and comments on the limitations of the database. In section 2, the contents of the database are analyzed and discussed and, where relevant, these findings are compared to those of other researchers, including those of the Canadian Translation Industry Sectoral Committee (CTISC), which published a report entitled Survey of the Canadian Translation Industry in 1999. Finally, section 3 concludes with some general observations about the translation industry in Canada in the early 21st century.
1. Database design and compilation
The database contains a total of 301 advertisements for jobs in Canada collected between January 2000 and December 2002. All of the ads are for jobs relating to translation (e.g. translators, terminologists, revisers, localization specialists). [8] The job ads come from four types of sources:
Canadian newspapers: The Globe and Mail, The Ottawa Citizen, The Toronto Star, The Montreal Gazette, Le Devoir and La Presse (78 ads);
The job bulletin board at the School of Translation and Interpretation of the University of Ottawa (78 ads);
Canadian online job sites: workopolis.com and monster.ca (74 ads);
Advertisements distributed by the two largest Canadian professional translation associations: the Association of Translators and Interpreters of Ontario (ATIO) and the Ordre des traducteurs, terminologues et interprètes agréés du Québec (OTTIAQ) (71 ads).
The goal was to collect the ads into a database from which it would then be possible to extract corpora consisting of those ads meeting specified criteria (e.g. all jobs for translators working in the health domain in Ottawa). For this reason, wherever possible, the ads were collected in electronic form. When this was not possible, the ads were converted into digital form using either optical character recognition (OCR) software, or in cases where the ad was not conducive to OCR (e.g. smudged newsprint), by keying in the data.
Some of the jobs were advertised in more than one source simultaneously (e.g. in two different newspapers, in a newspaper and on an online job site). Every effort was made to avoid duplication of ads in the database, which meant that if a job was advertised in more than one source, only the ad first encountered was added to the database.
Once the ads were converted into electronic form, they were indexed according to the criteria outlined in Table 1. This indexing was done using a controlled vocabulary drawn up specifically for this project, where each concept was represented by a single indexing term. For example, the idea that might have been expressed in the jobs ads by various expressions such as "able to meet tight deadlines" or "able to work in a high pressure environment" was indexed using the controlled vocabulary term "work under pressure."
Figure 1 illustrates how the job ads and indexing information are stored in the database, while Figure 2 shows the results of a search performed using a combination of indexing criteria. All ads meeting the search criteria can then be exported in plain text format and can be further processed using other software such as corpus analysis tools. [9]
1.1 Limitations of the database
The database has a number of limitations that must be kept in mind when interpreting the data. This does not mean that the database has no value. As pointed out by Atkins et al. (1992:6), even an imperfect collection can be a source of useful information, as long as one is aware of its shortcomings.
The first limitation of the database is that it does not provide comprehensive coverage of the Canadian job market. The reason for this was largely pragmatic. Collecting advertisements was a labour-intensive process, and it was not possible to search in all the newspapers published across the country. However, efforts were made to consult sources that did provide national coverage, such as the national newspaper The Globe and Mail, as well as national online job sites. Nevertheless, the database is not perfectly balanced in terms of geographic coverage.
Another limitation of the database is that it can only provide information about jobs that have been advertised. This means that positions that exist but have not had a turnover in personnel are not represented. In addition, jobs that are not advertised, such as freelance contracts where clients communicate directly with candidates, or jobs filled through competitions, such as those held by the Government of Canada's Translation Bureau, are not represented in the database.
Additionally, even though a position has been advertised, it is not possible to tell whether the position is a newly created position or a replacement position, which means that the database cannot be used to definitively determine whether the overall number of jobs for translation-related positions in Canada is increasing or decreasing.
Finally, even though an advertisement lists desired skills, it is not possible to tell whether the successful candidate actually met these criteria. It may be the case, for instance, that the company in question was willing to settle for a candidate with lesser qualifications, or the company may have been fortunate enough to hire a candidate who surpassed the minimum advertised qualifications. It may even happen that the position was not filled at all.
2. Data and discussion
In spite of the limitations of the database outlined in the preceding section, it can still provide some interesting insights into the current state of the translation profession in Canada, as well as the types of skills and qualifications that are in demand by employers. The following sections will present and discuss data from the database under the following headings: number and types of jobs, languages, geographic locations, domains, qualifications, required skills, and employment conditions.
2.1 Number and types of jobs
As previously mentioned, the total number of translation-related job ads in the database is 301. Table 2 provides a breakdown of the ads according to job type.
Slightly more than half (53.5%) of the jobs in the database are for translators proper, though it is interesting to note that an additional 15% of the jobs are for hybrid positions where candidates will be expected to play a dual role, carrying out the duties of both a translator and another type of language professional (e.g. translator-reviser, translator-writer, translator-terminologist, translator-interpreter). This combined total of 68.5% of the jobs is somewhat lower than the figure suggested by the Canadian Translation Industry Sectoral Committee (CTISC) report (1999:11), which indicates that translation per se represents 80% of the demand in Canada.
The CTISC report goes on to state that interpretation represents an additional 10% of the demand (1999:11). At 2.7%, the number of ads for interpreters in the database was much lower; however, this low number can be explained by the fact that many jobs for interpreters are offered on a freelance basis. This means that clients are likely to communicate directly with interpreters rather than formally advertising such positions.
Finally, the CTISC report notes that related services, such as terminology, writing and revision, account for the remaining 10% of the demand (1999:11). Meanwhile, the data in the database reveal that 28.8% of the ads are for related services, including translation managers, terminologists, revisers, professors and localization specialists.
Interestingly, the developing area of localization is not mentioned by the CTISC as a related service. In fact, the CTISC notes that in 1999, "Canada has little presence in the field of localization" (1999:75), but the report does go on to identify localization as a "strong-growth field," noting that "Alongside traditional industry professionals, i.e., translators, terminologists and interpreters, new professional categories are emerging. The translation industry is expanding to include various communication processes, specifically localization…" CTISC (1999:79). The CTISC predictions regarding the future growth of localization in Canada, as well as Barabé's (2003:5) statement that "Canada is becoming a major force in the field of localisation," are supported by the data in the database: jobs for localization specialists are the third most commonly advertised type of position and they make up 9.3% of the ads in the database. Based on this information, it would appear that localization is indeed a growth industry that has become more established in Canada in the years since the CTISC report was published.
The database also included 16 (5.3%) ads for professors in translation departments at Canadian universities. The CTISC (1999:30) identified eleven universities in Canada that offer some type of translator training. Both the CTISC (1999:19) and Shadbolt (2002:30-31) noted that these training programs are turning out a combined total of approximately 300-400 graduates per year, while the market demand for new professionals is between 900 and 1000.
In addition to encouraging universities to turn out more translation graduates in general, the CTISC (1999:90-91) also notes that since the translation industry now includes activities such as localization, and since some firms cannot find specialists to meet these needs, new university courses should be created in order to "provide the human resources needed for emerging industry niches" (1999:95), and to train students in a wider range of skills, including computer skills (CTISC 1999:83).
Based on the evidence in the database, it would seem that Canadian universities are attempting to respond to the market needs. [10] As illustrated in Table 3, of the eleven universities that offer translator training, eight advertised at least one position for a translation professor between January 2000 and December 2002, for a total of 16 positions advertised. In addition, of the 16 ads, almost half (7 ads) indicated that the candidate should be able to teach courses in localization or in translation technology. This data would seem to support an observation made by Shadbolt (2002:33) that "Training for localization is gaining prominence in Canada." Indeed, since the publication of the CTISC report in 1999, three Canadian universities – all of which advertised positions for professors specializing in localization – have begun to offer training programs specifically in localization. The Université du Québec en Outaouais (formerly known as the Université du Québec à Hull) was the first to offer such a program beginning in the 2001/2002 academic year with a "Diplôme d'études supérieures spécialisées en localisation" (Locke 2002). Beginning in the 2002/2003 academic year, Concordia University began to offer a "Certificat de deuxième cycle en localisation" and the Université de Montréal began to offer a post-graduate "microprogramme en localisation" and a "certificat en localisation" (Damiani 2002). Many other universities (e.g. University of Ottawa, Collège universitaire de Saint-Boniface) include some localization training as part of the translation technology courses offered within their regular translator training programs. Furthermore, the Canadian Government recently announced a multi-million dollar investment in a Language Technology Research Centre that will be dedicated to helping produce new technologies in support of Canadian language industries, which includes companies working in translation and localization (Lemieux 2003:1).
2.2 Languages
Canada is an officially bilingual country with both English and French enjoying official-language status. It is therefore not surprising to see that 293 ads are for translation-related positions requiring at least [11] the use of these two languages.
In addition, in keeping with the fact that there are currently a greater number of Anglophones than Francophones residing in Canada, it is not surprising to see that the bulk of the official-language translation work takes place from English into French (225 ads = 76.8%) while less work is done from French into English (68 ads = 23.2%). Interestingly, of those advertisements aimed at official language translators, 36 (12.3%) are seeking candidates who are able to work in both language directions (i.e., both English-French and French-English).
While English and French are clearly the mainstay of the translation industry in Canada, Canadian society is also recognized as being a multicultural mosaic, where immigrants are encouraged to maintain their original cultural and linguistic identity and blend this with their new Canadian identity. Immigration statistics reported by Barabé (2003:4) indicate that in 2001, close to 50% of Canada's population was of a descent other than Canadian, British or French. Barabé (2003:5) adds that Canada's constitutionally protected multiculturalism policy [12] has raised expectations that citizens can be served by the government in languages other than the country's official languages. This being the case, one might expect to see a clear demand for translation in languages other than French and English. Furthermore, in this era of globalization, one might also expect there to be a demand for translation into a wider variety of languages for exports. Barabé (2003:4) reports that Canada's exports make up almost 47% of its gross domestic product (GDP), adding that "in today's marketplace, trade takes place in the language(s) of the target market."
Indeed, both immigration and exports seem to have contributed to a need for translation in a variety of languages. As outlined in Table 4, there were 78 ads in the database for jobs involving some degree of work [13] between either English or French and one of 27 other languages. In addition, there were some vague requests for candidates who could work in "Asian languages" or "Middle Eastern languages" or for candidates who, in addition to English and French, had any European language or any language at all as a 3rd working language. There were, however, no jobs in the database requiring work between two foreign (i.e., non-official) languages.
Although there is evidence that non-official language translation does take place in Canada, overall, the data in the database are largely consistent with an observation made by Shadbolt (2002:30) that, in Canada, work in languages other than English and French accounts for a relatively small share of the total market demand and that translation suppliers in Canada specialize, for the most part, in the official languages. The database also supports a number of criticisms made by the CTISC (1999:70), including the fact that "the Canadian industry lacks diversification in the translation of languages other than French and English." Although the data in Table 4 seem to indicate that a range of non-official languages is in play, all of these languages together account for barely one fifth of the market demand represented in the database. This is in line with the CTISC findings, which show that only 20% of the translation work done in Canada involves non-official languages (1999:15).
In addition, it should be noted that the vast majority of jobs in the database involving foreign languages are for interpreters or localization specialists, with few non-official language jobs being offered to translators or terminologists. We must, however, keep in mind the possibility that, while Canadian companies may not employ full-time terminologists or translators to work in non-official languages, they may hire such professionals on a freelance basis.
In terms of the actual languages in question, the CTISC (1999:81) considers that languages useful in Canada include Spanish, German, Portuguese, Chinese, Japanese and Korean, with Spanish being the non-official language most in demand (1999:15). The ads in the database are largely in accordance with these findings: Spanish is the non-official language most in demand in the ads, and German, Portuguese, Chinese, Japanese and Korean are all featured. In addition, however, the database shows that Arabic and Russian are also somewhat in demand. Meanwhile, Barabé (2003:4) notes that over the past 30 years, immigration to Canada from Asia and the Middle East has increased from 14% to 40%. This correlates to the data in the database, which shows that languages in demand include a variety of Asian (e.g. Chinese, Japanese, Tamil, Korean, Vietnamese, Burmese, Malay, Urdu) and Middle Eastern (e.g. Arabic, Hebrew, Farsi, Turkish) languages.
The CTISC (1999:52) emphasizes that "knowing a third language well is considered increasingly to be a necessity around the world," and they encourage universities to offer more advanced training in additional languages; however, of the 16 advertisements for translation professors (see Table 3), only one indicated that knowledge of a third language was desirable.
In addition, the CTISC (1999:73) recommends that the Canadian industry should make a serious effort to position itself strongly as a manager of multilingual translation and interpretation projects, noting that if it does not, it will run the risk of becoming a secondary player working for foreign firms. However, based on the database evidence, it would appear that the Canadian industry is still focused primarily on the domestic (i.e., official language) market and has some way to go before it can be considered a major player in international (i.e., foreign language) markets.
2.3 Geographic locations
Given that most of the translation-related work in Canada deals with English and French, it is not unexpected to find that the data in the database indicate that the vast majority of the jobs [16] are located in the provinces of Ontario and Quebec, and particularly in the National Capital Region (Ottawa-Gatineau), as shown in Table 5. Ontario and Quebec are the two most densely populated and industrialized provinces in Canada, and they are home to two of the nation's largest cities – Toronto and Montreal respectively. In addition, the predominantly English-speaking Ontario and the predominantly French-speaking Quebec share a border on which sits the nation's capital. The noted concentration of jobs in Ontario and Quebec (90.5%) is in line with the observations made by both Shadbolt (2002:32) and the CTISC (1999:21), which indicate that more than 80% of Canada's translation, terminology and interpretation work is carried out in these provinces.
There is, however, a discrepancy between the database and the CTISC findings with regard to the province that ranks third for the number of translation jobs. The CTISC (1999:21) states that British Columbia is the third most active province with regard to translation activity, and Shadbolt (2002:32) also comments that translation is rapidly expanding in British Columbia. Meanwhile, in the database, there were only 3 advertisements for translation-related positions in British Columbia. One reason for this discrepancy may be that, as explained in section 2.1, the database is not perfectly balanced in terms of its national coverage.
According to the data in the database, the province with the next-highest concentration of advertised jobs is New Brunswick, which is not surprising given that it is Canada's only officially bilingual province. The CTISC (1999:22) ranks New Brunswick as the fourth largest province in terms of number of firms and translators and interpreters, so in this respect, both the database and the CTISC findings are relatively in line with one another.
The database contained very few ads for jobs in the remaining provinces. It is interesting to note, however, that a number of ads indicated that candidates would be able to telework. Translation is a profession that can be well suited to teleworking since files can easily be transferred electronically. Although the percentage of ads for teleworkers was quite small (only 1.3%), it is interesting to see that employers are beginning to recognize that they need not be limited by geography when it comes to hiring translators.
With regard to the distribution of jobs at a municipal level, the CTISC report (1999:6) indicates that Montreal reported the highest number of translators, followed by the National Capital Region, then Toronto. The ads in the database show those same cities to be in the top three positions, though in a slightly different order (i.e., National Capital Region, Toronto, Montreal).
2.4 Domains
In terms of the domains in which translation-related work is required in Canada, this data is summarized in Table 6. The CTISC (1997:37) identified the following domains as growth areas: aerospace, transportation, business services, pharmaceuticals, telecommunications, finance, information technology, and international organizations. The domains specified in the ads in the database overlap considerably with the CTISC list, with the following domains most in demand: business, finance, hi-tech and health-related fields.
The domains identified both in the database and by CTISC seem entirely reasonable. As a developed country with an interest in commerce and technology, it is not surprising to see that Canada has a clear need for translation work in fields related to various areas of business, finance andhi-tech. In addition, like many other countries, Canada has an aging population, so it is natural to see that there is a lot of work required in the health-care domain.
In terms of discrepancies, one domain that features prominently in the database that does not feature in the CTISC list is law. Furthermore, a domain that is under-represented in the database is that of government-related work; however, as noted previously, this may be explained by the fact that the government normally tends to hire language professionals through organized competitions, rather than through advertisements.
2.5 Qualifications
According to the CTISC (1999:17) language professionals in Canada have a high level of education, with 81% of the professionals holding at least a Bachelor's degree, and 26% of these a Master's degree. However, the CTISC (1999:31) also reports on what it refers to as a "disturbing trend": the number of students graduating with a certificate is on the rise, while the number of students graduating with a Bachelor's or Master's degree is dropping. CTSIC identifies this as a problem because "translation firms and large companies look mainly for individuals with a BA Honours or Master's degree" (CTISC 1999:83).
As illustrated in Table 7, the ads in the database reveal a slightly different picture. 185 (61.5%) of the ads were seeking candidates with a degree in hand, while an additional 20 (6.6%) ads were aimed at students (e.g. for internships or work placements) who were required to be registered in an undergraduate degree program. This means that just over two-thirds of the jobs are reserved for candidates holding or working towards a degree, while the remaining third appear to be open to candidates who do not possess a degree.
The CTISC (1999:78) also observes that while employers generally require a degree, it does not necessarily have to be in translation. As summarized in Table 8, this is true of the ads in the database also, although the overwhelming majority (159 ads = 77.6%) did express a preference for hiring a candidate with a degree in translation proper.
A formal qualification such as a degree was not the only type of qualification requested by employers. In addition, 223 (74.1%) of the ads required the candidate to have some previous experience. The CTISC (1999:79) indicates that most employers prefer to hire language professionals with 3-4 years experience, and the data in the database support these findings. As outlined in Table 9, there were 64 (28.7%) ads that wanted a candidate who was "experienced" but did not specify precisely how much experience was required, while of the ads that did specify, the most commonly requested amount of experience was 3 years (21.1%), followed by 5 years (18.8%). The highest amount of experience requested was 10 years, though this was for a very small number of jobs (1.3%).
The CTISC (1999:79) went on to criticize the fact that few employers are willing to hire new university graduates or to offer them internships or other training opportunities because it takes too long to train new graduates to meet their clients' pressing needs. The CTISC (1999:88, 95) indicates that one of the ways in which the Canadian translation industry will need to change is by facilitating the entry of new translation graduates into the workforce.
Bélanger (2003:23) observes that in recent years, the industry does indeed appear to be increasing the number of work placement opportunities available to students. The data in the database also show that the industry is making an effort to help inexperienced translators to enter the labour market. The database reveals that employers aimed 20 (6.6%) of the jobs specifically at students (for internships or work placements), and an additional 12 (4%) jobs specifically at recent graduates (i.e., positions specifically advertised as being "junior" positions that required a degree but no prior experience). This represents 10.6% of the total number of jobs advertised, which, though not overly generous, seems at least to be reasonable. In addition, as indicated in Table 9, there were 45 (20.1%) employers willing to consider candidates who had only 1 or 2 years of experience. Furthermore, we should remember that, even though an employer may have advertised for a candidate who ideally has 3 or more years of experience, the database cannot tell us the qualifications of the person who was eventually hired. It is entirely possible that the employer decided to fill the position with someone who had less than the sought-after amount of experience.
Of course, there could be another possible explanation as to why employers whose ads appear in the database seem willing to consider hiring less-qualified candidates. As observed by the CTISC (1999:19),
[…] the 1990-1991 recession and the ensuing downsizing gave the impression that the translation profession was irreparably in decline. Many guidance counsellors, lacking up-to-date information, even discouraged students from becoming translators. Because this impression still persists, despite a new demand for professionals, there are fewer student registrations and, accordingly, fewer graduates entering the industry.
Furthermore, because the current market demand for translators exceeds the supply (i.e., 300-400 graduates to fill 900-1000 positions), "firms are encountering increasing difficulty in locating seasoned translators" (CTISC 1999:18-19). Employers may find themselves in a dire situation created by the combination of fewer graduates and fewer experienced translators on the market, and this may prompt them to consider offering jobs to candidates who do not have a degree or who have less than 3 years of experience.
Some of the ads in the database required another type of qualification. Twenty-five (8.3%) of the ads indicated that the candidate would be required to take a company-set examination as part of, or prior to, the interview. One might imagine that employers could be using these company-set exams as a way of evaluating candidates who do not hold degrees or who do not have a significant amount of experience; however, only 9 (36%) of the ads requiring an examination were aimed at non-degree-holding candidates. Interestingly, the remaining 16 (64%) of these ads required this company-set exam to be taken in addition to requiring the candidate to hold a degree.
Finally, only 44 (14.6%) of the ads indicated that applicants should be certified by a recognized professional association (e.g. Association of Translators and Interpreters of Ontario (ATIO), Ordre des traducteurs, terminologues et interprètes agréés du Québec (OTTIAQ)). This data would seem to support an observation made by the CTISC (1999:12), which notes that "clients know little of the Canadian translation industry […] Moreover, the professional status of certified translators is not widely valued." In the foreword to the CTISC report, the co-chairs of the Committee state "Having fought hard for professional recognition, translators, terminologists and interpreters must now see themselves – and promote themselves – as an industry." To achieve this, the professional associations must work harder to raise their profile and to educate both potential members and employers about the benefits to be gained by hiring employees who have certified professional status. It would appear that associations themselves are beginning to recognize this need; in recent editions of the ATIO newsletter, the Chair of the Public Relations Committee outlined ATIO's plans to increase awareness – both within and outside the language industries – of the importance and value of professional certification (Cadieux 2001, 2003). Once a critical mass of language professionals holds such qualifications, it is hoped that professional recognition from outside the discipline will follow.
2.6 Required skills
In addition to having formal qualifications, candidates are typically expected to bring a range of skills to the job. The CTISC (1999:81) identify the following as the key skills that translation professionals should have:
Professional skills: excellent understanding of the source language, and solid skills in writing and syntax in the target language.
Personal abilities: well-rounded culture and intellectual curiosity, the ability to work within a team and the following qualities: adaptability, availability, motivation, good judgment, good communications skills and efficiency. Concern for the client and flexibility are also important.
Mastery of a third language.
Mastery in one field of specialization and the ability to work comfortably in some others.
Mastery of computer tools.
According to the ads in the corpus, the most sought-after skills for those working in translation-related jobs are those summarized in Table 10.
It is reassuring to note that there is a considerable amount of overlap between the qualities that translation professionals themselves feel are very important (as reported by CTISC) and the skills that employers feel are important. These common skills include fluent written and oral communication skills, the ability to be a team player, relevant specialized domain knowledge, self-motivation, concern for clients, flexibility/adaptability, and familiarity with computer tools.
With specific regard to the use of computer tools, the CTISC (1999:21) notes that "the Canadian translation industry makes full use of basic computer tools," but goes on to state that "the penetration rate of more sophisticated electronic tools is relatively low." These observations would seem to be confirmed by the fact that although computer literacy (e.g. knowledge of basic tools such as word processors and the Internet) rates as the most sought-after skill by the employers in the job ads database (182 ads = 60.5%), only 55 (18.3%) of the ads specified that candidates should be able to use specialized translation tools (e.g. translation memories). These findings are in line with those of Quirion (2003:161), who states that less than one in six jobs for translators in Canada appear to require a knowledge of specialized translation software. Therefore, the data in the database seem to call into question – for the time being at least – strong claims such as the following:
The industry expects its professionals to be at ease in using translation-related technologies. This means having more than a theoretical knowledge, as they must have familiarity with various aids for translation.CTISC 1999:52
In Canada, on-line communications and multimedia products and services are creating a whole new approach to translation, one that demands an exceptionally high level of technological competency.Barabé 2003:5
However, it is very important to consider the following trend, illustrated in Table 11, which can be observed when the data in the database are broken down by year.
Basically, the database indicates that the number of jobs requiring candidates to be familiar with specialized translation tools is virtually doubling on an annual basis. If this trend continues, it will not be long before a significant number of jobs do indeed require this type of knowledge.
CTISC (1999:80) and Barabé (2003:5) also report that Web site translation is a growing niche market. Indeed, the database does seem to support this claim since 34 (11.3%) of the ads indicated that candidates should have knowledge of mark up languages (e.g. HTML) or have experience translating Web sites.
In terms of discrepancies between the CTISC list of required skills and the database information, CTISC feels that knowledge of a third language, good judgment, and a well-rounded culture are important qualities for translators to have, while these do not feature highly in the database. With regard to a third language, only 10 (3.3%) of the ads called for this skill. Meanwhile, the qualities of good judgment and a well-rounded culture were not specifically listed as desirable skills. Of course, this does not necessarily mean that employers do not value these qualities.
Employers in the database do, however, specify in 110 (36.5%) of the ads that candidates should be able to "work under pressure" or "meet tight deadlines." This could be seen as a sign of the employers' desire to increase productivity, as noted by CTISC (1999:52, 80). Other skills that employers seem to value highly, but which did not feature specifically on the CTISC list, include organizational skills, research skills, and attention to detail.
2.7 Employment conditions
With regard to employment conditions, an investigation of the database revealed that out of the 301 translation-related jobs advertised, 204 (67.8%) are for permanent positions, and 264 (87.7%) are for full-time positions. However, when interpreting this data, it is very important to keep in mind that much of the work that is available in the language industries is offered on a freelance basis, which means that it is likely to be neither full-time nor permanent. This should not necessarily be viewed in a negative light since many language professionals value the flexibility that comes with freelance work. However, as explained in section 2.1, freelance work is not well represented in the database, which may help to explain the discrepancy between the figures in the database, and those stemming from the 1995 census data gathered by Statistics Canada, which indicate that only 42.6% of workers in the language industry worked in full-time positions (CTISC 1999:7).
With regard to salary, 179 (59.5%) of the 301 ads do not discuss this. Of the remaining 122 ads, 27 (9%) claim to offer a "competitive" or "attractive" salary, 17 (5.6%) indicate that the salary offered will depend on the experience of the candidate, 5 (1.7%) invite candidates to state their salary expectations as part of their application, and 73 (24.3%) actually specify a figure (in Canadian dollars). Of these 73, the lowest annual salary offered was $25,000, while the highest was $90,000. In fact, most of the 73 ads give a salary range, and using the figures from the mid-point of each of the salary ranges, it was possible to calculate that $48,373 is the median annual salary offered, while the mean or average salary is $49,379.
The data gathered by Statistics Canada for the 1995 census indicates that the average annual income for a language professional in Canada at that time was $40,570, which represented a drop from the 1990 average income of $42,100 (CTISC 1999:8). The CTISC (1999:20) note that, given the level of education and average number of years of experience of translators, this average annual income is quite low. Happily, the ads in the database would seem to indicate that the average income for language professionals in Canada in the 21st century is on the rise, which makes sense if one accepts that, as noted by Anobile (2000:vii), Sprung (2000:ix) and Allen (2003:300), the language industry is booming and language professionals are currently in high demand.
3. Concluding remarks
Though limited in a number of ways, the database of job ads still provides a means of gaining some insight into the current state of the translation profession in Canada, particularly as viewed from an employer's perspective. It reveals, for example, what types of qualifications and skills employers expect candidates to have, in what languages and domains they are needed, and what type of compensation they can expect to receive for their efforts. This database also provides a body of empirical data that can go some way towards supporting or refuting a number of claims that have been made about the profession. In this final section, I will summarize some of the main characteristics of the translation profession in Canada in the 21st century as portrayed through the database of job advertisements, and I will comment on some possible future trends.
Employers who advertise for translation-related positions in Canada seem to be relatively in tune with the skill set required to work as a translator in the 21st century. Computer skills – both general and specialized – are now considered to be very important; however, it is also reassuring to note that employers do not appear to be under the false impression that computers will replace translators, or that computer skills are all that is required to do the job. Rather, important skills that are fundamental to producing high-quality documentation, such as research skills, organizational skills, attention to detail and fluent writing skills, still feature frequently in the job ads. Furthermore, the desire to hire team players who have good interpersonal skills might be indicative of a new attitude towards the document production process, where translation is seen as a link in the document production chain, rather than as an isolated component.
There also appears to be recognition on the part of the employers that there is a shortage of seasoned translators on the market, which means that new translators must be integrated into the workforce. Accordingly, employers seem willing to hire translators with relatively little experience, and they are offering higher salaries in order to attract good candidates.
In addition, the pressures being brought to bear on employers by the need to participate in the global market are clearly filtering down to translators, as seen by the requests for candidates who can work under pressure, who can work independently, who already have domain knowledge, and who can use computer tools to help increase productivity.
The changing global marketplace also seems to be responsible for bringing the language industries in Canada to the brink of three other important changes. Firstly, Canada seems to be taking steps to break into the localization business as is evidenced by the increasing number of advertisements for localization specialists and the recent establishment of a number of localization training programs. Over the next few years, these programs will begin to turn out graduates who are qualified localization professionals and who will be in a good position to help Canadian businesses to establish a presence in the increasingly multilingual global marketplace. A greater presence in the global market and the localization industry will also have an effect on the actual languages that are part of Canada's language industries. While there will undoubtedly still be a significant need for translation work in Canada's two official languages, the coming years promise to show an increase in demand for localization specialists who can work in a range of other languages that are sought after on the global market. Finally, as the range of languages expands, the geographic location of the jobs in Canada may also shift. While jobs focusing on French and English may still be concentrated in the provinces of Ontario and Quebec, jobs requiring other languages may be dispersed elsewhere in the country. For example, there is a significant Asian population in the province of British Columbia, so the coming years may see an increase in translation-related jobs in languages such as Chinese, Japanese or Korean being located on the western coast.
In summary, while some of the distinguishing features of the translation profession in Canada seem to have been carried over from the 20th century, there is also evidence to suggest that this profession is poised to make a number of changes, such as introducing a wider range of languages (particularly for localization and interpretation work) and increasing efforts to educate employers about what the profession has to offer. All in all, it is an exciting time for Canadians who are involved in the language industries.
- [1]For an overview, see Delisle (1987).
- [2]To read the British North America Act online, go to: http://canada.justice.gc.ca/en/ps/const//loireg/p1t1-1.html. The section dealing with official languages can be found in Part 5, article 133.
- [3]To read the Official Languages Act online, go to: http://laws.justice.gc.ca/en/O-3.01/
- [4]To read the Charter of the French Language online, go to: http://www.olf.gouv.qc.ca/english/charter/
- [5]To read the Charter of Rights and Freedoms online, go to: http://laws.justice.gc.ca/en/charter/index.html
- [6]As noted by Anderman and Rogers (2000:65), employers sometimes find that the skills possessed by recent translation graduates do not mesh well with the requirements of the translation market.
- [7]For a similar investigation into the terminology profession, see Bowker (2002).
- [8]The database also contains an additional 184 ads for technical writers and technical editors, but this data has not been included in the present report.
- [9]The corpus analysis tool used for this research project is WordSmith Tools: http://www.oup.co.uk/isbn/0-19-459286-3
- [10]Of course, as pointed out in section 2.1, one of the limitations of the database is that it is not possible to tell whether an advertised position is a new position or a replacement position. As observed by the CTISC (1999:32), the current teaching staff at Canadian translation departments is aging, so some of the advertised positions may have been aimed at replacing retirees.
- [11]Some advertisements are aimed at candidates who can work in multiple (not just two) languages.
- [12]In 1971, Canada became the first country to adopt a multiculturalism policy, and since then, numerous laws have been enacted to prohibit racial discrimination and to promote immigration (Barabé 2003:4).
- [13]In some cases, this work involving foreign languages was to be done in addition to official language work, whereas in other cases, the work was solely between one of the official languages and one or more foreign languages.
- [14]Four ads specified "Chinese," 3 specified "Cantonese" and 3 specified "Mandarin." These numbers have been combined in Table 4 under the heading "Chinese."
- [15]Two ads specified "Portuguese" while 3 specified "Brazilian Portuguese." These numbers have been combined in Table 4 under the heading "Portuguese."
- [16]Note that the total number of jobs in Table 5 appears to add up to 316 (instead of 301). This is because some employers had offices in multiple locations and offered candidates the choice of where they would prefer to work. In addition, some employers offered candidates the choice of working either in-house or teleworking.
I would like to thank Peter Bennison for assistance with the database design and development and Melissa Ehgoetz for help with the data collection and entry. Professor Roda Roberts (University of Ottawa) and Professor Monique Cormier (Université de Montréal) offered valuable feedback and encouragement.
- Allen, J. (2003): "Post-editing," Computers and Translation: a Translator's Guide, (H. Somers, ed), Amsterdam/Philadelphia, John Benjamins, pp. 297-317.
- Anderman, G. and M. Rogers (2000): "Translator Training between Academia and Profession: A European Perspective," Developing Translation Competence, (C. Schäffner and B. Adab, eds), Amsterdam/Philadelphia, John Benjamins, pp. 63-73.
- Anobile, M. (2000): "Foreword," Translating into Success: Cutting-edge strategies for going multilingual in a global age, (R.C. Sprung, ed), Amsterdam/Philadelphia, John Benjamins, pp. vii.
- Atkins, B.T.S., J. Clear and N. Ostler (1992): "Corpus Design Criteria," Literary and Linguistic Computing, 7-1, pp. 1-16.
- Barabé, D. (2003): "Localisation in Canada," Localisation Focus: The International Journal for Localisation, 2-2, pp. 4-5.
- Bélanger, N. (2002): "Stagiaires en traduction: la demande augmente," Circuit 78, p. 23.
- Bowker, L. (2002): "An Empirical Investigation of the Terminology Profession in Canada in the 21st Century," Terminology, 8-2, pp. 279-304.
- Cadieux, Fabrice (2001): "ATIO Promotes You," InformATIO: Newsletter of the Association of Translators and Interpreters of Ontario, 30-3, pp. 1-2.
- Cadieux, F. (2003): "Breaking Out," InformATIO: Newsletter of the Association of Translators and Interpreters of Ontario, 32-1, pp. 1-3.
- Canadian Translation Industry Sectoral Committee (CTISC) (1999): Survey of the Canadian Translation Industry: Human Resources and Export Development Strategy. http://www.uottawa.ca/associations/csict/princi-e.htm
- Damiani, R. (2002): "A University-Level Multidisciplinary Approach to Localization," Translation: New Ideas for a New Century – Proceedings of the XVI World Congress of the International Federation of Translators (Vancouver, Canada, August 7-10, 2002), pp. 256-260.
- Delisle, J. (1987): La Traduction au Canada/Translation in Canada, 1534-1984, Ottawa, Presses de l'Université d'Ottawa.
- Lemieux, S. (2003): "Gatineau accueille un centre de recherche," Les affaires:Industrie de la langue, cahier 8, 6 septembre 2003, p. 1.
- Locke, N. A. (2002): "Localization Training at the University of Quebec at Hull," Multilingual Computing and Technology, 13-3, pp. 31-35.
- Quirion, J. (2003): "La formation des langagiers aux outils informatiques: État des lieux et perspectives," La formation à la traduction professionnelle (G. Mareschal, L. Brunette, Z. Guével and E. Valentine, eds), Ottawa, Presses de l'Université d'Ottawa, pp. 153-166.
- Shadbolt, D. (2002): "The Translation Industry in Canada," Multilingual Computing and Technology 13-2, pp. 30-34.
- Sprung, R. C. (2000): "Introduction," Translating into Success: Cutting-edge strategies for going multilingual in a global age (R.C. Sprung, ed), Amsterdam/Philadelphia, John Benjamins, pp. ix-xxii.


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CCTV Says KFC's Ice is Dirtier Than Toilet Water
KFC's parent company Yum Brands faces a new challenge in its efforts to reshape the brand's image in its largest market after China's powerful state broadcaster alleged that the fast food chain's ice is dirtier than toilet water. Photo: Getty Images.
This transcript has been automatically generated and may not be 100% accurate.
... I ... KFC weathering and other public relations headache this week after samples of these Einsteins in China were found to contain more bacteria ... than swell of water ... to visit a restaurant reporter Annie Gasparro joins us right now with the story ... I'm it's it's disappeared into his first who conducted the sample Wayne and in what would the specific findings ... it and it was done by reporters at me ... Chinese ... broadcast ... many say yes and ... selling the EA took samples of ice water from ... three different teams one of them why is that dreams can seem ... in May compared with the latter endowment relieve failed to its ... index in terms of the quality of bacteria I stand in some cases ... the levels were twelve times higher than swallow water and that's even higher into China has its own standards for drinking water they feel that as well right favoring nineteen times higher levels of bacteria than what was found ... what is ... proving to be drinkable by the standards and he mentioned I was not the only restaurant though they tested three of Asics's McDonnell said one of the when you stand alone Pulte analysts in a local state and those also ... the field at least China standard Zucker and ranks and ... you know this is not the first problem that can see I've had lately and I know ... that they've really been struggling to gain the ... confidence of consumers there because ... there are much larger in a much larger presence in case even McDonald said ... I'm people of chicken and ... salad they've they've historically done very very loved XP any with more than one ups the location the day while here ... sell the fun in Shanghai right earlier with his approach God in Shanghai into the chicken suppliers ... this is over I'm using on antibiotics is outright By and Denee ... they eliminated their contacts with that chicken supplier so they say that they ... fix that problem and now ... it's it's about building up their brand perception and so ... the problem is everytime they try to build a brand perception something else that happens like they are so few months ago had ... heard Flint ... said chicken sales fell dramatically so ... it's really impacting the whole company and when you're standing that quickly but you don't have a customer's basic and really leaves a lot of problems and with regard to this particular ICG Yum Brands issuing a statement saying we want to reassure you that we didn't need the address the problem with diets that this restaurant food safety ... is the most important thing for us and we will ensure perfect operating ... procedures are to all our fallen ... I looks like they will have their eyes out the least of it therefore while trying to take the lead to something like that for her ... but if you're watching banking CEO forget what you've read you don't forget that that that today would ... be a big topic for consumers and true and and and and here because Trickles upper everybody these that new sort of such a point about the overall plan that any gets far think semester being with this project are thinking that


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The Supreme Court Decisions: Two Essays on Homosexuality
In anticipation of the U.S. Supreme Court's June 26th rulings on two cases involving homosexuality, two Columbia International University professors considered the implications for biblical Christians. In his essay, "The Hammer and the Anvil," professor of Intercultural Studies, Dr. David Cashin identified two social trends that have strongly marginalized and stereotyped Christianity in Europe and may do the same in America. One of them is homosexuality.
Meanwhile, in his essay, "Overcoming Same-Sex Attraction," Dr. Harvey Payne, dean of the CIU College of Counseling, challenges the church to come alongside believers who are struggling with homosexuality.
Both articles are published in the spring edition of CIU's "Connection" magazine. You'll find them on pages 20 and 21 at http://www.ciu.edu/connection/connection-spring-2013.


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"Hangman's Curse" – First of Several Peretti Works on Film
- Annabelle Robertson Entertainment Critic
- 2004 31 Mar
Don't let the PG-13 rating fool you. 20th Century Fox's little film that could, "Hangman's Curse," which comes out on video/DVD this week, is perfect for kids – even younger ones. In fact, the movie is so clean, it's hard to believe that most of the other films that have come out this year share the same rating.
Derived from the book by Frank Peretti, "Hangman's Curse" is the first in his Veritas Project series, which is aimed at teens and 'tweens. The movie eschews a direct message about Christianity, opting instead for subtlety. It's a thinking kids movie, with lots of opportunity for discussion, but it's also a top-notch production with a credible plot, great acting and solid cinematography.
The film opens with the third football player in a row being overcome by a strange and sudden illness. Apparently, the players have seizures along with hallucinations of young Abel Frye, a student who hanged himself after being mercilessly bullied years ago. They are dying, and no one can figure out the cause. The boys suspect it may somehow be linked to their bullying – especially of the creepy Goth students – but they can't prove it. And, as more players fall ill after finding a mysterious hangman etched in their lockers, they can't stop it, either.
The school principal calls in the Veritas ("Truth") team, one of many elite squads of undercover agents used by the government for situations such as these. The Springfields are a regular family comprised of mother Sarah (Mel Harris, "thirtysomething"), the scientist; father Nate (David Keith, "Daredevil," "Behind Enemy Lines," "Officer and a Gentlemen"), who poses as the school custodian; and twins Elisha (Leighton Meester, "Once and Again," "Boston Public") and Elijah (Douglas Smith, "Blast from the Past," "Lock Her Room"). Elisha becomes part of the popular crowd, and soon finds herself falling for one of the football players. Elijah becomes one of the geeks, where he observes bullying firsthand.
Together with Professor Algernon (Peretti) and their smell-savvy canine Max, the Veritas Team discovers that the Goth kids have delved into the occult, which eventually backfires on everyone. Fortunately, however, their scientific sleuthing pays off with answers to even the deadliest of questions.
Unlike other "Christian" films, which rely on lack of competition in the field to attract a following, "Hangman's Curse" is a cut above. Although it contains one scene with drugs (which garnered the PG-13 rating), this takes place when the Veritas Team goes undercover, at the beginning of the film, to catch a high school drug ring. The language is clean, yet perfectly true-to-life for teens, with themes of bullying, cliques and teenager angst.
The actors all perform well, portraying a family who works and plays together, and who is accepting of things like bi-racial dating – providing the young man is a believer (which he does become) who wins the parent's acceptance. We also see kids who act like kids, who struggle with acceptance and peer pressure, and who sometimes speak back to their parents, but who are nevertheless respectful. It's a relief to see such good role models portrayed realistically in a mainstream film.
No stranger to thrillers, author Peretti was dubbed "the king of the Christian Fiction genre" by "Time Magazine" several years ago. Although he's also been called "the Christian Stephen King," Peretti's 18 novels actually have little to do with King's, which have an unnerving tendency to mock Christianity while uplifting terror to unreachable heights.
Peretti, on the other hand, writes from a distinctly Christian worldview while also highlighting the ever-present reality of evil in the world – as well as ways to combat that evil through truth, righteousness and prayer. Best known for his first two novels, "This Present Darkness" and its sequel, "Piercing the Darkness," which sold more than 3.5 million books, Peretti has since written a slew of others, including "The Visitation," which debuted on the Christian Bookseller's Association list six weeks before its release. Prior to that, "The Oath" sold more than a half million hardcover copies within six months of publication.
A natural storyteller from Seattle, Washington, where he pastored a church along with his father for five years while writing his first novels, Peretti now lives in the panhandle of Iowa. Married for 32 years to a painter, he typically wakes, does his devotion, then writes for five hours a day, taking the occasional break with his banjo. On weekends, he and his bluegrass band jam at fundraisers and churches.
In addition to writing the screenplay for "Hangman's Curse," Peretti also appears in the film, as Professor Algernon, a quirky scientist who wasn't too much of a stretch for him to play, he said.
"It was ecstasy!" he said, with a laugh. "And I'd love to do it again, maybe in a Hitchcock sort of way. You know, a cameo in each film, although I don't know if they'll let me."
Peretti has done a lot of acting, but said it was still intimidating to be on the set of a feature film, especially with people like producer Ralph Winter, who championed the film from the beginning.
"Frank's an amazing guy," Winter said. "I'd be thrilled to make movies with Frank Peretti for the rest of my career."
Winter, who is best known for his work as a producer on "X-Men," "X2" and "Planet of the Apes," also produced and directed the "High Incident" television series for Steven Spielberg. He was approached by Joe Goodman and Bobby Neutz, of Namesake Entertainment, a couple of years ago, after they had met with Peretti about the possibility of working together.
"We wanted to make a quality film, and I think we've done that," Winter said.
"I've had so many offers to make films from my books," Peretti said. "People who were in the business as well as people like the guy who had just gotten a video camera for Christmas. And I didn't want it to be like the Christian movies I had already seen. This was the first time that I could retain some creative control, with people who respect my opinion. And our relationship is a godsend."
"Hangman's Curse" was filmed in Spokane, Wash. in 24 days on a tight budget of just two million dollars.
"That's definitely small, by Hollywood standards," Winter said. "The catering bill on "X-Men" seemed like it was pretty darn close to the entire budget of this film!"
Winter also said that 20th Century Fox is thrilled with the film and the reception it has received, which has paved the way for another Peretti movie that is in production now.
When "Hangman's Curse" opened in Spokane last September, it beat every studio movie in that market. The movie then had a limited-release opening in 18 cities, although its release this week on video and DVD is what the filmmakers hope will give the film its widest audience.
Winter is currently in the final stages of pre-production for Peretti's "Visitation," a thriller targeted to adults. Filming is expected to begin this summer, with a possible release next year. Then, the producers hope to come back and make "Nightmare Academy," the second book in The Veritas Project series. If all goes well, they hope to someday make "This Present Darkness" too.
"Each time we do this, we get a little smarter," Winters said. "As we get more notoriety, we get more attention. We're building credibility, trying to show we can do good work and that there is a significant audience."
Winter said that it's fun being a Christian producer out in Hollywood.
"I don't get invited to all racy parties, but I also don't find that people deny me stuff as a Christian. It's about the work. If you do excellent work, people respect that," he said.
As for Peretti, he's hard at work on another novel, in between strums on his banjo and walks beside the river around his mountain home. And success – or the money that comes with it – hasn't changed him a bit.
"The Lord beat me up so much in the early years, before the money," he said. "We were living in poverty for the longest time, so we learned to be content in whatever state we were in."
He said that it's nice to be able to give generously, and he uses the Lord's financial provision mostly to help local ministries and his neighbors, although anonymously.
"We still have the same financial philosophy as we always had," he said. "Only now, we get to help people with their hospital bill or with some false teeth. It's cool to give."
Click here to read a review of "Hangman's Curse."


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