Monday, October 26, 2009
Wednesday, October 21, 2009
Monday, October 19, 2009
Saturday, October 17, 2009
Lyme and Lebers
If you or a loved one has been diagnosed with Alzheimer's, Parkinson's, Multiple Sclerosis, or Fibromyalgia, watch this. Coming from me, a person who has been diagnosed after all of the above diagnoses, it is worth getting information on.
Wednesday, October 14, 2009
Tuesday, October 13, 2009
Nobel Peace Prize? MOP It!
With a new 13,000 troop surge in Afghanistan and a move to accelerate the MOP bomb, along with the revelation (which should not be a revelation to anyone) that Iran has an advanced nuclear program, one might start to put together the puzzle pieces and find that the whole "dialog" thing isn't quite working the way it was planned early in the Obama administration.
What is the MOP? It's a new bomb, officially called the "massive ordinance penetrator". It'll be the largest non-nuclear bomb in the U.S. arsenal that carries 5,300 pounds of powerful explosives. The MOP is around 10 times extra potent than the weapon it's replacing, and is designed to break through the most shielded concrete bunkers.
Does "Bomb, Bomb, Bomb...Bomb, Bomb Iran" ring a bell? Nobel Peace Prize?
Sources:
Fox News
Reuters
What is the MOP? It's a new bomb, officially called the "massive ordinance penetrator". It'll be the largest non-nuclear bomb in the U.S. arsenal that carries 5,300 pounds of powerful explosives. The MOP is around 10 times extra potent than the weapon it's replacing, and is designed to break through the most shielded concrete bunkers.
Does "Bomb, Bomb, Bomb...Bomb, Bomb Iran" ring a bell? Nobel Peace Prize?
Sources:
Fox News
Reuters
Sunday, October 11, 2009
Tuesday, October 6, 2009
Incentive Anyone?
Companies who are looking for qualified candidates need to change their strategy if they are not finding the qualifications those jobs require. By doing so they will gain, not only great employees, but loyal employees as well.
"In a brutal job market, here's a task that might sound easy: Fill jobs in nursing, engineering and energy research that pay $55,000 to $60,000, plus benefits.
Yet even with 15 million people hunting for work, even with the unemployment rate nearing 10 percent, some employers can't find enough qualified people for good-paying career jobs.
Ask Steve Jones, a hospital recruiter in Indianapolis who's struggling to find qualified nurses, pharmacists and MRI technicians. Or Ed Baker, who's looking to hire at a U.S. Energy Department research lab in Richland, Wash., for $60,000 each.
Economists say the main problem is a mismatch between available work and people qualified to do it. Millions of jobs with attractive pay and benefits that once drew legions of workers to the auto industry, construction, Wall Street and other sectors are gone, probably for good. And those who lost those jobs generally lack the right experience for new positions popping up in health care, energy and engineering.
Many of these specialized jobs were hard to fill even before the recession. But during downturns, recruiters tend to become even choosier, less willing to take financial risks on untested workers." -- Associated Press
So, you can see, a strategy shift is in play. Why don't these companies, who are looking for qualified candidates, pay a lower wage in the beginning, utilizing the rest of what they were going to use in salary to educate and train the employee(s) they need, in the way they need. They ought to utilize a contract and the incentive of higher pay following the education and/or training to entice those prospectively fabulous employees?
"In a brutal job market, here's a task that might sound easy: Fill jobs in nursing, engineering and energy research that pay $55,000 to $60,000, plus benefits.
Yet even with 15 million people hunting for work, even with the unemployment rate nearing 10 percent, some employers can't find enough qualified people for good-paying career jobs.
Ask Steve Jones, a hospital recruiter in Indianapolis who's struggling to find qualified nurses, pharmacists and MRI technicians. Or Ed Baker, who's looking to hire at a U.S. Energy Department research lab in Richland, Wash., for $60,000 each.
Economists say the main problem is a mismatch between available work and people qualified to do it. Millions of jobs with attractive pay and benefits that once drew legions of workers to the auto industry, construction, Wall Street and other sectors are gone, probably for good. And those who lost those jobs generally lack the right experience for new positions popping up in health care, energy and engineering.
Many of these specialized jobs were hard to fill even before the recession. But during downturns, recruiters tend to become even choosier, less willing to take financial risks on untested workers." -- Associated Press
So, you can see, a strategy shift is in play. Why don't these companies, who are looking for qualified candidates, pay a lower wage in the beginning, utilizing the rest of what they were going to use in salary to educate and train the employee(s) they need, in the way they need. They ought to utilize a contract and the incentive of higher pay following the education and/or training to entice those prospectively fabulous employees?
Sunday, October 4, 2009
Subscribe to:
Posts (Atom)