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Boosting your investments by backing the ageing populationby Noted
In association with Harbour Asset Management.
Are you making the most out of your investments? Some sectors or 'megatrends' are riding the growth wave, and now is the time to invest, says Harbour Asset's Shane Solly.
These industries, says Shane Solly, portfolio manager at Harbour Asset Management, have a healthy future in the medium term and will give managed fund investors the edge over peers with money invested in passive index tracking funds.
"At Harbour, we prefer to invest in businesses that can't be disrupted easily," he says. "As an investment philosophy, we look for sectors with consistent, sustainable growing returns, and the retirement village industry stacks up well on these factors."
One positive for investors is that the retirement village and aged care sector is facing a tidal wave of demand as the baby boomers age and start to consider their retirement living options, says Solly. What's more, the providers are well regulated through the Retirement Villages Act, which provides an excellent framework for the industry.
Another benefit of investing in this sector is that the industry has done a great job preparing itself for the next generation of residents. Most new developments now include aged care facilities, which are becoming a key consideration for 75-plus-year-olds, he says.
As a result of these trends, industry growth in this sector is likely to continue to exceed that of the broader economy over the next decade.
This is good news for active investment managers, such as Harbour. By recognising the fortunes of these industries and individual companies within them, active managers can make hay in a way that passive funds can't.
That means Harbour's managers can seek to invest in these growth-oriented sectors and weight their portfolios accordingly.
"Retirement care might make up 9% of a benchmark index, but Harbour is more likely to have more of its funds in this sector, because of its superior growth prospects," he says. Passive funds that track the index don't have the luxury of picking and choosing sectors and companies to back.
Despite its many investment attributes, the retirement industry is not a licence to print money. Like everything, it does have its risks. For example, recent market volatility has worried some private investors. However, an active manager can see the bigger picture and recognises that this volatility reflects shorter-term issues, such as changes to migration, non-resident home buying restrictions and wage inflation.
Another consideration an active manager weighs up is the potential cooling of the housing market, which can result in future residents delaying their purchases. The industry banks on capital gain from units as residents move on and units are resold. Demand could slow if buyers wait to sell their existing properties.
The good news for investors is that aged care facilities have different drivers and may not be affected by stagnant house price growth.
"Moving to a retirement village or care facility offers safety, security, a like-minded community, activity programmes, freedom from maintenance, and access onsite to differing degrees of care," says Solly.
"While some of these factors can be supplied in a resident's home, they can be delivered to a high standard in retirement and aged care accommodation." Research shows that residents are less isolated socially and as a result live longer fuller lives.
Not all retirement village operators are positioned equally to take advantage of the opportunities. Unlike passive funds, active managers can cherry-pick the best companies that do a great job for residents and look after their needs first.
For more information go to Harbour Asset Management.
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I'm pretty new to the whole web development/design aspect of things. I've tinkered before with free things but more specifically with forum design. I'm very interested in building a website but aside from having a main traditional website feel I'm looking to incorporate a forum to it. Would it be possible to do this with this WordPress/BlueHost tutorial here? Or would there be something you recommend for that sort of thing?
You can sell products and services on your website if you have the Online Store plan. You'll have an online store that will allow you to add products and services, set up different types of payment methods, and even specific types of shipping. Your store will be integrated into your website as a page. You can add featured products for your visitors to scroll through, make quick purchases using PayPal and Apple Pay and promote your store/products through coupons. You can also use the same type of email marketing that is included in the Business Plus plan to send email communications to your subscribers and customers about sales in your store, coupon offers and events. Establishing a strong online commerce can boost your current sales, especially if you have a brick-and-mortar store.
Hello, I used BigCommerce to build the website, tenbrookeleanne.com, for my girlfriend's brick and mortar boutique. I do not know any code and before making this website, I knew nothing about ecommerce. The customer service for BigCommerce is awesome! Even though they are a WYSIWYG drag and drop site builder, they helped me customize my website by editing the code for me. They changed the background for my chosen (free) template and added an instagram social button even though it wasn't in the template. When making the website I had a ton of questions and they were always happy to help, now I very rarely have to call support. The BigCommerce University and question forums are very resourceful at well. I would highly recommend BigCommerce to anyone who is looking to make an ecommerce site. My only complaint about BigCommerce is that they do not have a native solution to integrate with the brick and mortar store POS to keep the inventory up to date (though they say they are/have been working on it). I have to use an expensive and less than satisfactory third party software for the two platforms to communicate with each other.
Hi there and thank you wor this fantastic WP resource. So much useful information. I have a question, though, I am not finding an answer anywhere but I'm sure you'd be able to point me in the right direction. I have a webpage that I had built with weebly time ago but I finally have time and wish to turn it into a more professional site and blog. I want to move to WP.
Very nice of you to give us this understandable and detailed description of how to make a website. To be honest I haven´t started yet but I do have one question before that: is there a time frame of how long the website (letś say build through wordpress) will exist? i have built some blogs previously which experied at one point, the domain simply did not exist anymore. I am looking to build a website which will develop throughout time, ideally lifetime. thanks!
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Yola has been around a long time and hasn't aged well at all. There are a variety of template options, but they are all really old looking and not well-designed. The only positive is that it is relatively cheap, and add-ons like email are pretty cheap too. In my opinion you won't be happy with how your site looks or functions though, and I think that paying a few extra bucks to get a high quality site from one of the other website builders is definitely worth it.
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subset: commoncrawl


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OrganFax news brings you all the latest from the world of the organ and keyboard. From new product launches, to festivals and other exciting events. Please feel free to contact us with any news you would like featured on this page.
Lewis Scott at
Driffield Methodist Church...
Gary Cole at
Hiam sports and social
Joanne Naulls at
Carlisle dance
David Ingley at
Four Crosses School
Phil Brown CT FVCM HonVCM MCP MCDST at
Gresley Old Hall, Church G...
Lee Dewsnap at
St. Mary the Virgin Church...
Johnny Boonham at
Silvester Horne Institute,...
Spotlight on
Visitors to the recent Eastbourne Festival shows can now find the show pictures on the Carillon website. Organ & Keyboard pictures are here and Accordion pictures here and as well as seeing all the action you can catch up on all the artistes, dates and hotel information for these popular festivals.
Both shows were a terriffic success with the Accordion weekend being sold out! In addition, several hundreds of pounds were raised accross the two events for Winstons Wish, the charity that John and Jackie Romero support.
It is hoped that their February weekends will see the total raised break the £10,000 total.
Back to news...


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Hey if you are looking to get your deal funded I've got great news. Whitestone Capital Solutions is offering loans as low as 4 points and 8%. Friends, if you are in the real estate investment business it's hard to find money any cheaper than this. I know because I've looked around. All you have to do is go to www.whitestonecapitalsolutions.com, click "apply now" and fill out the quick and easy form. One of our team members will be in touch with you quickly and get you headed toward closing on that deal. We are loaning in all 50 states. Apply today.
Translating Income Target into Daily activities.
Steph Curry loses money in Bay Area Real Estate.
Martin from Long Beach California, "I heard you on your last show talking about buying rentals in my area and I agree – it's tough to find a property here that you can rent with any kind of decent return. I'm thinking about investing in recreational or resort properties and renting them through AirBnB or VRBO or something. What are your thoughts about this strategy?
Kelvin from Atlanta, "I am thinking of buying a condo in Panama City as an investment. My family would enjoy the ability to get down there several times a year plus we could make some money renting it out. What's your opinion on this?"


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This great amigurumi feline is anything but difficult to do and immaculate, to begin with on the off chance that you are only an amateur. The measure of completed toy is around 33-36 cm.All that you have to this venture are: alize cotton gold batik , hook nr 1.7 mm, good hollow fiber for stuffing and sewing needle and scissors. Share your work in our group.
Full article with free the pattern of is >> here<<, or join us to get more inspirations ->> our Facebook group.
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The simple way to translate words.
Many dictionaries and a very large database of words.
|briefly (Number of letters: 7)
|Translations (8):
|heslovitě, krátce, stručně, zkrátka, honem, rapidně, rychle, rychlý
|Related words:
|czech briefly, briefly unavailable for scheduled maintenance, briefly synonym, briefly meaning, briefly distorted, briefly describe yourself, briefly in czech, heslovitě in english
briefly in german briefly in french briefly in italian briefly in albanian briefly in finnish briefly in hungarian briefly in polish briefly in slovak briefly in danish briefly in spanish briefly in norwegian briefly in russian briefly in swedish briefly in belarusian briefly in estonian briefly in greek briefly in croatian briefly in lithuanian briefly in portuguese briefly in slovenian briefly in ukrainian
raid in portuguese safe in lithuanian cockroach in russian transformation in german countenance in french
dictionary24.info allows you to translate thousands of words into many languages.
Enter the word, choose the dictionary and translate for free, at any time and place. Try our dictionary online and see how easy it is. Forget about problems with the translation at work or at school!


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Triage/Patient Care Nurse
St. Vincent Medical Group Pendleton,Indiana
Certifications - LPN Nursing License : Indiana State Board of Nursing ; 12/2013 - Basic...Professional Summary Experienced LPN licensed in the state of Indiana with strong clinical and people
Unit Manager
Beech Grove Meadows Pendleton,Indiana
Anderson Area School of Practical Nursing - Anderson , IN , USA Practical Nursing...Program . Coordinated with doctors and registered nurses to develop care plans for patients . 08/2008 ...ostomy care . Training and mentoring of new staff nurses . 04/2000 - 04/2002 St . Vincent Hospital -
Intake Nurse
Niughtingale Pendleton,Indiana
Professional Summary Professionally trained Licensed Practical Nurse with experience ensuring high standands...of patients with diverse needs . Licenses Licensed Practical Nurse - 27060807ABasic Life Support (BLS)...with a thorough assessment . Provided quality nursing care in accordance with resident care policies
Student Nurse
Community Hospital/ Rawlins House Pendleton,Indiana
being my career in the field . Licenses Licensed Practical Nurse in the State of IN , License number...Training Ivy Tech Community College 2016 Practical Nursing Anderson , IN Attended from 2013 - 2016 IUPUI
Joseph Copeland MD Pendleton,Indiana
Licenses Licensed Practical Nurse Skill Highlights Extensive knowledge OB/GYNConfident in nursing skills...1991 Anderson School of Practical Nursing Anderson , Indiana , USA Nursing LPN Class President...Professional Summary Licensed Practical Nurse with extensive experience in providing care in OB/GYN office
Licensed Practical Nurse
Riverwalk Village Pendleton,Indiana
counts . Education Licensed Practical Nurse : Nursing , 1987 Indiana Vocational Tech - Jeffersonville...Alzheimers leader for nursing personnel assigned to the unit/shift . Licensed Practical Nurse , 03/2009... Feeding assistance aptness Work History Licensed Practical Nurse , 12/2012 to Current Riverwalk Village
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From Library of Congress Subject Headings
Art museum curators
- http://id.loc.gov/authorities/subjects/sh86001903
- info:lc/authorities/sh86001903
- http://id.loc.gov/authorities/sh86001903#concept
Instance Of
Scheme Membership(s)
Collection Membership(s)
- Art curators
- Curators, Art museum
Broader Terms
Narrower Terms
Closely Matching Concepts from Other Schemes
- found: Work cat.: Wright, F.L. Frank Lloyd Wright, the Guggenheim correspondence, c1986.
Change Notes
- 1986-04-02: new
- 1986-06-02: revised
Alternate Formats
Suggest terminology
The LC Linked Data Service welcomes any suggestions you might have about terminology used for a given heading or concept.
Would you like to suggest a change to this heading?
Please provide your name, email, and your suggestion so that we can begin assessing any terminology changes.
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About Us
Here at ProActive Fitness, we believe that:
Aging is mandatory, but growing old is optional.
Exercise should support the activities that you are passionate about.
Improving functional fitness is critical to living a long, healthy, enjoyable life.
Traditional resistance training does NOT maximize function.
It is NEVER too late to begin a fitness program and reap its benefits.
If you move better, you will feel better. If you feel better, you will move more. If you move more, you will look better.
Fitness is one of the best investments in time, money and effort that a mature adult can make and it will yield huge benefits!
ProActive Fitness is proud to be independently owned and operated. We are not a franchise, nor part of a corporate chain. We are a traditional small business enriching the community of which we are a part..
Shelley Turk, Owner/Lead Trainer
After a long career as a Medical Cytotechnologist, Shelley became a Certified Personal Trainer in 2009 to indulge her passion for fitness and helping others. Over the course of the past seven years, her focus has changed from training younger clients, interested mainly in aesthetics, to training middle-aged and mature clients who are more concerned with improving their "do-ability" or function in everyday tasks or recreational activities.
In 2014, Shelley became Saskatchewan's first certified Functional Aging Specialist and decided that Saskatoon was ready for a fitness facility dedicated to the 50+ client. She said goodbye to the hospital job for good, opening ProActive Fitness in October 2015, and now enjoys encouraging her clients to be their personal best!
Barefoot Training Specialist, EBFA
Functional Aging Specialist, FAI
CTT, Turbulence Training (Fat Loss)
CanFit Pro Certified Personal Trainer
Certified Ageless Grace Educator
While studying Kinesiology at the University of Saskatchewan, Kirstie participated as a volunteer with a supervised exercise program for those with chronic pain and disease (First Step). While volunteering, she found her passion in instructing mature adults, teaching functional movement exercise and learning the importance of physical activity as one grows wiser. Kirstie worked at the First Step program for 6 years and obtained her Bachelor of Science in Kinesiology and a Certification in Exercise Physiology.
Kirstie began working at ProActive Fitness shortly after it opened and has been enjoying every minute! In her sessions, she gives a variety of exercises and movements that strengthen muscles, loosens joints, and improves function in everyday life. Kirstie is a caring and patient trainer, focusing first on proper technique and her client's needs.
B.Sc. (Kinesiology)
Certified Exercise Physiologist - CSEP
Functional Aging Specialist
Stacey, Trainer
Stacey was involved in various activities growing up, including baton, gymnastics, dance, volleyball, skating and snowboarding. This passion for movement led her to get her Kinesiology degree. After getting her degree, Stacey became a Certified Personal Trainer, and then a Certified Exercise Physiologist with CSEP.
Stacey is passionate about running and strength training, and also enjoys hiking and going to spin classes. Stacey has a background in Exercise Therapy, and has worked with people who suffer from numerous chronic conditions and various injuries . Stacey incorporates all major muscle groups in her workouts.
B.Sc. (Kinesiology)
Certified Exercise Physiologist - CSEP
Avery, Trainer
Avery grew up living in a healthy, active home environment, learning his habits from his mother and father at an early age. His mother fuelled his interest in healthy eating and living, as she is a certified dietitian and fitness instructor, while his father coached him in youth sports, fuelling Avery's passion for activity.
Avery has earned a Bachelors degree in Kinesiology from the University of Saskatchewan and is continually looking for ways to learn new skills and techniques to use when teaching and executing proper functional movement patterns. Avery's teaching style is high energy and creative, reinforcing the basics of good biomechanical movements along with challenging strength, mobility, core stability/balance, motor control and cognitive aspects.
Canfit Pro Personal Training Specialist (PTS)
Functional Aging Specialist
Canfit Pro Active Aging Specialist
First AID - CPR level C & AED
Jazlyn, Trainer
Jazlyn grew up playing multiple sports and living an active lifestyle. This led her to pursue a degree in Kinesiology at the University of Saskatchewan. Throughout her studies, Jazlyn became passionate about the health and wellness aspects of exercise. Upon completing her degree in Kinesiology, Jazlyn became a certified personal trainer. She is eager to continue learning more about functional fitness and exercise, using her knowledge and education to help clients get the most out of their exercise sessions and improve their day-to-day lives. Jazlyn is currently working towards becoming an exercise physiologist.
Jazlyn strives to include a variety of functional movements/exercises in her training sessions. She enjoys working with clients, helping them live stronger, happier, and healthier lives.
CSEP Certified Personal Trainer
Functional Aging Specialist
CPR & First Aid (Level C)
Florence,Trainer (Casual)
Florence is a psychology graduate, and is currently working on completing a second degree in Kinesiology. She loves being outdoors, practicing yoga, and lifting heavy things. She started out as a group fitness instructor, then became a personal trainer and yoga teacher shortly after. Seeing clients become stronger and faster with every class, and experiencing the positive impact physical activity can do to one's health and wellbeing, pushed Florence to return to school to pursue a career in fitness. When training clients, it's important to build a foundation and to progress continuously in order to achieve a realistic goal. Every client has a different mindset of what they want and it's the trainer's job to assist that client in a sustainable and healthy way. Florence had learned that it's not about the end result but the journey that matters most. Her plan is to become a certified exercise physiologist and to continue learning how to deliver the best in functional fitness, nutrition, and active living.
Canfitpro- Certified Personal Trainer
MOSSA Group Power Qualified Instructor
CPR level C, First AID
200 Hour Yoga Alliance Certified
Prenatal Yoga and Yin Yoga Specialty Trained
SPRA Group Fitness Certified
SPRA Cycle Instructor
BA (Hon) Degree in Psychology
Simone, Manager
Simone started working at ProActive Fitness at the end of November, 2015. Shelley and Simone have been friends for several years as their husbands love to mountain bike and compete against one another. A frantic text sent from Shelley at 2:30 a.m. prompted Simone to come to the studio three mornings a week to help at the front desk. The position evolved and now Simone has taken over a lot of the administration duties from Shelley.
Simone has a background in toxicology and previously worked at the University of Saskatchewan. Today, Simone works at ProActive Fitness as the Manager. She loves meeting new clients, watching them change and grow, and helping Shelley to manage ProActive.
Collette, Part-Time Receptionist/Admin. Assistant
Collette moved to Regina in 1987 after finishing school and joined a gym in the city shortly thereafter. She moved from Regina to Saskatoon in 1995, and although she's switched gyms since moving to the city, her commitment to exercise has never wavered. She continues to train 4 or 5 times per week, in addition to playing squash and volleyball, and cycling 7 or 8 months of the year—definitely NOT in the winter.
Collette's "day job" is with the public service, but she joined ProActive in October 2016 to help out in the evenings, attending to existing and potential clients, assisting with cleaning, and allowing Shelley to have some family time!


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"If your employees are not being headhunted by a recruiter - what is wrong with your employees?" Matthew Jeffery
Welcome to a special Talent Acquisition Channel Podcast on TotalPicture Radio with Peter Clayton reporting from ERE Expo 2011 Spring in San Diego, California. Our interview with Matthew Jeffery is sponsored by Riviera Advisors.
Can a recruiter make you cry? Traditional recruiters are in danger of becoming obsolete as companies look to build emotional relationships with both employees and external communities. Recruitment 3.0 focuses on the building of communities of talent that modern recruitment marketers will need to engage and nurture. Recruitment marketers who can inspire their communities will be at a premium in the online age as social media starts to replace traditional media and traditional recruitment attraction techniques as the strategy of choice. Matthew Jeffery, voted "Recruitment Personality of the Year," is an excellent case-in-point. Two weeks ago, he was Global Director of Talent Brand, Electronic Arts today, he's Head of EMEA Talent Acquisition and Global Talent Brand at Autodesk.
Program Transcript
Matthew Jeffrey TotalPicture Radio Transcript
Welcome to a special edition of TotalPicture Radio, from ERE Expo 2011 Spring in San Diego, California. The 11th annual ERE Conference is brought to you by Riviera Advisors, a global human resources consulting firm that employs sophisticated levels of expertise in talent acquisition, helping organizations improve, enhance, and optimize their corporate recruiting and staffing capabilities. To learn more about how your organization can benefit from Riviera Advisors real-world experience and expertise, visit rivieraaadvisors.com or call 800-635-9063. Do it today!
This is Peter Clayton reporting from the ERE Spring 2011 Expo and Conference here in San Diego, California.
I'm delighted to have with me Matthew Jeffrey, head of EMEA talent acquisition and global talent brand at Autodesk. Matthew is the Conference Chair here at ERE, and he kicked off with a really fascinating presentation entitled :Recruitment 3.0: Why Traditional Recruiters Will Be Replaced By "Emotional Marketers".
Prior to joining Autodesk, Matthew was global director of talent brand at Electronic Arts. That was not too long ago because that's the title that's here in this program!
Matthew, Thanks for joining me on Total Picture Radio.
Matthew: Two weeks ago I moved on to Autodesk side. I had a great eight years at Electronic Arts working with people like Cindy Nicola.
Peter: I know Cindy. I've interviewed her.
Matthew: Brilliant. I've seen her on the show. Brilliant to start a new challenge and some great things to try and achieve with Autodesk.
Peter: Tell us about Autodesk. What does your organization do and what were you really brought in to take care of?
Matthew: It's utilizing 2D and 3D software which is used to visualize and create things like cars, bridges, and it works in entertainment in terms of creating the special effects behind films like Avatar, Inception... all of the last major 15 Oscars for visual effects were used creating Autodesk technology - also used in video gaming. It's pretty much everything in the sort of the day in a life which needs to be designed in created buildings, etc. - use Autodesk technology.
In terms of coming in to Autodesk, the key thing there is recognizing that we need to build a credible and strong employment brand to reach out to new talent communities and attract those killer people in to take us unto the next level.
Peter: Is that a particular challenge? You're based in the UK. Is recruiting in the UK similar to what is going on here in the States?
Matthew: Pretty much, pretty similar to be honest. The key for us is that we've learned a great deal in Europe from what the US has been doing for many years, particularly in terms of doing a lot of the direct sourcing utilizing technology. But you know, in an interconnected age, being in the UK is really perfect for a global company slap on the middle air between Asia (obviously a huge growth area) and obviously the US, the powerhouse of the world economy.
Peter: Back to your keynote presentation, you started out talking about recruiting 1.0. Matthew you know, most job candidates out there, most people who don't work in HR, don't work in recruiting that's, I think, still the perception most people have of what getting hired at a company is. 1.0 as you described is a lot of post and pray, you throw a job req up onto Monster or Career Builder, and you sit back and you wait for the résumés to come in or you go hire a third party recruiter or you use your own recruiting team in-house to go out there and use basically their database to source candidates. What's wrong with that model and what do you see as the current model?
Matthew: So in terms of what's wrong with that model, is that we've got to look at the talent landscape out there. So there is whatever terms you use it - global war for talent; whether that's overused and too cheesy - whatever you want to use. We're all competing.
The amount of skilled people in the experience talent pool is pretty much contracting. Markets are converging and we're all trying to attract those key individuals into our company. So it's pretty brutal out there.
If we're reliant on the traditional methods, it's going to be tough and we're seeing if an individual is out looking for a role and being pro-active and registered on a number of agencies and a number of job boards, getting into, being into a salary and a negotiation going. One company will give them an offer then the other five will, then you're using sign on bonuses, relocation, etc. And then you're not really building that relationship and that sort of emotional connection with the candidate that's going to keep them there for a long time.
So recruitment 1.0 is a very reactive model. Post and pray, using the agencies... and when you consider that sort of talent pool for your role, 90% of the people who are best for your role are not looking at that moment in time. So if you're relying on that 10% who are actively looking and then trying to fight amongst them, that's not really a feasible model. You've got to get out there and say who are the best people for our company, what is the talent, how do we build relationships with them - and that's what recruitment 3.0 is all about.
Peter: Give us a roadmap of recruitment 3.0. Again, back to your presentation, a lot of companies think we're going to start a Facebook page and we'll just scrape all of our jobs off of our career site and put it up on Facebook. Now we're into social media.
Matthew: That's true. It's a frightening thing that a lot of companies are really beating their chest, even here at the ERE Expo, they're the social media kings. But as you know when you go to a Facebook page or a Twitter feed, if it's a list of jobs, that's boring; recruitment in that perception is fundamentally boring. What people want to know is about your company.
Now the product PR team and corporate marketing are brilliant at actually revealing about the company and the product. What they're not good at and what they don't do are who are the people behind the corporate firewall, what do they do... how do they have fun... what is the culture - all of these elements are humanizing the brand.
So if you're going to put up a Facebook page, this is what people want to know about. Who are the individuals? How do you have fun? What are the silly things that go on in your office? That reveals the transparency. Then in that, you've got to actually communicate in real time and actually be transparent, and that means a two way conversation.
Peter: The other thing I find quite humorous about this whole thing is all of these companies now have Facebook pages, they have Twitter, somebody tweeting for them, but in the meantime, they're blocking their employees from going to Facebook, going to LinkedIn, going to Twitter from their corporate firewall.
Matthew: And that's pretty scary. What I would push back on those companies is about trust. If your individuals are working hard and they've got specific deliverables and they're delivering, why don't you trust them to actually have that time and they want to go into Facebook and say something.
Peter: Because they're going to do it anyway. They've got their smart phone with them; they'll just go in the bathroom and go on Facebook.
Matthew: It's happening. You know that's the thing and the companies have to realize that it's great. These are brand ambassadors. If they're talking they're having a great day at work, brilliant, let them go out there onto the Facebook pages and say it.
Peter: One of the comments you made that I found really interesting is, if your employees aren't being headhunted, what's wrong with your employees?
Matthew: Exactly. Again, CEOs will also say let's stop our employees from being headhunted; how can we block them off the phone? Let's see if we can block them off on the email addresses and all this sort of thing. But at the end of the day, if you have great talent and they are happy, and they are well remunerated, they've got good training and development prospects, they can see that they can get promoted if they perform well, they like the culture, they're happy, they're staying in your company. If not, they're going to be headhunted. So companies have to realize and think to themselves, wow, we are being headhunted from... that shows the quality of our staff. We're bang on the money when we're recruiting.
Peter: Another comment you made that I find kind of frightening is the average job now is about two years, right?
Matthew: Yup. There's not a lot of loyalty. Again it's because that experience talent pool is shrinking, we're all competing and those guys know that they can get a bigger salary or other elements if they go elsewhere. So less than two years in that role and a company has to make sure and think how are we retaining these people, how are we going to keep on these people and make sure that they don't leave; and it's a tough thing to do.
Peter: How do you approach university recruitment?
Matthew: The key thing with university recruitment is again, you have to select and partner with the key universities which work for your company. By that, it's a matter of actually going in there and working with the professors on academic course content, having keynote speakers going in there, and getting to know key individuals and students within the universities.
In an ideal world, we could cover all that the universities across the world - we can't. So it's better to select those universities which are best for your company, go deep in them, and then again you can get to identify the key talent and build those relationships with professors and talent.
Peter: One of the things I find really fascinating is that there are a lot of large organizations who still somehow feel that they can control the message that everything goes through their corporate communications and public relations department and they somehow have missed the Twitter boat, the Glassdoor.com boat, the Vault boat. As you said earlier, what's going on now is transparency and authenticity, right? Those are the two words I think that are in 2011 I'm hearing the most at these kinds of conferences. And of course, Gen Y'ers, that's what they're looking for. They want to work with an authentic company that's transparent, that puts their values out there and really lives those values. It's not just - as Julie Fletcher said in her presentation - it's just not something that's posted up on the walls somewhere.
Matthew: Again it's interesting, because if you look at the key function of corporate marketing in PR, it is to control a message about the company. Not to engage in any discussions, not to engage into debate, how do we control that message and get it out there, etc. We know that that doesn't work in today's interconnected world. You can leap on any Google site, etc. and search working at your company or the corporate brand; people are talking about this day and night. If you're a great company, if you're a bad company, they'll be talking about it. So why not have it on your official channels and be able to engage in conversation.
If you've got those skeletons in the closet, be authentic as you said, be real. Say "okay, we're learning from how we've done things in the past. This is how we're going to move forward." That population is going to respect that. If you go out and say we're the best thing since slice bread and you know that all the blogs are actually being very critical, that's not authentic and you're going to get shot down, you're going to lose credibility, and your candidates are going to be using Google, they're going to the blogs, and they're going to see that mismatch and they're going to think, "Wow, that is a disconnected company. I don't want to work there."
If there are those skeletons and candidates see wow, this company is being real. I like this. They're open, they're transparent, and they're honest, I respect that and they're trying to actually improve something. As individuals we all make mistakes, but it's about how we go about moving forward from there and being authentic.
Peter: To your point in your presentation about if you're going to have a Facebook fan page, if you're going to be on Twitter, you can't go in there and edit things. If somebody posts something negative about your organization - as you well know a lot of companies just go in delete those. Well, guess what?
Matthew: Yup. If you delete that, they're going to be said elsewhere. But the interesting thing again, is that you've got to trust in your community. If you're doing the right things, proving a good direction, and if someone puts something negative up on your Facebook page, you don't have to have corporate marketing or HR go in and delete it; you can actually watch the community respond on your behalf. There is nothing more that makes a company proud is to sit there and think, wow, okay there's a negative comment, the community are defending us. They're saying what we're trying to do. They get it. And that's a great, great proposition to have when you can sit back and leave your community to get out there and promote what you're doing.
Peter: It's all about opening up a conversation, right? If you're trying to create a talent pipeline, what better way than using social media to be able to do that where you have these very authentic conversations, very open, very public conversations going on with people, and I think they really respect that. Then there is an opportunity to reach out to them about a job opportunity.
Matthew: Yup, that's true. I think the key thing about all of this is how do you humanize your brand, humanize the proposition. Humanizing it means revealing what's to know and what's going on. But then you start to build that emotional attachment and I sort of rather, sort of glibly in a way proposed yesterday that the best recruiter in the world at the moment is Simon Cowell.
But again when you look at those shows like American Idol and the X-Factor, what is it all about? If it was a pure competition of people, just singing into the mic and walking array, people would get bored with that pretty quick. But they know is that they need to build that story around an individual. Even the singers who were not as good, you know there are things that could have happened; they could have lost a relative, they may have had bad breaks in their life, they may not be able to afford to pay for their daughter and son's education... then suddenly, we're starting to get hooked in. We're feeling emotionally. We feel like we know them. We're going to pick up the phone and actually spend money to vote for them and we're going through. Recruiters can learn a lot from that; how do you build up that emotional connection?
Peter: You have to tell stories, right?
Matthew: Stories is what it's all about. But companies are not willing to often sort to go there and tell a story and reveal what's happening. You get it. I get it. We're all humans and we enjoy that good great conversation down the pub, one-to-one, etc., having fun. How do you use the web to have that sort of degree of conversations that you're transferring the pub conversation into a workplace and revealing a great humanized consistent transparent brand.
Peter: How does Autodesk use social media to reach out to these very skilled passive candidates that you're trying to attract to your organization?
Matthew: The key thing is that, one of the great things at working at Electronic Arts was actually helping them build up their whole social media proposition from a recruiting standpoint; so building up the Facebook community to over 150,000 within 12 months was sort of a great win.
Autodesk are at the position at the moment there, not as far ahead in terms of social media. So that was one of the key reasons why the head of talent acquisition there, Amy McKee, brought me on a week ago. So the key thing for me is doing exactly what I've done previously in the past, and what you're talking about is taking what Autodesk have got, humanizing it, reaching out and building those communities.
Watch this space and watch what we're going to do in the next few months.
Peter: What has been the buzz here at ERE? What are you going to take back to the UK with you?
Matthew: What I'm taking back is recruiters are now realizing that they are key to the success of a company. Previously there was that sort of perception that recruiting was just a lowly profession; there wasn't a career structure or that it was just a sub-function of HR. Now you can really see that we're actually leading the way in many ways how we use social media, how we build up relationships. We are becoming sort of de facto sales and marketing PR people. These are new skill sets for recruiters, etc. How we're using technology, how we're actually mapping companies and sourcing; we're using a lot of complicated things. Career structures are well in place now. It's a great buzz to feel people thinking, wow, those FTSE 100 and those Nasdaq companies, etc., are asking the questions now, how can you fill those top positions? Who are going to do that? It's the recruiters can make or break organizations. That's the buzz around the whole now. We're in great times in recruitment, and we're actually surging forward and making a difference.
Peter: Matthew, thank you so much for taking time to speak with me today on TotalPicture Radio.
Matthew: Great, thank you Peter. Good stuff.
We've been speaking with Matthew Jeffrey, head of EMEA talent acquisition and global talent brand at Autodesk. You can find this podcast in the Inside Recruiting Channel of TotalPicture Radio, that's totalpicture.com.
TotalPicture Radio is interested in hearing from you, our listeners. Please share your thoughts and opinions on our podcast today. Visit totalpicture.com to add your voice to this discussion. And be sure to bookmark rivieraadvisors.com/podcasts for a growing library of thought-provoking in-depth interviews focused on the emerging issues surrounding talent acquisition -- confronting HR leaders today. And remember, on our websites, you find the complete transcripts from these informative interviews. To learn more about Riviera Advisors real world experience in leading and managing corporate internal recruiting and staffing functions, please call toll free 800-635-9063 or visit rivieraadvisors.com.
Riviera Advisors is a member of the Asher Talent Alliance, a global alliance of talent acquisition providers working together to benefit the unique and individual needs of their clients. To learn more about Asher, visit ashertalent.com.
This is Peter Clayton. Thank you for tuning in to TotalPicture Radio, the voice of career and leadership acceleration.
About Peter Clayton
Peter Clayton, Producer/Host, is an award-winning producer/director of radio, television, documentary, video, interactive and Web-based media who has created breakthrough media for a wide array of Fortune 100 clients.
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CBD oil is the short form of the term cannabidiol oil. Cannabidiol is a natural component of industrial cannabis or hemp. CBD oil is cannabis oil that has a significant content of cannabidiol. It is made from the flowers, leaves and stalks of hemp and not from its seeds like hemp oil. CBD oil has become very popular in the medical marijuana industry, because it can be helpful in the treatment of various conditions without the typical intoxicating effects of marijuana use.
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People who are reading this page are doing their homework. This is how we learn by asking questions , reading article after article, studies after studies. We are all looking for the same thing, myself included.. Relief from whatever ails us, to not be prisoners of the big pharma world. There are so many 'snake oil' companies worldwide, asking for recommendations on this site should not be discounted to being 'lazy'. Until someone creates a 'consumers reports ' style platform, we only have each other to learn from. None of us are happy about our personal situations; we are here, we are educating ourselves, we are spending countless hours reading about each product stating they are the'best' . Personal experiences with different products are beneficial in helping people to make an educated decision, not being lazy
It's important to get a complete picture of how the plan works: not just how much money distributors make, but also how much time and money they spend on the plan, how long it takes before they're earning money, and how big a downline is needed to make money. One sign of a pyramid scheme is if distributors sell more product to other distributors than to the public — or if they make more money from recruiting than they do from selling.
If you don't understand something, ask for more information until it is absolutely clear to you. Your sponsor and other distributors should be willing to answer your questions. Remember that your sponsor (and others above your sponsor's level) will make money if you join the program. So take your time, and resist pressure to join. Be aware of shills — fake references paid by the company or distributor to pretend they were successful earning money through the plan.
2. Association of Expanded Disability Status Scale and Cytokines after Intervention with Co-supplemented Hemp Seed, Evening Primrose Oils and Hot-natured Diet in Multiple Sclerosis Patients. Soheila Rezapour-Firouzi, , Seyed Rafie Arefhosseini, Mehdi Farhoudi, Mehrangiz Ebrahimi-Mamaghani, Mohammad-Reza Rashidi, Mohammad-Ali Torbati, and Behzad Baradaran. NCBI.
If it turns out that there is a "run" on ReVo products, and they sell out in mid-June, then they have miscalculated demand and will miss out on profits they could have made. The more serious problem, however, is overestimating the saturation point for the product. If they make 10M units, and sell only 2M units, this may be the end of ReVo as a company.
Mike, what kind of breast cancer (invasive ductal, I presume)? How many of her lymph nodes were positive? How big was the primary tumor? Reason I ask is that in women with Stage I or IIA tumors that are estrogen-and progesterone-receptor-positive and HER2-negative (ER+/PR+/HER2-) with three or fewer positive lymph nodes, there is a genomic assay test on a sample of the tumor, called OncotypeDX, that will tell doctors whether chemo is necessary or would even work at all. Medicare covers that test 100%.That type of breast cancer mentioned above, which I had as Stage IA, is treated in postmenopausal women with anti-estrogen drugs called aromatase inhibitors(aka AIs: anastrazole, letrozole, or exemestane)which have as a side effect joint pain. CBD oil is effective for this joint pain it is not, I repeat, NOT a substitute for chemo, radiation or these anti-estrogen drugs.So don't assume your mom's cancer will require chemo; but if it does, CBD helps with those side effects as well. If she lives in a state where medical marijuana is legal, there are doctors who sub-specialize in certifying applications for a medical marijuana card, and in the interim before the card is issued can advise as to the appropriate dose of CBD oil (legal and over-the-counter in all 50 states). Some (though not most) medical oncologists will certify their own patients' medical marijuana card applications so she need not seek out another doctor; and will advise the appropriate dose for her symptoms. Once she gets her card, the "budtenders" in the licensed dispensaries can advise her as to the right CBD product (with or without THC), strength, and dosage. If she lives in a state where recreational weed is legal, the "budtenders" in the marijuana shops can steer her to the right strength of CBD oil and the right dosage.
Because of the encouraging of recruits to further recruit their competitors, some people have even gone so far as to say at best modern MLMs are nothing more than legalized pyramid schemes[4][19][20] with one stating "Multi-level marketing companies have become an accepted and legally sanctioned form of pyramid scheme in the United States"[19] while another states "Multi-Level Marketing, a form of Pyramid Scheme, is not necessarily fraudulent."[20] In October 2010 it was reported that multilevel marketing companies were being investigated by a number of state attorneys general amid allegations that salespeople were primarily paid for recruiting and that more recent recruits cannot earn anything near what early entrants do.[60] Industry critic Robert L. FitzPatrick has called multi-level marketing "the Main Street bubble" that will eventually burst.[61]
When it comes to selling product, MLM sales reps are probably no more aggressive or obnoxious than ordinary salespeople. Since most are not salespeople by nature, and it is characteristic that MLMs attract few people with any experience selling this particular product or service, they usually sell through pre-fab "parties" or home "demos." Thus, sales pressure is exerted by situation, if at all.
Though very rare, some people report side effects when using hemp oil. These side effects include low blood pressure, dry mouth, slowed thoughts, lightheadedness, and sedation. Animal studies have not found any toxicity issues with using CBD. In fact, a study in 2006 found that "the available clinical data suggest that CBD can be safely administered over a wide dose range." As always, because there aren't long-term safety studies, you should always check with your health care provider before starting hemp oil.
Multi-level marketing is a strategy some direct-sales companies use to encourage their existing distributors to recruit new distributors by paying the existing distributors a percentage of their recruits' sales. The recruits are the distributor's "downline." All distributors also make money through direct sales of products to customers. Amway is an example of a well-known direct-sales company that uses multi-level marketing.
Hi, I had ovarian cancer stage 2 and went to do chemotherapy for 16 times in 2014. It came back last year 2016 but I did not do chemotherapy or radiation therapy as suggested by the doctor. I am taking hormone therapy at the moment. I would like to use cannabis oil but which one and how much CBD and how much THC should I take for ovarian cancer? Can anyone give some idea?. Thank you very much.
About Blog Hello, my name is Ann Feinstein. Building relationships based on trust, good times and long lasting friendship are the essence of my life. I am passionate about helping people accomplish their lifelong dreams and goals to ATTRACT. RECRUIT. LEAD with the best best Online and Offline Marketing Strategies and Skill Sets for Success as a 30 year personal success coach, inspirational public speaker and sales trainer, having mentored thousands around the world to achieving top producer levels.


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