On Wednesday afternoon, Kolkata Police unleashed a new weapon against eve-teasers, stalkers and roadside Romeos: an all-woman motorbike squad.Dressed in the whites of the Kolkata Police, the 24-strong squad of constables was congratulated by Police Commissioner Rajeev Kumar at a brief ceremony at the Lalbazar police headquarters before they set out to patrol the streets in their brand new scooties. Safer public places“Introducing “The Winners” — a special all-women patrolling team to combat and prevent crimes like molestation, eve-teasing etc. to make public places safer for women,” the Kolkata Police tweeted. According to a senior police officer, the constables were inducted into the force on the basis of their record. They were given four months special training before taking up the new assignment. Equipped with camerasThe squad, which is also equipped with cameras, is aimed at instilling confidence and curbing crime against women in the city. Each scooty will have two women constables. While the squad will cover the entire jurisdiction of the Kolkata Police, they will keep a special eye on schools, colleges and parks. The mobility of the scooty-riding cops is expected to provide the Kolkata Police an edge, as they can reach even remote corners of the city in no time.
Lacson: SEA Games fund put in foundation like ‘Napoles case’ It has been a testy PBA Commissioner’s Cup Finals series and the tension has escalated to the sidelines with the wives and girlfriends of both San Miguel and TNT side also getting into the action.Eyewitness accounts said that David Semerad’s fiancee Gwen Ruais and Troy Rosario’s wife Mich Rosario engaged in a shouting match after the Beermen’s 111-102 victory in Game 5 Friday at Smart Araneta Coliseum. ADVERTISEMENT LATEST STORIES Don’t miss out on the latest news and information. Another vape smoker nabbed in Lucena View comments Pagasa: Kammuri now a typhoon, may enter PAR by weekend The parties were seated at the patron section of the venue while waiting for the players to come out from the dugout.The Big Dome’s security men were spotted trying to pacify the warring sides before the players helped out in escorting their partners to the exit.FEATURED STORIESSPORTSSEA Games: Biñan football stadium stands out in preparedness, completionSPORTSPrivate companies step in to help SEA Games hostingSPORTSWin or don’t eat: the Philippines’ poverty-driven, world-beating pool starsIn a tweet on her personal account, Rosario explained her side, saying she was merely trying to pacify the situation.“I was trying to pacify the scene when she said to me, ‘Bye bye yaya!’ How can I calm down!!! I’m not the one who started this!!!” What ‘missteps’? ‘Excited’ Terrence Romeo out to cherish first PBA finals appearance PLAY LIST 01:30’Excited’ Terrence Romeo out to cherish first PBA finals appearance00:51Racela keeps faith in TNT import Joshua Smith00:50Trending Articles02:49Robredo: True leaders perform well despite having ‘uninspiring’ boss02:42PH underwater hockey team aims to make waves in SEA Games01:44Philippines marks anniversary of massacre with calls for justice01:19Fire erupts in Barangay Tatalon in Quezon City01:07Trump talks impeachment while meeting NCAA athletes02:49World-class track facilities installed at NCC for SEA Games Cayetano to unmask people behind ‘smear campaign’ vs him, SEA Games Pagasa: Kammuri now a typhoon, may enter PAR by weekend LOOK: Jane De Leon meets fellow ‘Darna’ Marian Rivera MOST READ Fajardo fine with sitting out 4th quarter as Beermen goes for speed China furious as Trump signs bills in support of Hong Kong Sports Related Videospowered by AdSparcRead Next
Hotel management clarifies SEAG footballers’ kikiam breakfast issue SEA Games: Biñan football stadium stands out in preparedness, completion SEA Games hosting troubles anger Duterte A marked man as mentioned by Eriksson before the match, Wu proved to be a cut above the rest as his well-placed effort in the 40th minute opened the scoring for the Chinese.In front of 16,000 fans, most of them Filipino workers spending their day off at Mohammed bin Zayed Stadium, another moment of magic from the Chinese striker in the 66th minute doubled the advantage, before substitute Yu Dabao cashed in on some indecision from Azkals defenders off a corner.“We knew that one of the two things we needed to before the match was that we cannot give him space, but he still finished twice unmarked. We have to do a better job in this situation,” said Schrock.Defender Daisuke Sato said the Azkals have to be physically stronger at this level after the Chinese refused to pull up on some heavy challenges during the course of the match. Sato had a swollen lip after getting hit in the first half.“You cannot switch off in these types of games, in this level we are playing now,” said Schrock.The midfielder warned his team from looking past Kyrgyzstan, a newcomer in the tournament, which the Azkals have beaten twice two years ago.“We cannot overlook anyone in this group especially now that Kyrgyzstan has a chance to advance to the next round. Like I said, it’s a final. We have more time together and work something out for this game and we will take the challenge.”Sports Related Videospowered by AdSparcRead Next Phil Younghusband shrugs off the challenge from Wu Xi. —CONTRIBUTED PHOTO/Ryan LimABU DHABI—The Philippines left this city tired and disappointed after a heavy 3-0 defeat to China last Friday night that left its hopes of reaching the next round of the AFC Asian Cup hanging by a thread.Getting a grim reality check on the level of competition they are facing, the Azkals were punished by a sharp and incisive Chinese side, which capitalized on some poor defending from the Philippines to secure their second straight win and progress to the Round of 16.ADVERTISEMENT A few tactical tweaks by coach Sven-Goran Eriksson did not go as planned as the Chinese overran the Azkals midfield. Manny Ott was relegated to the bench with Carlie de Murga getting a first start.Schrock took an advanced role on the left wing, while Luke Woodland played at rightback.The Azkals, however, seemed to run out of ideas when they had the ball and struggled to settle into the match, unlike in the Korea encounter where they looked comfortable soaking up the pressure, before breaking forward in numbers.Javier Patino, just like against Korea, again couldn’t find a way through the Chinese goal, after he was released by Patrick Strauss on the counterattack.“We were all very disappointed with the outcome but just to defend in a game like this is not enough,” said Schrock. “We barely created our opportunities from our side. We had one golden opportunity with Javier on the counter and that was it.”ADVERTISEMENT LATEST STORIES MOST READ Ginebra, TNT kick off season of chasing San Miguel Beer LOOK: Joyce Pring goes public with engagement to Juancho Triviño SEA Games: Biñan football stadium stands out in preparedness, completion View comments TS Kammuri to enter PAR possibly a day after SEA Games opening On a high after their impressive performance in the 0-1 loss to South Korea, the Azkals’ pride was pricked by China’s workmanlike and classy display that was highlighted by two sublime goals by Wu Lei.The Azkals still have an outside chance of reaching the next round after South Korea nipped Kyrgyzstan, 1-0, last Friday night, but they would need to beat the Kyrgyz side first and hope that other results go their way.FEATURED STORIESSPORTSPrivate companies step in to help SEA Games hostingSPORTSUrgent reply from Philippine football chiefSPORTSWin or don’t eat: the Philippines’ poverty-driven, world-beating pool starsThe final group match is slated on Wednesday at Rashid Stadium in Dubai.“We still have hope,” said captain Stephan Schrock. “As you know, South Korea beat Kyrgyzstan last night and so we can still have a little final for the third place for maybe a place in the next round.” PH underwater hockey team aims to make waves in SEA Games PLAY LIST 02:42PH underwater hockey team aims to make waves in SEA Games01:44Philippines marks anniversary of massacre with calls for justice01:19Fire erupts in Barangay Tatalon in Quezon City01:07Trump talks impeachment while meeting NCAA athletes02:49World-class track facilities installed at NCC for SEA Games02:11Trump awards medals to Jon Voight, Alison Krauss Is Luis Manzano planning to propose to Jessy Mendiola? Don’t miss out on the latest news and information. Private companies step in to help SEA Games hosting
Uber Median Annual Base Salary: $118,420Valuation: $11.2 billionCurrent Job Openings Jawbone From hitching a ride in someone’s car, to wearable devices, to renting out someone’s own home for the weekend, innovative technology companies have changed the world and the way people travel, make purchases, communicate, work and play.In fact, many of today’s emerging technologies are thanks to smaller, younger companies that are growing quickly. Several of these companies are known as ‘unicorn companies,’ referencing private companies with estimated valuations at $1 billion or more.But behind these successful companies, there are the employees who make it all happen. So how much money do unicorn company employees really make? And which unicorn companies pay the best?We crunched the numbers on unicorn companies (according to CrunchBase) and found that the average employee at many of these companies is taking home a six-figure paycheck. Curious which unicorn companies pay the highest base salaries on average, along with the jobs they’re hiring for? Check out our report on the Top 20 Highest Paying Unicorn Companies (methodology* further below):20 Highest Paying Unicorn CompaniesCloudera Median Annual Base Salary: $114,218Valuation: $1.0 billionCurrent Job Openings MediaMath Zuora Median Annual Base Salary: $142,240Valuation: $4.1 billionCurrent Job Openings Dropbox AppDynamics Median Annual Base Salary: $130,000Valuation: $3.0 billionCurrent Job Openings MongoDB Eventbrite Median Annual Base Salary: $105,000Valuation: $20 billionCurrent Job Openings Median Annual Base Salary: $104,550Valuation: $1.19 billionCurrent Job Openings Median Annual Base Salary: $116,840Valuation: $1.02 billionCurrent Job Openings Median Annual Base Salary: $101,600Valuation: $51 billionCurrent Job Openings DocuSign Median Annual Base Salary: $116,840Valuation: $25.5 billionCurrent Job Openings AppNexus Pinterest Median Annual Base Salary: $109,728Valuation: $1.35 billionCurrent Job Openings Kabam Median Annual Base Salary: $85,000Valuation: $3 billionCurrent Job Openings Twilio Median Annual Base Salary: $105,000Valuation: $1.03 billionCurrent Job Openings Median Annual Base Salary: $110,000Valuation: $1.2 billionCurrent Job Openings Okta Airbnb Gilt Groupe Median Annual Base Salary: $101,600Valuation: $1.06 billionCurrent Job Openings Credit Karma Median Annual Base Salary: $95,000Valuation: $1.15 billionCurrent Job Openings Median Annual Base Salary: $96,736Valuation: $1.12 billionCurrent Job Openings Palantir Technologies Median Annual Base Salary: $116,840Valuation: $10.35 billionCurrent Job Openings Medallia Median Annual Base Salary: $121,920Valuation: $1.25 billionCurrent Job Openings Median Annual Base Salary: $111,760Valuation: $3.5 billionCurrent Job Openings Median Annual Base Salary: $80,264Valuation: $1.07 billionCurrent Job Openings Want to know how much other employees make? Search salaries on Glassdoor by company, job title and location. *Methodology: This report identifies the highest paying unicorn companies (private companies with a valuation of $1 billion or more, as identified by CrunchBase as of 11/4/15) with the highest median annual base salary as reported on Glassdoor by employees over the past two years (9/1/13-8/31/15). Companies considered for this report must have received at least 30 annual salary reports in U.S. dollars by full-time employees. In cases where companies have the same median annual base salary, the company that received the higher number of salary reports submitted during this timeframe receives the higher rank. Valuations for each company is according to CrunchBase as of 11/4/15. Square and Atlassian were listed on CrunchBase as unicorns as of 11/4/15, however the companies were not considered for this list because they have announced plans to go public.
Sometimes, bosses/managers aren’t the best mentors. Perhaps you don’t click on a personal level. Maybe he or she seems far too busy to take on the extra work of doling out guidance and support. Or it could be that you’re craving the perspective of someone outside your company. Luckily, there are plenty of other people who you can reach out to for career advice, and often they can be found in unexpected places. Maybe it’s a former boss you’ve reconnected with, someone who has found success in a different industry, or a family friend who happens to have unique insight into your goals. Here are five steps to establishing a mentorship in a less-than-obvious way.1. Be really clear on what you want to accomplish.Knowing exactly what you’re looking for guidance on will undoubtedly help you figure out what kind of person can realistically serve as your mentor, as well as give you the ability to clearly explain why you want a one in the first place. You don’t have to have every little detail of your ideal career trajectory figured out, but it’s important to have a basic roadmap of where you are, where you want to go, and the steps you think you need to take along the way to get there. Knowing this about yourself will allow you to think outside the box about who your potential mentor could be while still having some direction in what you’re looking for.[Related: 5 Things To Do With Your Mentor That Don’t Include Coffee]2. Use your network.Of course, you should definitely scour your professional network for potential mentors. Check out your connections and see if you can connect with anyone organically. Beyond that, you should also be utilizing your social network. Maybe you have a friend who works in your industry and they happen to know someone who could give you the kind of help you’re looking for. Don’t count out familial connections, either. If you’re a new grad, maybe your parents’ friends know someone who you could reach out to. There’s no one who is off-limits.3. Look in other departments. So maybe your manager or the head of your team isn’t your ideal mentor, but it’s possible that someone else in your company is. Don’t be afraid to reach out to a senior person in a different department or job function, since many key career skills are translatable from one job function to another, like management, leadership, and negotiation skills.[Related: 4 Reasons You Need A Professional Mentor]4. Reach out to past employers. It’s possible that a former boss could be the perfect mentor. This is also a great way to keep up relationships within your industry, especially if your previous company is a competitor of your current one. Clearly, you refrain from sharing trade-secrets with the competition. Just to be safe, keep the conversations focused on tactile career advice.[Related: 3 Easy Ways to Make Sense of Conflicting Career Advice]5. Have an open mind. A mentor doesn’t necessarily have to work in same industry. As previously mentioned, many important job skills are transferrable, and having an outsider’s perspective on what you do and where you are in your career could be just what you need. While it’s not completely necessary, ideally they would be in an analogous industry, for example journalism and public relations, medicine and public health, or nutrition and food service. That way, they can offer fresh inspiration that’s still relevant to your area of interest. TELL US: Are you a mentor? How do you prefer to start a relationship with a potential mentee?
23 hours ago 23h N/A Administartive Assistant Sentry Mechanical Pittsburgh, PA Director, Advanced Technology Policy General Motors United States 2.8★ Pest Control Technician United Pest Solutions Seattle, WA 23 hours ago 23h Registered Nurse Supervisor RN Waterbury Gardens Nursing and Rehab Waterbury, CT Also on Glassdoor: 23 hours ago 23h 23 hours ago 23h 2.5★ 23 hours ago 23h 4.7★ 3.1★ 23 hours ago 23h 4.5★ You’re not the boss. You know that. But guess what? That doesn’t mean you can’t be a leader—even to your boss. Here’s the thing: “your boss wants to see you act as a leader,” millennial career expert Jill Jacinto says. And just one (very important) reason why is because “your boss wants to know you have what it takes to manage a project or team before he or she considers you for a promotion,” Jacinto explains. Or, as Brooks Harper, career speaker and author of Why Should We Hire You, points out, “it’s important to remember that every day is an interview. Every day you are interviewing for your next merit increase or possible promotion. Employing your leadership skills in the right manner—from a subordinate position—benefits the entire team, lessens your boss’ burden and shows you’re ready for the next step.”That all makes sense. But if you’re still scared to be, well, “bossy” to your manager, we also understand. In that case, there’s even more good news: You can effectively lead in your office without stepping on your boss’ toes, our experts say. Here’s how. 1. Think ahead. Leaders are proactive, not reactive. Taken in a work context, “great leaders make a plan well before their work is due,” says Jacinto. So if you want to lead at work, you can “motivate yourself to think beyond your current project,” she says. For example, you can ask: “What will the client need when this quarter is finished?” Jacinto says. Them “set new goals, come up with progressive ideas, do extensive research,” or whatever you need to do to stay ahead of the curve—and on your boss’ good radar. 6 Steps to Shape Your Reputation as a Leader2. Be your boss’ right-hand man or woman. This isn’t acting as an assistant when you’re three steps above that title. (And it’s definitely not about being a kiss-up.) Instead, this means you should learn from your boss by observing by his or her side. “Understand how they operate and what they need in different situations,” advises Jacinto. Why? “You will always be prepared if you are able to study their professional behavior,” she explains. “And being able to provide examples or answers to their questions will be a great win for you.” 3. Be an effective communicator. Good leaders know how to talk, and more importantly, what to say. Harper suggests you hone your communication skills with your boss—letting him or her know what you are doing, how you’re getting it accomplished, and why you’re spending your time on this project— you’ll not only show your higher-up the respect he or she deserved, but “you’ll ensure you aren’t usurping authority,” he says.What Makes a Good Boss4. Do it now and ask for forgiveness later. On the flip side of that coin, a leader doesn’t always ask for permission. So while this piece of advice is a little risky, it can pay off big time, if you take it the right way. The right way, of course, to move forward without your boss’ permission is “when you have a great opportunity and no time to run it by your boss,” says Jacinto. Examples of those great opportunities include sending a client or vendor a thank you note, incorporating A/B testing in emails, or creating new engagement on social media channels, Jacinto says. In these cases, “test the waters and put your plan into motion before getting a green light from your manager,” she says. When it works, your boss will be glad you took the initiative and may give you more future responsibility.Browse Open Jobs 23 hours ago 23h 3.1★ Interior Designer – St. Louis & Dallas Oculus Saint Louis, MO 3.5★ 5.0★ 23 hours ago 23h Registered Nurse (RN) – Charge Nurse – $7,000 Sign On Bonus EmpRes Healthcare Management Gardnerville, NV 3.4★ LCPC – Licensed Clinical Professional Counselor Above and Beyond Family Recovery Center Chicago, IL 23 hours ago 23h RN, Registered Nurse – OP Chemotherapy CHRISTUS Health Houston, TX Certified Nursing Assistant CNA Towne Nursing Staff Hollis, NY 23 hours ago 23h Service Advisor Prime Motor Group Saco, ME Ask a Resume Writer: Where Do I Start?
23 hours ago 23h SALES Keller Williams Loves Park, IL 4.2★ Maybe your performance review wasn’t as glowing as you were hoping it would be. Perhaps you’re new to your role or you just inherited some responsibilities to which you’re still getting acclimated. Maybe your division has gone through a re-org or there’s been a leadership change in your unit. Perhaps you’re feeling lethargic in your position, and you didn’t realize your manager could sense that until you met. There are many understandable reasons to experience a loss of focus or motivation at work. It bodes well for your workplace that there’s a mechanism in place that gives you and your manager the chance to identify and discuss these. Inviting your boss’ expertise to help shape your plans and goals is a good move. Tammy Perkins, Chief People Officer with Fjuri Group recommends: “Getting the most out of feedback starts with an open mind. Be gracious. Don’t let negativity rent space in your head or shatter your confidence. Take accountability and ownership for areas to improve then bounce back from the feedback and learn from it. Know when to move on and learn from the situation without blame.”While it can feel uncomfortable to have your manager point out areas where you can grow, it also shows you how to be more successful in your role. So make that your aim with a 2018 post-review hustle plan: Attitude is everythingHaving a less-than stellar review indicates that what you’ve been doing hasn’t been having the impact that you’ve been hoping it would. Perkins, explains: “[A] performance review is ultimately a reflection of how you’re perceived. So, it’s not just about what you’ve accomplished in the past year, but also how your impact is perceived by the broader team, leadership, and organization.”Your review is important, and how you respond to feedback about your performance also matters. If your manager points out avenues for improvement, jump on that advice. Being a savvy pro is not about having all the answers; knowing how to work on a team and growing in your position are both core components that you now get the chance to demonstrate. Perkins explains: “Feedback can make a huge difference in your career if you embrace it and put in the effort to challenge yourself to improve.”What To Do When You Think Your Performance Review Is Wrong?Keep your goals in sightGoal setting is a powerful feature of most performance reviews. Perkins notes, “Being successful in any performance review starts with setting goals with your manager and clearly communicating around your progress toward those goals throughout the year, while also showing a willingness to stretch further.”Outline your plan for how you’ll achieve the objectives you and your manager identify. Then ensure that those goals guide the objectives, agendas and to-do lists that you develop over the course of the year. This way, your manager knows that you heard his or her message and its dictating your efforts for the year ahead.What to Do When You Get Negative Feedback at Work“Stretch Further”Stellar employees, those who earn glowing reviews, tend to be the ones who do more than their jobs. Perkins explains: “High performers strive to reach higher goals and are passionate about learning. They inspire and empower others around them. They demonstrate the ability to deal with difficult, stressful or ambiguous situations, overcome obstacles or resolve conflict.”If you want to distinguish yourself as a high performer, keep pushing yourself to advance and grow as a professional. Maybe that means taking classes, joining a professional society, submitting an article to a professional publication or presenting at a conference. Get involved with a publication or an organization that generates thought leadership and scholarship for your industry. The extra effort will undoubtedly be noted by leadership, but more importantly, it will give you the chance to delve into the subject matter and participate on a deeper level. You may realize that you were made to be in fundraising, human resources, chemical engineering. You may also discover that this field simply doesn’t suit you. And maybe that’s the reason for your lackluster review. That’s okay. It’s not uncommon to discover that you’re misaligned. Once you’ve targeted why you may not be getting glowing reviews, you can fix that. You may discover that the fix means pursuing something different. It’s better to know that than to labor away in an ill-fitting role. 9 Companies That Offer Incredible Professional Development ProgramsTag in a mentorHaving a mentor can be a huge help. If you’re feeling a little lost or a bit underwhelmed in your current role or industry, and you’re eager to enact a hustle plan, a mentor can help you to learn more about the industry and about your job. Check-inRequest your manager’s feedback as you implement your plan to ensure that your efforts are keeping pace with his or her expectations. Perkins explains: “Ask for feedback on what you can do to more effectively be successful. Don’t wait for the performance review process.”Happy hustling-you’ve got this! 23 hours ago 23h 23 hours ago 23h Sales Representative Airemaster of Las Cruces NM El Paso, TX Roofing Sales Matt’s Roofing and Gutters Remote Sales Associate Belle Tire Auburn Hills, MI See more Sales jobs 23 hours ago 23h Available Sales Jobs 3.7★ 3.1★ 23 hours ago 23h 3.8★ 3.1★ 3.8★ Sales Insurance Broker The Summers Family Services Remote N/A Sales Inspector Clark Pest Control Modesto, CA Sales Associate Eclipse Marketing (MI) Dearborn, MI Sales Consultant US Auto Sales Charlotte, NC 23 hours ago 23h N/A Sales Professional Ben Bridge Jeweler, Inc. 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2.7★ Cable TV/Satellite Installers Wise Connect Kansas City, MO 3.1★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h View More Jobs 23 hours ago 23h 3.7★ Speech Language Pathologist Speech Pathology Group Walnut Creek, CA Hot New Jobs For You 23 hours ago 23h APC-CONSULT LIAISON-CDS – PSYCH ASSESS & REF Presbyterian Healthcare Services Albuquerque, NM As company culture becomes increasingly important to job seekers, promises from employers like flexible work schedules and bottom-up management are becoming commonplace. Yet while these descriptions sound nice on paper, sustaining a positive environment in the office isn’t always easy. As a job seeker, how can you tell whether the assurances an employer makes about their company culture don’t stop at the job description? By doing your research before you click “submit” on a job application or accept an offer, you can truly understand the work environment of a future employer and dodge any unwanted surprises before your first day.1. Be Critical of What a Company PromisesCheck both the “mission and values” and “employee benefits” sections of company websites and see how much detail they provide. Companies with good benefits and strong values will take the time explain how they move forward with their aspirations and what, in particular, they offer to employees. For example, Patagonia doesn’t just call itself a sustainable company — job seekers can read in depth about the company’s investments in reducing its green footprint on the company website. Corporate blogs are also great places to investigate company culture, as often those are where a company will go more in depth about how they execute their goals. On the other hand, if a company is vague and provides no game plan, then there’s a good chance it’s only talk.Starting a New Job? Here’s How to Evaluate Company Culture2. See How the Glassdoor Reviews Stack UpWhile an employer can promise change, employees are ultimately going to be the best judges of their work environments. Reading Glassdoor reviews gives you insider access into the workplace, so you can determine whether employer incentives actually come to fruition. See how often employees mention perks you’re interested in (e.g. parental benefits, PTO) and if employees have had uniform experiences. If there’s little similarity between reviews, then it might be a red flag that the experience isn’t quite what an employer has promised. For even more information, reach out to current or former employees via LinkedIn or mutual connections to grab some coffee and chat about their experiences.3. Look at External RankingsIf companies are truly the cream of the crop for company culture, other organizations will validate them. Here at Glassdoor, we release an annual Best Places to Work list based on employee reviews. Other organizations provide rankings for more specific aspects of company culture. For example, the Corporate Equality Index from the Human Rights Campaign rates companies based on LGBTQ inclusivity in the workplace, and FertilityIQ advises job seekers on the employers with the best fertility benefits. Through external rankings, you can get an expert opinion on how a company’s culture really stacks up compared to the competition.4. Ask the Right Questions in Your InterviewAn interview can be the perfect place to learn more about culture from a direct source within the company. In order to get the answers you want, however, you have to be careful about how you phrase your questions. As Henry Goldbeck, President of Goldbeck Recruiting, notes, “If you are asking… about the culture, [recruiters] will know that and attempt to tell you what you want to hear.” Inquiries such as “How long have you been with the company?” or “What do people on the team that I’d be joining do for lunch every day?” give you insights into the office environment without triggering a recruiter’s automatic people-pleasing response.12 Interview Questions You Should Ask to Uncover Company Culture5. Take a Walk Around the OfficeIf you’re in later rounds of interviews, ask if you can have a tour of the office to see firsthand what a position at the company would look like. This will give you an opportunity to meet your potential team, get a peek at office amenities and see how you like the work environment before you make any commitments. Counselor (LCDCi required) Cenikor Foundation Amarillo, TX Retail Store Supervisor Plow and Hearth, LLC Moosic, PA 23 hours ago 23h 3.7★ 4.7★ Part-time Day Associate Crew Carwash Castleton, IN 23 hours ago 23h 2.9★ Industrial Electrician Helgesen Industries Hartford, WI 2.9★ 3.2★ 23 hours ago 23h 23 hours ago 23h 4.8★ Physical Therapist- Mecklenburg County Well Care Health Charlotte, NC 3.9★ Avionics Technician HAECO Americas Greensboro, NC RN – Soin Medical Center – ICU – Full Time – Nights – **$12,500 Sign-On Bonus Kettering Health Network Beavercreek, OH 23 hours ago 23h
Real Madrid pair Cristiano Ronaldo and Pepe have been caught complaining during Portugal’s draw with Mexico.The European champs drew 2-2 with Mexico in their opening Confederations Cup game on Sunday.TV cameras followed all of Cristiano Ronaldo’s actions and the player was caught voicing an opinion to Pepe as the players returned for the second half.”They’re really bad, really bad!” he was seen telling the centre-back.Yet it remains unclear exactly who the forward was referring to at that moment, captured by GOL.Was it the Mexican players, the referees, the video assistants or maybe the press?
AC Milan chief Marco Fassone admits they’re keen on Genoa goalkeeper Mattia Perin.Perin is viewed by Milan as a replacement for contract rebel Gigio Donnarumma.“Perin’s a possibility, especially if he’s solved his physical problems,” Fassone told Sky Sport Italia.“At the moment, Mirabelli’s considering a long list of goalkeeper and he’ll need two more days to whittle it down to the two most appropriate names.”Milan hope to do business for €15 million.
Eliaquim Mangala may be on his way to Lyon.The Manchester City defender, who was purchased from Porto for £42m, spent last season on loan at Valencia.Los Che failed to take up their option to make the move permanent, however, the Daily Mail now reports that Lyon are close to securing a deal for the 26-year old.The Ligue 1 club are keen to take the France international on loan, but City are hoping to cut their losses and seal an £18m deal.
Arsenal youngster Chris Willock is in Portugal this week for talks with Benfica.The England youth international comes off contract at the end of this month.Willock has fielded interest from Manchester City and West Ham, however he is open to pursuing his pro career abroad.Record says Willock has been in Portugal for contract negotiations with Benfica.The midfielder has been offered new terms by the Gunners, though all signs are he will pursue a career away from London Colney.
West Ham United chairman David Gold has revealed that he aims to buy two experienced strikers in this transfer window.The Hammers are reportedly pursuing big-money moves for Arsenal striker Olivier Giroud and Manchester City youngster Kelechi Iheanacho this summer.He said: “We need strikers and that is the key to everything for this season so we are focused first and foremost on bringing in two strikers.”It’s clear to most fans that we are desperate for centre-forwards.”Andy Carroll is injury-prone as we know, we have had an injury problem with [Diafra] Sakho and we have just got to bring in centre-forwards. We have got to find the money.”Without strikers, you struggle in the Premier League. You struggle in any division because strikers are your key players.”You have to spend your money wisely but it must be on strikers, particularly strikers that have had experience with Premier League football – the very best we can afford.”
Posted on January 19, 2010November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)MHTF is looking forward to the discussion, Human Resources for Maternal Health: Midwives, TBAs, and Task-Shifting, to be held Wednesday, January 6, at the Woodrow Wilson Center in Washington, DC from 3-5 pm.There, you will see Dr. Seble Frehywot, assistant research professor of health policy and global health at George Washington University, who will address the motivation and methods for task sharing. Dr. Jeffrey Smith, regional technical director for Asia at Jhpiego, who will discuss his field work experience developing workforce plans for midwives and traditional birth attendants, including in Afghanistan. Finally, Pape Gaye, president & CEO of IntraHealth, who will discuss the importance of retention and other long-term strategies in human resources for maternal health.The event is the second in the series, on Advancing Policy Dialogue on Maternal Health sponsored by MHTF, UNFPA, the United Nations Population Fund, and the Woodrow Wilson Center’s Global Health Initiative, and there is still time to RSVP! If you cannot attend in person, we hope you will be able to watch the webcast.To learn more about the series, RSVP, or to watch this event or the first event as a webcast, please visit the Woodrow Wilson Center website. Share this: ShareEmailPrint To learn more, read:
Posted on December 7, 2010November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)As many of our readers are likely aware, two sets of estimates of maternal mortality ratios were published this year, by the United Nations (UN) and the Institute for Health Metrics and Evaluation (IHME). After publication of each, the MHTF gathered responses from experts in the field to the released estimates from the UN and IHME.Now that some of the dust has settled on the debate, experts are taking a step back from the actual estimates themselves to focus more on how the estimates were developed and how to improve global health estimates moving forward. To that end, PLosMed has published a series of papers on the topic, “Can we Count on Global Health Estimates?”The editors note:We commissioned articles from several experts to provide insights and opinion on what the estimates mean for global health, how their generation can be improved, and how to move forward with better data, measurement, and coordination. Representing very different institutional and political orientations, the experts nevertheless agree that the debate about health estimates highlights the relative importance of “the global” and “the local.” For example, each commentator emphasizes the importance of improving the quantity and quality of individual health data and of improving the role of local experts at the country level. This suggests that contentiousness about health indicator estimates operates too much at the level of the global and political, and not enough at levels where real data are generated and interpreted.The five papers included in the series offer an excellent continuation of the debate surrounding maternal mortality estimates and offer ways to move forward in increasing the reliability and accuracy of public health estimates.Share this: ShareEmailPrint To learn more, read:
Posted on March 6, 2014November 14, 2016By: Natalie Ramm, Communications Coordinator, Maternal Health Task Force, Women and Health InitiativeClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Continuing the celebration of the one-year anniversary of the “Manifesto for Maternal Health,” this post showcases the work of the University of California, San Francisco’s Safe Motherhood Program, and Midwives for Haiti to improve global maternal health.The Safe Motherhood ProgramThe Safe Motherhood Program of the University of California, San Francisco has been working on many of the issues in the Manifesto, but major activities center on core area of number 11:Our recent clinical trials documented the efficacy of the non-pneumatic anti-shock garment (NASG), low technology first-aid device and our implementation work has helped introduce NASGs to over 13 countries. NASGs are used at the community level and lowest level of the health care system, as well as in ambulances/referral transport. This has enabled women in hypovolemic shock in remote and/or rural areas to survive long delays in transport and in receiving quality comprehensive EmOC, reducing maternal mortality from obstetric hemorrhage.Midwives for Haiti Midwives for Haiti trains skilled birth attendants in Haiti and provides quality maternal health care to women in rural areas (number six in the Maternal Health Manifesto). Last year, their graduates performed over 60,000 prenatal care visits and attended over 12,000 births throughout Haiti. They will soon begin training their seventh class of students.Please join the conversation! Tell us about your work to improve maternal health over the past year and how it relates to the calls to action from the manifesto. Send an email to Kate Mitchell or Natalie Ramm or join the dialogue on Twitter using the hashtag #MHmanifesto and help us celebrate the anniversary of the manifesto for maternal health!Midwives for Haiti told us about their work using Facebook! You can do the same by sending us a message or comment.Share this: ShareEmailPrint To learn more, read:
Posted on June 5, 2015August 8, 2016Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)JobsK4Health Field Director: Johns Hopkins University, Baltimore, MDCommunications Assistant: Institute for Reproductive Health, Georgetown University, Washington, DCMonitoring and Evaluation Technical Director: MSH, Arlington, VATechnical WASH and Nutrition Director: International Medical Corps, AfghanistanHead of Digital and Member Communications: Save the Children, London, UKObstetrics and Gynecology Health Educator: Sidney & Lois Eskenazi Hospital, Indianapolis, IN(Deadline to apply is 11:59 pm tonight) Maternal Mortality Projects Coordinator: Department of Health, Richmond, VAAdvisor, Newborn MCSP: Save the Children, Washington, DCHealth Birth Outcomes Advocate: YWCA, Seattle, WAResearch Assistant 2 HSS: Yale University, New Haven, CTVarious Senior Technical and Technical Advisors positions: EngenderHealth, Washington, DCMaternal, Newborn, and Child Health Advisor: Jhpiego, Timor-LesteMalaria in Pregnancy Specialist: Jhpiego, ZimbabweChief of Party/Project Manager: Jphiego, Timor-LesteSenior Program Officer: Jhpiego, Baltimore, MDInternshipsFamily Planning/Reproductive Health Research Intern: MSH, Arlington, VA or Medford, MAShare this: ShareEmailPrint To learn more, read:
Posted on June 20, 2018August 1, 2018By: Kayla McGowan, Project Coordinator, Women and Health Initiative, Harvard T.H. Chan School of Public HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Arcade Ndoricimpa, Chantal Inamahoro, Esther Achandi and Anne Marie from the rural area of Kayanza working with Congolese refugee women in Bujumbura conducting concept mappingThe Maternal Health Task Force (MHTF)’s Kayla McGowan recently had the pleasure of interviewing Jocelyn Finlay, a Research Scientist in the Department of Global Health and Population at the Harvard T.H. Chan School of Public Health. Finlay is the principal investigator of a project based in Burundi working on empowering young women in their reproductive health, using a mixed methods approach to create youth-made and youth-targeted interventions. With support from the MHTF, Finlay is also investigating the provision and use of maternal health services in an urban setting and within refugee camps in Burundi.KM: Describe your work in maternal health. Could you talk a bit about your collaboration with research partners? JF: We are looking at maternal health service provision and use within humanitarian crisis settings, specifically looking at refugees that migrate from the Democratic Republic of Congo (DRC) to Burundi. It is a unique setting because Burundi has its own humanitarian crisis at the moment. We see a lot of outflow of refugees from Burundi because of their own political crisis. Its neighbor, DRC, has about half a million refugees, and it has really accelerated. We are working within refugee camps which tend to be very remote.Given this unusual migration from one conflict setting to another we wanted to look into the maternal health services that are provided and what is used. We are using a mixed methods approach, so the qualitative work is helping us see whether we are asking the right questions in the first place. An initial question was: Is there a gap between provision and use? We wanted to hear about the maternal health services offered, and used, and see if the gap is generated by lack of supply or lack of demand.KM: What have you learned so far?JF: Having the qualitative research component has meant that we are better able to shape the research question, to make sure we ask the most important question. We have conducted two types of qualitative interviews. One is on the supply side, interviewing key informants about what kind of maternal health services are offered, whether people use them and what they think are the limitations. We are always asking about both problems and solutions.The second type is community participatory work with refugees. We use a technique called concept mapping, a workshop where people are grouped by age and interviewed. We are interviewing women between the ages of 15-49, divided into five- or 10-year age groups. The women get to talk about problems and solutions associated with provision and use of maternal health care services. Both the providers and the women get to discuss their thoughts about problems and solutions.We’ve conducted the qualitative work in an urban setting and in refugee camps.Two shortfalls that were cited as particularly acute for those in the camps were that there is some basic antenatal care, but there is not really any postnatal care. As my colleague says, “Women who give birth or miscarry are largely left to cure on their own.”There are doctors within the camps, but they are completely overwhelmed. If there are complications and women have to travel outside the camps, it is a very difficult journey since the camps are often very isolated. Again, to quote my colleague, “Imagine a three-kilometer [or much longer] journey in rough terrain for a mother experiencing labor complications.”Based on previous conversations, another point that emerged is that the needs within maternal health reflect broader health systems issues. Sanitation issues, such as not having enough soap, are really important to the refugee women. During delivery, sometimes there is not even soap for providers to wash their hands. Another issue is access to prescription medication—for maternal health purposes, newborn care and other issues. They are not confident about the quality of the drugs they are receiving, if they are the right quantity and there are also concerns about prescription medication cost and antibiotic resistance.KM: What is the biggest takeaway regarding maternal health in this setting?JF: A key takeaway that has emerged is that there are not enough maternal health guidelines for emergency situations in humanitarian crisis settings. For example, there is the Minimum Initial Service Package as well as guidelines for gender-based violence by the Inter-Agency Standing Committee. However, there is little available for maternal health in refugee settings specifically. There is a need for a short document containing lifesaving guidelines or step-by-step instructions for addressing emergency obstetric care in these settings. The World Health Organization has a “Key Steps” document, but it is not clear if these guidelines should be applied within the camps.KM: Could you talk a bit about the impact of your work on a global scale?JF: I hope that we shed light on a refugee situation in such a complex humanitarian situation of Congolese refugees in Burundi. We hope to bring voice to Burundi as a host community, and Congolese refugees.KM: If you had an unlimited budget, how would you invest in maternal health? JF: I would say strengthening the health care system within Burundi more broadly. Doing this would then translate to a strengthened health care system for refugees.Photo credit: Jocelyn Finlay—Access key resources related to sexual, reproductive and maternal health in humanitarian settings>>Read our series profiling maternal and newborn health in humanitarian settings:[Part 1] Ebola Virus Outbreak[Part 2] 2015 Nepal Earthquake[Part 3] Conflict in SyriaLearn more about revising the global standards for the 2018 Inter-agency field manual on reproductive health in humanitarian settingsLearn more about World Refugee Day and join the conversation on social media using #WorldRefugeeDay and #WithRefugees.Share this: ShareEmailPrint To learn more, read:
LONDON (AP) — One body is visible in the seabed wreckage of a plane that went missing carrying Argentine soccer player Emiliano Sala and his pilot two weeks ago, air accident investigators said Monday.Sala and pilot David Ibbotson were on board the small aircraft that disappeared from radar over the English Channel on Jan. 21 as it flew from the French city of Nantes to Cardiff, Wales.Sala, a striker who played for Nantes in the French top flight, was preparing to start a new career in the Premier League at Cardiff.Wreckage from the plane was located on Sunday after Sala’s family raised funds for a private search by American-born shipwreck-hunting specialist David Mearns that was conducted in conjunction with British air accident investigators.An underwater remotely operated vehicle surveyed the seabed and confirmed an object was the missing Piper Malibu aircraft, with the registration N264DB visible in a picture of the fuselage released Monday.“One occupant is visible amidst the wreckage,” the Air Accident Investigation Branch said in a statement. “The AAIB is now considering the next steps, in consultation with the families of the pilot and passenger, and the police.”Investigators say they plan to release an interim report into the accident this month.___By ROB HARRIS , AP Global Soccer WriterA view of the match day programme with an image of Emiliano Sala on the cover, ahead of the English Premier League soccer match between Cardiff and Bournemouth at the Cardiff City Stadium, in Cardiff, Wales, Saturday, Feb. 2, 2019. (Mark Kerton/PA via AP)CAPTION CORRECTS THE DATE – This photo made available by Josette Bernard on Saturday Jan. 26, 2019, shows a seat cushion from a plane on a beach at Surtainville, France. Air accident investigators say two seat cushions have been found which are likely to have come from the plane carrying Argentine soccer player Emiliano Sala. They are the first traces of the plane to be found since it disappeared over the English Channel on Jan. 21 as it flew from France to Wales. Sala had just been signed by Premier League club Cardiff. (Josette Bernard via AP)Nantes players wear jerseys showing Argentinian player Emiliano Sala in La Beaujoire stadium as they train before the French soccer League One match Nantes against Saint-Etienne, in Nantes, western France, Wednesday, Jan.30, 2019. Sala disappeared over the English Channel on Jan. 21, 2019 as it flew from France to Wales. Sala had just been signed by Premier League club Cardiff. (AP Photo/Thibault Camus)FILE – In this Wednesday, Jan. 30, 2019, file photo, a Nantes soccer team supporters stops by a poster of Argentinian player Emiliano Sala and reading “Let’s keep hope” outside La Beaujoire stadium before the French soccer League One match Nantes against Saint-Etienne, in Nantes, western France. On Sunday, Feb. 3, 2019, the man leading a private search for the missing plane carrying Argentine soccer player Emiliano Sala says the wreckage has been found. (AP Photo/Thibault Camus, File)TweetPinShare0 Shares
Follow ball-by-ball updates of the first day of the first Test between India and Sri Lanka at Kolkata.