LATEST RUGBY WORLD MAGAZINE SUBSCRIPTION DEALS Gloucester prop Will James The Rugby Players’ Association today announced Gloucester second row, Will James, as the new RPA Chairman. Will takes over from former Bath prop, David Barnes, who after six years as Chairman becomes a full-time employee of The RPA as Rugby Manager, having had to retire from the game last season due to a neck injury.James will lead The RPA Management Board with Northampton Saint’s lock Christian Day being voted in as The RPA Vice-Chairman by the Player Representatives.RPA CEO, Damian Hopley, said: “It’s great news that Will has been elected as Chairman of The RPA Management Board. He has a very hard act to follow in David Barnes who did such a tremendous job as RPA Chairman and is the ideal person to assume the role of Rugby Manager within The RPA. The RPA Board has every confidence that Will will be equally as successful, he is extremely popular among the players and is respected by everyone within the game for his all-round professionalism. I very much look forward to working closely with him to make sure the players’ voice continues to be heard on all issues.”James spoke of his pride at having been elected as The RPA Chairman: “I’ve been the Gloucester Player Representative for three years now and I want to make a similar contribution to David Barnes, my predecessor, who has done a great job as Chairman up until this summer. It is a big role within The RPA and the game and a good opportunity for me to be able to give input into the work done by the Association. It’s an honour to have been elected RPA Chairman by my fellow Player Representatives.“Our role as Player Representatives at the clubs includes relaying issues to our RPA Player Development Managers and working with them to initiate education programmes for life after rugby, voicing player welfare issues and ensuring all benefits are filtered down to the members. In my position as RPA Chairman I will look to lead The RPA forward in what is an exciting time for the club game in England.”On his appointment as Vice-Chairman, Christian Day said: “I feel more senior this year having been on The RPA Management Board last year, so I felt comfortable stepping up and making my voice heard. *Player representatives on The RPA Management Board this season are:Bath – Sam Vesty, Exeter – Haydn Thomas, Gloucester – Will James, Harlequins – Olly Kohn, Leicester Tigers – Ben Woods, London Irish – Bob Casey, London Wasps – Ben Broster, Newcastle Falcons – Jeremy Manning, Northampton Saints – Christian Day, Sale Sharks – Sam Tuitupou, Saracens – Hugh Vyvyan, Worcester Warriors – Jake Abbott, Leeds Carnegie – Jonathan Pendlebury. TAGS: Gloucester “Rugby has changed dramatically over the last ten years. It used to be guys who went through university and got grades there before coming into rugby. Now many guys come in straight from school and that’s the only qualification they will ever have. I think it is crucial that The RPA provides player support after their rugby career. Also, rugby is a tough sport physically and some guys have to retire due to injury, so The RPA plays a huge role in helping players through The RPA Benevolent Fund as well.”The RPA Management Board is made up of Player Representatives from each of the 12 Aviva Premiership Clubs.*Matters discussed at the recent RPA Board Meeting in Birmingham included results of a recently commissioned RPA Player Medical Survey, career-ending insurance and “Social Responsibility” in the wake of unwelcome headlines at the Rugby World Cup. Discussions were also initiated around social media and the opportunity of players setting their own guidelines for the sensible use of social media.
Antje Jackelén elected Church of Sweden’s first female archbishop November 15, 2013 at 12:28 pm What a breath of fresh air for the world Christian churches. The Episcopal Church, USA set thepresidence for allowing women to lead an episcopal college with Bishop Schori. Iceland came second. Then, Norway has a woman presiding bishop. Now, the ELCA (USA) also has moved in the same direction. Maybe next year (2014) the Church of England would consider consecration of bishops soon.Per Raymond Gallie October 22, 2013 at 10:20 pm Right: not gender. Hopefully the news will be about a variety of sexual orientations and the gifts for ministry which leaders bring: that gives affirmation and hope to younger folks who seek to serve. Submit an Event Listing Director of Music Morristown, NJ Submit a Job Listing Tags Featured Events Director of Administration & Finance Atlanta, GA Rector Belleville, IL Rector Martinsville, VA AddThis Sharing ButtonsShare to PrintFriendlyPrintFriendlyShare to FacebookFacebookShare to TwitterTwitterShare to EmailEmailShare to MoreAddThis Associate Rector Columbus, GA Associate Rector for Family Ministries Anchorage, AK Remember Holy Land Christians on Jerusalem Sunday, June 20 American Friends of the Episcopal Diocese of Jerusalem An Evening with Presiding Bishop Curry and Iconographer Kelly Latimore Episcopal Migration Ministries via Zoom June 23 @ 6 p.m. ET Rector/Priest in Charge (PT) Lisbon, ME Assistant/Associate Rector Morristown, NJ An Evening with Aliya Cycon Playing the Oud Lancaster, PA (and streaming online) July 3 @ 7 p.m. ET Rector Hopkinsville, KY TryTank Experimental Lab and York St. John University of England Launch Survey to Study the Impact of Covid-19 on the Episcopal Church TryTank Experimental Lab Rector Tampa, FL Youth Minister Lorton, VA Episcopal Migration Ministries’ Virtual Prayer Vigil for World Refugee Day Facebook Live Prayer Vigil June 20 @ 7 p.m. ET Seminary of the Southwest announces appointment of two new full time faculty members Seminary of the Southwest Episcopal Church releases new prayer book translations into Spanish and French, solicits feedback Episcopal Church Office of Public Affairs Women’s Ministry Virtual Celebration of the Jerusalem Princess Basma Center Zoom Conversation June 19 @ 12 p.m. ET Bishop Diocesan Springfield, IL Rector (FT or PT) Indian River, MI Rector Washington, DC Bishop Antje Jackelén. Photo: LWF/S. Gallay[Lutheran World Federation] The Lutheran World Federation (LWF) has congratulated Lund Bishop Antje Jackelén upon her election as the next archbishop of the Church of Sweden.In a letter to Jackelén, LWF General Secretary the Rev. Martin Junge expressed gladness that the Swedish church had elected a leader who would bring to her new role “rootedness in the global church” and understanding of “the richness and diversity of the global Lutheran communion.”Junge said, “Your gifts of theological understanding, pastoral care and discernment, and principled leadership will be put to good use in this new chapter of your ministry.”In the Oct. 15 election in Uppsala, Jackelén received 55.9 percent of the votes cast in the first round to choose a successor to outgoing Archbishop Anders H. Wejryd. She will become the first woman to head the Swedish church.Jackelén is a member of the LWF Council, and serves on its Committee for Theology and Ecumenical Relations. The general secretary underlined her leadership role in the LWF governing body and other international settings, as well as her experience while studying and teaching in Germany and the United States.The LWF celebrates Jackelén’s election also as an affirmation “that one of LWF’s gifts to the global church is the commitment to the full participation of women and men in church and society,” Junge noted. Still, he expressed his hope that the day would come “when the news is not going to be anymore the gender of the elected leaders, but the special gifts he or she brings to the ministry.”Jackelén studied at the universities of Tübingen (Germany) and Uppsala and Lund (Sweden), and taught systematic theology at the Lutheran School of Theology at Chicago, USA. After her ordination in 1980, she served as a parish pastor in Stockholm and Lund, and became the Lund diocese bishop in 2007. She will be installed as Church of Sweden Archbishop in June 2014, succeeding Wejryd, who has led the church since 2006.Church of Sweden is LWF’s largest member church, with over 6.5 million members. October 30, 2013 at 7:58 pm I think its great. Is she single? I’m Baptist, but I’m ecumenical. Priest-in-Charge Lebanon, OH Join the Episcopal Diocese of Texas in Celebrating the Pauli Murray Feast Online Worship Service June 27 Eddie Hall says: Episcopal Charities of the Diocese of New York Hires Reverend Kevin W. VanHook, II as Executive Director Episcopal Charities of the Diocese of New York Posted Oct 20, 2013 Comments are closed. Rector Smithfield, NC Submit a Press Release Rector Shreveport, LA Priest Associate or Director of Adult Ministries Greenville, SC The Church Pension Fund Invests $20 Million in Impact Investment Fund Designed to Preserve Workforce Housing Communities Nationwide Church Pension Group Canon for Family Ministry Jackson, MS Inaugural Diocesan Feast Day Celebrating Juneteenth San Francisco, CA (and livestream) June 19 @ 2 p.m. PT Course Director Jerusalem, Israel October 1, 2015 at 5:43 pm Prayers for ChildrenPublished by Donna Noble Gibson · 23 hrs · Edited ·Oct. 15. 2015 As a global family, we are united in care and concern for all children, their families, their caretakers. The family is the basic unit of society where children learn love,values, and social skills. Today we see the breakup of families because of war, migration, corruption resulting in poverty, impossible living conditions…….In shared humanity and care, let us protect, pray, bless and direct our positive thought and energy to children and families within our world and our community. Pope Francis said: “A little bit of mercy makes the world less cold and more just.” Mercy means caring for our children and families Assistant/Associate Priest Scottsdale, AZ Assistant/Associate Rector Washington, DC Rector Collierville, TN Rector Knoxville, TN Rector Albany, NY Press Release Service The Church Investment Group Commends the Taskforce on the Theology of Money on its report, The Theology of Money and Investing as Doing Theology Church Investment Group Curate Diocese of Nebraska Associate Priest for Pastoral Care New York, NY Per Raymond Gallie says: Ya no son extranjeros: Un diálogo acerca de inmigración Una conversación de Zoom June 22 @ 7 p.m. ET Missioner for Disaster Resilience Sacramento, CA Rector Pittsburgh, PA Comments (4) Rector Bath, NC Virtual Episcopal Latino Ministry Competency Course Online Course Aug. 9-13 New Berrigan Book With Episcopal Roots Cascade Books Family Ministry Coordinator Baton Rouge, LA People, Curate (Associate & Priest-in-Charge) Traverse City, MI Ecumenical & Interreligious, In-person Retreat: Thanksgiving Trinity Retreat Center (West Cornwall, CT) Nov. 24-28 Rector and Chaplain Eugene, OR Jay Woods says: Donna Noble Gibson says: Anglican Communion, This Summer’s Anti-Racism Training Online Course (Diocese of New Jersey) June 18-July 16 Cathedral Dean Boise, ID Featured Jobs & Calls
By Eric Pfeiffer – Feb 7, 2021 Facebook Twitter Home Indiana Agriculture News Purdue Trustees Approve Naming of New Vet Hospital Purdue Trustees Approve Naming of New Vet Hospital David Brunner describes his work as a veterinarian as the “most enjoyable profession in the world. I go to work and play with puppies and kittens.” He credits his time as a student at Purdue University, capped by earning a Doctor of Veterinary Medicine degree in 1979, for fueling his passion.Now, the new veterinary hospital at Purdue will be named the David and Bonnie Brunner Purdue Veterinary Medical Hospital Complex in recognition of a $10 million leadership commitment from David and Bonnie Brunner.Purdue trustees approved the naming on Friday (Feb. 5).David and Bonnie Brunner (Photo provided)The 162,500-square-foot complex will include three facilities located just east of the existing Lynn Hall of Veterinary Medicine:* The David and Bonnie Brunner Small Animal Hospital, which will add 65,000 square feet to the existing small animal hospital facilities in Lynn Hall, which amount to about 40,000 square feet.* The David and Bonnie Brunner Equine Hospital providing 73,000 square feet of new space.* The David and Bonnie Brunner Farm Animal Hospital amounting to 24,000 square feet and replacing facilities in the existing large animal hospital.“As the pandemic has underscored, a state-of-the-art veterinary medicine program now not only benefits our animal population, but is an integral element in protecting human health,” Purdue President Mitch Daniels said. “Thanks to David and Bonnie, Indiana and the nation will now have such an invaluable asset.”David Brunner is the owner of the Broad Ripple Animal Clinic (BRAC), a business he founded on the north side of Indianapolis in 1981 with one employee. BRAC now has nine full-time veterinarians and is one of the 15% of hospitals in the U.S. accredited by the American Animal Hospital Association. Brunner retired as a practicing clinical veterinarian in 2012 but continues to be involved with the clinic as chief visionary and staff “cheerleader.”Brunner has been a member of the Indiana Veterinary Medical Association, the American Veterinary Medical Association and the American Animal Hospital Association. He is a past president of the Indianapolis Humane Society, having previously served on the board for 10 years. In addition, Brunner has authored two books, “The Dog Owner’s Manual” and “The Cat Owner’s Manual,” currently published in 12 languages worldwide.Bonnie (MacLeod) Brunner holds degrees in economics and comparative politics and an MBA in finance from UCLA. She retired from trading at Morgan Stanley and owns Lupo Design & Build, a luxury contemporary residential home building company in Hermosa Beach, California. She balances this business with her role as chief financial officer of the veterinary practice and managing the couple’s personal and commercial properties. Bonnie was actively involved in animal rescue organizations in Los Angeles before meeting David.The Brunners split their time between Indianapolis; Southern California; and St. Barths, French West Indies.“My years at Purdue were life-changing,” David Brunner said. “It took me a while to appreciate the incredible education I received from Purdue’s vet school. To this day, I reflect with sincere appreciation on the many professors and clinical instructors who helped shape me into the veterinarian I became.“Bonnie and I have been presented with an extraordinary opportunity to contribute to the construction of the new veterinary medical complex. It is our hope that this contribution will aid and inspire veterinary students, now and for years to come. I am passionate about companion animal practice and have a special interest in inspiring the entrepreneurial spirit in vet students and teaching them the art of veterinary practice and the business of veterinary medicine.”The couple is looking forward to having an active role in the Purdue Alumni Association and to finally attending some Boilermaker football games, as they joke, “We did not have time to do things like that when we were in school because we were always studying.”The design of the new complex optimizes hands-on learning for students and creates dedicated space for community engagement opportunities. In addition, the complex’s larger footprint and updated equipment will increase clinical research and allow faculty researchers to respond to more clinical trial opportunities, thus expanding the College of Veterinary Medicine’s reputation as a world-renowned research institute.“Due to the generosity of David and Bonnie Brunner, our vision of constructing a true state-of-the-art hospital is becoming a reality,” said Willie M. Reed, dean of the College of Veterinary Medicine. “The new hospital will provide a wonderful learning environment for our students, enable our faculty to advance their clinical research programs that involve clinical trials and greatly enhance our capability to deliver the highest quality care to our animal patients. I am especially grateful to have an alumnus of the college and his wife make such an impactful contribution to the college’s future success.”Slated to be completed by December and open by spring 2022, the new complex will provide for the varied needs of clients while also maximizing efficiency. For the first time, horses will have their own equine hospital rather than being treated at the same facility as farm animals like cows, pigs and sheep, which will be attended to at the new farm animal hospital. Efficiencies in the existing hospital facility will be incorporated into the new structures. For example, expensive imaging technology will be located centrally so it can be accessed from both the small animal and equine hospitals, which mirrors current practice in the existing facilities. Some small animal services will remain at the current small animal hospital.In addition to treating animals, the hospital complex will serve as a catalyst for interdisciplinary research, including cancer drug discovery and the development of treatments for paralysis.Total cost of the project is $108 million. Purdue has committed $35 million, which includes ongoing fundraising by the College of Veterinary Medicine, and the state of Indiana approved a $73 million appropriation. SHARE SHARE Facebook Twitter Previous articleHoosier Ag This Week for February 6, 2021Next articleSolinftec Expands Strategic Partnership with Ceres Solutions for Improved Custom Application Services Eric Pfeiffer
Twitter KEMP Technologies, a US based information technology company is to locate its European Sales and Marketing Headquarters in the National Technology Park in Limerick.Kemp operates in an emerging area in the information communications technology sector and the investment will initially create 10 jobs with the potential to develop more over the next two years.Sign up for the weekly Limerick Post newsletter Sign Up Prior to this announcement KEMP had no direct corporate presence in Europe. The company has over 3,000 customers worldwide with Europe accounting for one third of its market. The Limerick operation will focus on KEMP’s expansion in the Europe, Middle East and Africa regions.Kemp offers a variety of products in the emerging area of application delivery/load balancing controllers for server management in data centres, both physical and virtual. These internet controllers allow companies to reduce the risk of losing customers and revenue as a result of network downtime or increased traffic volumes.Minister Conor Lenihan described the investment as ‘an important high-tech boost for Limerick.“The highly skilled will be in sales and technical support and they align well with the Government’s strategy for a smart economy based on sustainable employment in growth sectors,’ said Minister Lenihan”.Kevin Mahon, President of KEMP Technologies said:“Ireland provides KEMP with all the necessary requirements for the establishment of its EMEA Headquarters including a highly skilled workforce, access to an excellent research base at the University of Limerick, and the availability of competitively priced technology equipped office space. KEMP in Limerick will focus on the development of the EMEA market. The successful establishment of the operation will increase the capability of KEMP to carry out advanced sales, marketing and customer support s from a European base”.IDA CEO Barry O’Leary said:“The establishment of KEMP’s operation in Ireland is in keeping with IDA’s mandate to attract foreign direct investment from emerging businesses, which is a key focus for IDA in the Mid West Region. The Irish operation will manage all revenue streams from across the EMEA region. In addition to sales and marketing and technical support, the Limerick facility will act as a distribution point for KEMP’s load balancers where they will be custom tested and configured on site prior to being shipped to customers across the EMEA region”. WhatsApp Previous articlePower and O’Dea selected as FF candidatesNext articleIRFU submits to democracy on ticket prices admin Print NewsLocal NewsKemp Tech announce Euro HQ in LimerickBy admin – December 3, 2010 503 Facebook Email Linkedin Advertisement
WhatsApp Facebook Arranmore progress and potential flagged as population grows News, Sport and Obituaries on Monday May 24th Facebook Google+ Number of Covid patients at LUH drops Pinterest By News Highland – October 14, 2020 Homepage BannerNews Google+ Twitter Pinterest Previous articleCovid-19: Fears over long term effect on voluntary groupsNext articleTánaiste indicates tighter restrictions for Donegal News Highland WhatsApp Important message for people attending LUH’s INR clinic The number of people being treated for Covid-19 at Letterkenny University Hospital has dropped.Figures released last night show that there were 15 people with the virus receiving treatment at the hospital, a decrease of six on the previous figure of 21.There are a further six patients at the hospital who are suspected cases.Three patients are receiving critical care and are in ICU while one suspected cases of the virus is also in intensive care.The latest data also shows that Letterkenny University Hospital now has fourth highest number of Covid patients in the country. Nine til Noon Show – Listen back to Monday’s Programme RELATED ARTICLESMORE FROM AUTHOR Twitter Loganair’s new Derry – Liverpool air service takes off from CODA DL Debate – 24/05/21
Sound investment – not heavy costsOn 1 Apr 2000 in Personnel Today Comments are closed. Previous Article Next Article Low completion rates have helped brand Modern Apprenticeships as a failureand prompted a Government rethink. But one engineering company has calculated theimpact of apprentice training on its bottom line – and the results areimpressive. By Elaine EsseryDoes a £9,000 return on an investment of £34,000 over four years seem like agood deal? K Home Engineering thinks so, which is why it is committed to apprenticetraining. Each apprentice makes a £9,000 bottom line contribution at the end of his orher four-year apprenticeship, according to a cost/benefit analysis carried outby engineering director Peter Kay.K Home Engineering is a multi-discipline management and engineering designcompany offering a range of services worldwide. It employs engineers in themechanical, electrical, instrumentation, civil/structural and processdisciplines. It is ISO9001 accredited and won the Queen’s Award for Export Achievementin 1998.Apprentices are taken on as trainee design engineers and follow a commonfirst year at Emta’s Cleveland Training Centre with day release to college fora Btec course. The cost of the first year, approximately £6,500, is met byTeesside Tec, leaving the company to foot only wage and National Insurancecosts. K Home also qualifies for a levy rebate of £3,600 from the ECITB foreach technician trainee completing their first year training.During their second, third and fourth years apprentices specialise accordingto their discipline, embarking on NVQ Level 3 in the company and continuing dayrelease up to HNC. An NVQ registration fee of £250 is payable by the employerin the second year, along with college fees of £500 per annum in years three andfour, in addition to employment costs.As they learn on the job, apprentices make a contribution to the business.”I analysed time sheets and used ten years’ experience of trainingapprentices to estimate what our apprentices contribute to the business onaverage,” Kay says. “In the second year 20 per cent of anapprentice’s time is recoverable as a CAD operator/technician. That goes up to40 per cent in the third year. In the fourth year 25 per cent of time isrecoverable as a CAD technician and 25 per cent as a CAD draughtsman as theybecome capable of taking on higher level work.”The analysis shows a break-even point after around two-and-a-half yearsbetween what an apprentice costs and the income he or she generates.Thereafter, income generation outstrips costs so by the end of the training anapprentice will have earned an estimated £43,000, while the training will havecost around £34,000, yielding a bottom line benefit of £9,000.100 per cent retentionBut short-term cost recovery is not the only reason K Home maintains itsapprentice training programme. It does so to overcome a shortage of designengineers in the area and to fill a void caused when major Teessidemanufacturers ceased to train technicians ten years ago, says Kay.”It would be disastrous for us not to take on apprentices,” hesays. “We are losing 30,000 engineers a year in the UK through naturalwastage and people going abroad and we are only putting 15,000 back, so thatleaves us with a deficit and employers are unable to recruit.”Kay takes on board the argument that companies spend time and money trainingyoung people only to see them leave, but he says, “If everyone adoptedthat attitude we would get nowhere. We all need to contribute to thepool.”The company has not experienced the problem of apprentices failing tocomplete their training, and has a completion and retention rate of 100 percent. It puts its success down to careful selection and thorough training whichenables apprentices to contribute to the business progressively and see thecareer opportunities it has for them.Kay undertook the cost/benefit exercise mainly to demonstrate the financialadvantages of apprentice training to other engineering employers and toencourage them to step up their own training efforts.The company is founder of the Tees Valley Engineering Partnership (TVEP)which aims to improve the quality and quantity of engineering training in thearea. Helping smaller companies is one of the aims of TVEP. “We are all inthis together and it is in all our interests to support training,” hesays.Changes aheadIn February Education and Employment Secretary David Blunkett announcedmajor changes to boost apprenticeships, including an extra £30m to train250,000 young people next year. National Traineeships are to become Foundation Modern Apprenticeships(FMAs), leading to Advanced Modern Apprenticeships (AMAs) in a bid to create acoherent structure, clarify terminology and improve progression routes.Among changes being considered by Blunkett are:Independent monitoring and supportFinancial incentives for employersAwards for traineesLicensing of employers who want to engage AMAs.DfEE officials are preparing a consultation document on the proposals. Arethe announcements welcome news for K Home? Kay has mixed feelings. For onething he would like to know more details about the plans. “I am not surewhat Mr Blunkett’s ideas are for creating two different types of ModernApprenticeship – it sounds very complicated. Direct financing of training isalways welcome and better than indirect finance such as ECITB levyrebates,” he says.But he fears other proposals may not help. “Setting up independentmonitoring would mean more money not going into training. And I’m not happywith the idea of licensing employers, as doing this would undoubtedly putadditional administration costs on employers. What about voluntary regulationor self-regulation through, say, something like the TVEP?” he suggests.He is also doubtful about the impact of the Government’s proposed increasedinvestment. “£30m to train 250,000; if my maths is correct that equates to£120 per trainee – not a lot.” Related posts:No related photos.
Scheme brings flexibility to the UK’s Silicon ValleyOn 17 Oct 2000 in Personnel Today Comments are closed. Related posts:No related photos. A scheme designed to help staff achieve a better balance between their home and work lives is to be launched at high-tech companies in Cambridgeshire.Employer Links is inviting human resources managers to next week’s launch of the scheme, which has been developed by non-profit-making organisation Opportunity Links. The organisation is funded by county councils and government contributions.The initiative is to help companies expand and develop their family-friendly policies which take into account employee childcare and domestic needs.Uunet, an expanding business-to-business Internet service provider, will be one of the first to adopt the scheme. It is one the high-tech companies in the Cambridge Science Park, known as the UK’s “Silicon Valley”.Uunet human resources adviser Maureen O’Donnell said the company wanted to ensure it was an attractive employer.“We are a rapidly expanding company, with 500 employees last year, up to 1,000 by the end of this year and around 2,000 by 2002,” said O’Donnell.“Most of our workforce are young and many of them already have family commitments. We want to make sure we retain and attract the right kind of staff by offering flexibility.“There is a lot of competition in the new technology market, so it is important to make the company as employee-friendly as possible.”There is a shortage of 220,470 people with IT skills in the UK, according to a recent survey by the Computer Software Services Association, and major employers such as Uunet are recruiting more than a person a day.Employer Links has been established in East Anglia to provide an on-line information service about childcare, jobs, training and benefits. Web link www.opportunity-links.org.ukBy Paul Dinsdale Previous Article Next Article
In these days of skill shortages, if you want to keep a full complement ofstaff, says Kate Dale, you should have the passive job seeker in your sightsRecruitment used to be a simple matter. Employers advertised their vacanciesin the relevant sections of the right newspapers or sent their criteria to afavoured employment agency and sat back waiting for the CVs to flood in. Theycould then pick and choose the right people for the jobs on offer. Their onlygripe was the amount of time it could take to sift through the hundreds of CVseach vacancy generated. Unfortunately, skill shortages, changing demographics and the creation ofnew industry sectors mean it is no longer enough to wait until someone isactively looking for work. It’s not a question of striking while the iron’s hotbut rather while it is still warming up. Passive job seekers are the new hottarget for recruiters. So what is a passive job seeker and why are they suddenly so important?According to Pam Vicks, group marketing director of on-line recruitmentconsultancy Stepstone.com, a passive job seeker is: “Someone who, whilenot actively searching for a new job, may be persuaded to move if the rightopportunity comes up.” Bella Hubble, MD of on-line recruitment firm Monster.com in the UK goesfurther: “All of us are passive job seekers these days,” she says.”There’s a role, location, package or title which would make each of usmove, no matter how happy we are in our current jobs.” While this has always been true to a certain extent, technological anddemographic changes have made identifying and attracting these people bothpossible and essential for the first time. Internet job boards have effectively democratised head-hunting. While thiselite form of recruitment usually only applied to a select few at the top oftheir professions, now anyone who has entered their details and CV on to anon-line job board can expect, or hope, to be contacted by the perfect job oremployer. It also makes it easy for employees to check out their market worthand investigate what opportunities are on offer. “What was a passivejobseeker before on-line job boards?” asks Peter Croasdale, Europeancontent director of Monster.com. “Someone who didn’t read the job ads?That concept doesn’t really offer anything to potential employers.” Vicks, however, thinks that the idea of recruiting passive job seekers hasless to do with the Internet and more to do with skill shortages and decliningpopulations. She points out that Europe is already facing an alarming shortfall ofskilled workers, particularly in the IT and communications sectors. “By2010, half of all jobs will be in industries that are either major producers orintensive users of IT products or services. Where will these employees comefrom?” she asks. “At present the European Union countries are shortof an estimated 500,000 IT workers and the shortfall is projected to reach 1.6million by 2003.” Stepstone recently opened up a division in India withthe primary purpose of recruiting Indian IT professionals to work in Europe. There are also massive shortages throughout Europe in education, medicalstaff, financial services, local government and even experienced middlemanagement. According to the European Commission’s Central Statistical Office,Eurostat, the middle management group is expected to decline from about 140million to 127 million by 2020. All of this has swung the balance of power in favour of the once-humbleemployee who has been educated – through recession and redundancy – to believethat loyalty to “Me plc” is more rewarding than long-term devotion tothe company they happen to be working for at the time. So is it just desperation that’s driving employers to try and unearth thepassive job seeker? Susan Butterly, business development manager of on-linerecruitment consultancy Justpeople.com, thinks that passive job seekers have alot to recommend them to potential employers. “Because they’re alreadygainfully employed they’ve had no time to lose skills, they’re currently doinga good job and are still highly motivated,” she says. Vicks agrees:”These people are often the most highly sought after, as they arequalified, experienced and employed,” she says. It also allows employers to be more creative about the people they take on.Not only can this help beat the skill shortages – especially in new industriessuch as the dot-coms that haven’t been around long enough to build up asubstantial pool of directly experienced potential recruits – but it also fitsin with some of the latest management thinking, which focuses on anindividual’s personality and temperament, rather than their more tangibleattributes. “Companies used to be interested in qualifications andexperience,” says Hubble. “Today EQ (emotional quotient) – yourpersonality – is more important than IQ. You have to think laterally about thetype of people you interview. You can teach people skills but you can’t changetheir personalities. When I joined Monster.com, for example, I had 13 years’experience in recruitment advertising but none on the Internet. They felt I hadthe attitude and team-building mentality they needed and that I could acquirethe technical skills through them.” The advantage of a strategy that enables you to target passive job seekersis that it helps you recruit people who would have passed over a traditionalrecruitment ad assuming it was irrelevant, when actually, a bit of lateralthinking proves they are exactly the person you need. So how do you attract the passive job seeker? It’s a bit like chattingsomeone up. You have to spend more time talking about them and less timetalking about yourself. “Recruitment ads used to start with facts and figures about how big thecompany was and the role it played in the global market place,” saysHubble. “Now it’s much more about: do you want a challenging career, lotsof rewards, training and development? It’s much more focused on the applicantsit hopes to attract.” It is less about offering people specific jobs and more about communicatingwhat the experience of working with your company can offer them in terms ofcareer development or even lifestyle. Of course, money always plays a part inthis. Most people expect a decent salary rise when they switch job. But it’snot the only motivation. Hubble says: “The tendency of many women to leavework and have children when they get to a certain stage of senior management isleaving a real hole in the market. Jobs that offer more flexible hours and acommitment to taking working parents – with all their responsibilities –seriously, can entice these women back into the workplace.” Building empathy is important. UK-based employment Web site Workthing.comrecently ran a billboard campaign which posed the question: “Ever dialnine for an outside line on your home phone?” It struck a chord withoffice workers across the land and helped to promote Workthing as a Web sitethat understood their working lives. The TV campaign for Workthing, meanwhile,uses a number of smug retired people talking about how difficult it is in theworld of work today – and how they don’t care because it’s nothing to do withthem any more. By highlighting some of the work issues Workthing.com helpspeople deal with, it persuades them, humorously, to visit the site and,ultimately, register their details. Monster.com has taken a similar humorous approach with its pan-European adcampaign – “Beware the Voices” (see case study below). We have tokeep people using the site even when they’re not consciously looking forwork,” says Croasdale. Everything from advice about CVs and interviewskills to information on employment legislation and tax codes is featured.”We have to make people feel that using this site is going to give themthe edge, the ability to make the right decisions at the right time,”Croasdale says. This generates repeat visits to the site and helps Monster sellits recruitment services to employers. And you can also use fun to give people a solid reason to visit your site.In the US, on-line recruitment consultancy HotJobs.com recently launched anationwide initiative to promote its college channel. As part of the programme,representatives wearing HotJob-branded graduation-style caps and gowns willattend high-traffic campus events, such as Spring Fling, Homecoming and ParentsWeekend, at 75 college campuses. They will take digital photos of studentswhile explaining to them the importance of pre-graduation career planning – thefirst stage of passive job seeking. The photos will be posted on the collegechannel so students can download them and e-mail copies to their friends ororder keepsakes. While doing that, they will be encouraged to search the Website’s database of thousands of entry-level jobs. “We’ve designed thisprogramme in a way that creates tangible memories of the college experience,while still driving the important message that the time for students to preparefor life after college is now,” says Marc Karasu, director of marketingand advertising at HotJobs. Vicks agrees that quality content is an important part of keeping passivejob seekers interested, but is more wary about just how much you should rely onhumour. “People’s careers are important to them – as our tag line say,‘your career, your life, your future’. We take a lot of care to be responsibleand professional in our approach. Having said this, we also make sure we keep alight touch.” None of this means that active job seekers – the ones definitely looking toswitch companies or careers – should be overlooked. And some industry expertsare sceptical about the concept of passive job seeking. Ken Brotherston,European MD of on-line recruitment firm Futurestep, points out that the term”passive job seeker” is an oxymoron – you can’t really passively seekanything: “People mainly visit employment Web sites when they’re lookingfor work. Perhaps a better way to describe the ones not looking to movestraight away is slow-burning job seekers.” Whatever you call them, the existence of these recruits does reflect the waythe job market and people’s attitudes to their own careers have changed.”Career management used to mean frantically scouring the newspapers justbefore you were handed your P45,” Croasdale says. “Today it meanskeeping an eye on the market and being prepared for any opportunity.”Employers who do the same in return are the ones who will have the fewestrecruitment problems as the skill shortages bites. Hints & tipsHow to attract a passive job seeker– Focus on the benefits you offer the job seeker, rather than just the sizeof your company. What unique benefits in terms of opportunities, location ortraining can you give them?– Think of it as a long-term process. They may not be ready to come and workwith you now but that doesn’t mean you won’t need or want to work with eachother in the future. – Don’t lose touch. Ask for their contact details and tell them you’d likethem to keep in touch, especially if they get to a stage where they do want tochange jobs. – Think laterally about the criteria you apply to a specific role. Obviouslysome jobs demand specific qualifications and training, but there are manyothers that can offer on-the-job training as long as someone has the rightpersonality. – Many on-line job boards allow you to sponsor specific keywords. Becreative. Don’t just enter words specific to your industry sector. Usingemotional words and phrases that help sum up your working culture can bring ingood-quality candidates you might not have reached through more conventionalmeans. – Make it easy. If you have a company Web site, set up a form that allowspeople to enter their information if they think they might be interested inworking for you at some stage. The easier it is for someone to register detailsof their experience, attributes and aspirations with you, the more likely theyare to do it and you get the pick of the crop when it comes to filling actualvacancies.Case study: Monster.comMonster.com is using a mixture of TV, poster and radio advertising acrossEurope to persuade passive job seekers to visit its Web site and enter their CVdetails. The “Beware the Voices” campaign relies heavily on humour tobuild up a sense of empathy with employees. It depicts situations we’ve allbeen in – such as sitting in a meeting, not saying what you really think aboutsomething and then getting cross when someone else comes out with the same ideaand gets the credit you know could have belonged to you. Another scenariodepicts a works football match. Should the hero tackle his MD or let him scorea goal? By listening to his inner voice he makes a spectacularly wrong decisionand knocks his MD over for no reason whatsoever. “The ads were put together with a voiceover so we had a lot offlexibility,” says Peter Croasdale, European content director ofMonster.com. “The colloquial elements can be adapted for any country andthere’s enough creative space in the ad to tailor it for local markets.” Despite the widespread belief that humour doesn’t travel across frontiers,Croasdale says it has in this case. “There’s a large element of slapstickinvolved and that’s international.”The point of the advertising, according to Bella Hubble, MD of Monster.comin the UK, is to: “Almost subliminally communicate the idea that Monsteris not just about getting a new job. It’s to say that we all need some help tomake the right decision at some stage. We use humour people can identify with tobuild a sense of belonging to the work community.” The new hot targetsOn 1 Feb 2001 in Personnel Today Previous Article Next Article Comments are closed. Related posts:No related photos.
FacebookTwitterLinkedInEmailCARSON, Calif. (AP) — Zlatan Ibrahimovic scored twice to help the Los Angeles Galaxy beat Real Salt Lake 3-0 on Saturday nightSalt Lake City (7-6-1) had its three-game win streak snapped.Ibrahimovic put away a header in the 61st minute to open the scoring. Goalkeeper Nick Rimando’s punch of a cross by Chris Pontius deflected directly to Ibrahimovic for the point-plank finish into an empty net. Moments earlier, Salt Lake City’s Justen Glad blocked what looked like a certain goal for the Galaxy, slipping behind a pair of L.A. players to deflect it at the goal line.Ibrahimovic outdueled Glad at the top of the 6-yard box and side-netter a header off an entry by Servando Carrasco from 35-yards out to give the Galaxy (5-7-2) a 2-0 lead in the 67th.Ola Kamara rolled a left-footer past Rimando from the top of the area to cap the scoring in the 77th minute. Written by June 9, 2018 /Sports News – Local Ibrahimovic scores 2 goal, Galaxy beats Real Salt Lake 3-0 Tags: MLS/Real Salt Lake/Soccer Associated Press