Sarena Atkins: A ‘Relay’ Hero

first_img Published 7:26 pm Monday, March 29, 2010 You Might Like Harris: ‘Fresh face’ on TV, big screen Opportunity could be waiting around every corner. You just never know, said TaLesa Harris. She found opportunity lurking around while… read more Skip Plans underway for historic Pike County celebration Remember America’s heroes on Memorial Day Winning a trophy and ribbon wasn’t the reason Sarena Atkins wanted to enter the SARHA’s “Hope for a Cure” Relay for Life competition.She just wanted to do something in the fight against cancer that might keep other children from having to see their mothers suffer with the disease the way she had.Sarena’s mother, Sonja Atkins, was diagnosed with breast cancer in December 2008 and she was by her side through it all. Book Nook to reopen Latest Stories “When I got sick, we let our girls know everything I knew,” Sonja Atkins said. “Sarena knew when I went for chemotherapy and she knew that, most of the time, when I got home I didn’t need to be bothered. She helped take care of me right along with her father, Sylvester. She was kind and caring.”When Sarena heard about the “Hope for a Cure” pageant, she wanted to participate.“I told her that I didn’t know if she really wanted to enter the pageant,” Atkins said. “But she was sure that she did. She said she wanted to do something to help, not just because of me, but because of the others she had seen so sick with the disease. Pike County Sheriff’s Office offering community child ID kits Troy falls to No. 13 Clemson Around the WebMd: Do This Immediately if You Have Acid Reflux (Watch Now)Healthy LifestyleIf You Have Ringing Ears Do This Immediately (Ends Tinnitus)Healthier LivingHave an Enlarged Prostate? Urologist Reveals: Do This Immediately (Watch)Healthier LivingWomen Only: Stretch This Muscle to Stop Bladder Leakage (Watch)Healthier LivingRemoving Moles & Skin Tags Has Never Been This EasyEssential HealthTop 4 Methods to Get Fortnite SkinsTCGThe content you see here is paid for by the advertiser or content provider whose link you click on, and is recommended to you by Revcontent. As the leading platform for native advertising and content recommendation, Revcontent uses interest based targeting to select content that we think will be of particular interest to you. We encourage you to view your opt out options in Revcontent’s Privacy PolicyWant your content to appear on sites like this?Increase Your Engagement Now!Want to report this publisher’s content as misinformation?Submit a ReportGot it, thanks!Remove Content Link?Please choose a reason below:Fake NewsMisleadingNot InterestedOffensiveRepetitiveSubmitCancel By The Penny Hoarder Sponsored Content Email the author “If it had not been for my family, friends, co-workers here at Charles Henderson Middle School, and the Good Lord, I couldn’t have made it,” Atkins said.“Sarena was such a big help. She has had three experiences with cancer and she’s only 11 years old. We are proud of her for wanting to be involved.”To her family Sarena is a hero.“To our community,” Sarena Atkins is the ‘Hope for a Cure’ Relay Hero,” said Pam Smith, SARHA team member.“She raised $635 out of the $4,315.74 that was raised for the Relay Hero competition. We congratulate her and all of those who competed in the Relay Hero competition. They are all winners.” The Penny Hoarder Issues “Urgent” Alert: 6 Companies… Sarena Atkins: A ‘Relay’ Hero “We lost my mother to cancer in May 2004 and my sister died with cancer last year, so Sarena had seen how devastating cancer can be. She wanted to do her part. She spearheaded our fundraising.”Sarena and her family contacted other family members, friends and members of their church family and encouraged donations.“Everybody was real supportive,” Atkins said.And much of the support was from those same people who provided love and support when Atkins was undergoing treatment for cancer. By Jaine Treadwell Print Articlelast_img read more

What is the future of online hiring?

first_img Comments are closed. Previous Article Next Article Onlinejob-seeking is growing at four times the speed of Internet use in general butwhat is its future potential? Five major players in the recruitment marketoffer their insights into the future of online recruitmentThetraditional recruiterBy Paul Wilson, managing director, Michael Page Human ResourcesAround30 million people change jobs in Europe each year. But gone are the days whenthey  just searched magazines andnewspapers to find employment opportunities – they are now heading for the Net.In the UK, 14.3 million people have access to the Internet with an estimated5.4 million using it specifically to look for work. So does this mean the endof traditional recruitment consultancy?Recruitmenthas been one of the largest growth areas online and, as a sector, has createdhundreds of new businesses offering online recruitment services or careerportals. The common perception is that the Internet lowers the barriers ofentry into business. Ina sense this is true, but the real need for recruitment sites to create brandawareness at a time when proliferation has resulted in crashing prices foronline advertising, creates a huge financial hurdle at which most Internet-onlyrecruitment companies will fall. If a company of News International’s staturerebrands its career portal Revolver to Sunday Times Online after only fourmonths, what hope is there for the Internet-only brands of recruitment site?Clearly online consolidation is overdue.Anew venture can gain strong brand awareness by riding on the back of atraditional business or ploughing millions of pounds into advertising. But newbrands that haven’t adopted the advertising route run the risk of operatingwithout a strong enough brand equity to be an online success. So, brandawareness is everything. It is interesting to note that in the UK the MichaelPage Website generates about 15,000 applications a month without any publicitycampaign.TheInternet has also changed a client’s direct interface with candidates. At firstthis seems the instant solution for big employers. Unfortunately, again, massaccess spoils the result. Major employers now approach traditionalconsultancies to handle their own Internet applications. This is because theyare not geared to manage the volumes of applications produced, most of whichmay not be relevant.Thisbrings me to the crucial point. Recruitment consultancies are there tounderstand companies, roles and candidates and to interpret and match themaccordingly. That is the added value of a consultancy, saving companies timeand money and giving them access to the best employees. HR candidates andclients alike continually stress the need forculture and personality fit, andthis is the defining point for successful executive recruitment. Theface-to-face interview, consultancy and intimate knowledge of the marketplaceby the recruiters are key factors in securing a successful match.Therewill be very few Internet-only recruitment models that survive. What we arealready finding is that recruitment companies who can combine offline deliverywith online presence will prosper. In retail, companies such as Tesco, whichcan combine Net innovation with the combination of funding, financial stabilityand an established infrastructure, are winning against the plethora of puree-tailers. The same will happen in recruitment. It is perhaps ironic that oneof the leading recruitment Websites turned to Michael Page Human Resources tosuccessfully recruit its own HR manager recently.Inconclusion, the technology will continue to evolve. However, this will notreplace the need for traditional consultancies. The question for futurerecruitment businesses is not how can I run a business solely on the Internetbut rather, how can I use the Internet to enhance my existing business andservice offering?Employmentnetwork (the employee’s perspective)By Tim Elkington, head of research, workthing.comThe online recruitment market is continuing to grow and evolve and has seensome significant developments over the past six months, as highlighted byworkthing’s latest Online Recruitment and Employment Survey.ORESis the largest piece of research into recruitment and the Internet, samplingmore than 3,000 Internet users every six months. This gives us an invaluableinsight into the trends and issues affecting the online recruitment market.Thegrowth of Internet use in this country has been documented at length, and it isa fact that more and more people are going online. What is not so welldocumented is that online job-seeking is growing ahead of the curve, four timesfaster than Internet use in general. This emphasises the suitability of therecruitment industry to this channel.Inspring 2000, there were more than 4 million online job-seekers. In the past sixmonths, this has grown to 5.4 million people using the Internet to look forjobs, showing that online recruiting is a natural activity for this newInternet audience. Overall,the UK Internet population has grown by 900,000 in six months and online jobseeking is growing at a faster rate than Internet use in general. The Internethas proved an indispensable way to reach people from all geographical anddemographic spectra.TheInternet is ideally suited to sifting applications and matching candidates tojobs but the leading online recruiters are attracting consumers by offeringmore than just a jobs board, they are also forming online communities fordifferent sectors. Our research reveals that browsing for jobs in specificindustry sectors is the most popular activity on recruitment Websites and athird of visitors to recruitment sites use them for industry sector news. Morethan a third of visitors to recruitment sites have also obtained traininginformation from the sites. This is the value-added service that we can provideto job seekers and which encourage them to return to the site.Consumerattitudes to online recruitment have been discussed in Personnel Today in thepast. For example, a common assumption is that consumers are wary of onlinerecruitment as they do not get the human touch, even though many recruitmentWebsites offer personal contact with job-seekers. Those sites with superiorsearch engines allow candidates and job postings to be accurately andefficiently categorised, but many online recruiters also try to retain a moreintimate connection with their candidates by sending them personal e-mails,having helplines in place and by allowing them to personalise their experience.Thispublication has also debated whether job seekers trust the Internet enough as amedium to post their personal information. Our research has tackled this issuehead-on and found that consumers are placing more and more faith in thesecurity of the Internet. Onlinejob seekers tend to differ from general web users in terms of confidence andInternet experience. More and more are using sophisticated features online, andusers are saving their CVs online and have overcome worries about security.Itis clear the Internet is an effective and increasingly popular medium, thepotential strength of this evolving medium is demonstrated by a prediction forthe future from ORES – more than 2 million users expect to obtain their nextjob via the Internet, which is more than those who expect to find their nextjob via national and trade press and recruitment agencies.Theonline testerBy Richard Alberg, chief executive of PSLAt a recent presentation given by the head of graduate recruitment at one ofthe “Big Five” accountancy firms, many people were struck by hisopening remarks. He stated that the firm’s online recruitment process isstate-of-the-art, offering speed and quality benefits over its competitors. Buthe was certain that all of the major graduate recruiters would soon beemploying similar systems.Hislogic was simple. We are experiencing a buoyant economy and this exacerbatesthe problems in attracting high-calibre personnel – it is currently a buyer’smarket. His firm’s new processes provided significant advantages and,therefore, it was obvious the firm’s competitors would need to invest insimilar systems. If the Big Five went down this route, then investment banksand other financial institutions would follow. This, in turn, would promptsimilar moves by major corporates. No-one argued with that logic.Competitionis nothing new. What is new is the level of advantage provided by technologyand the speed with which increasingly sophisticated processes are beingintroduced. Whereas in the past recruiters would have been satisfied with minortweaks from year to year, with an occasional overhaul, the pace of change isnow so rapid. Recruiters need to be continually aware of new developments.Advocatesof online recruitment typically cite four core benefits:1.Speed – the complete campaign (from origination to processing) happens fasteronline2.Cost – electronic processes that do not involve print, manual distribution and,crucially, administrative staff, inevitably cost less, particularly in volumecampaigns3.Effectiveness – a properly designed electronic process eliminates elements ofhuman error inherent in manual processing4.Exposure – the key strength of the Internet is its ability to reach audienceswho may not be captured via traditional media platforms.Clearlythese procedural benefits are significant, but the key strength of onlinerecruitment is its ability to combine processing with a highly sophisticated,psychometrically-based investigation of a candidate’s suitability for aparticular post – or, in other words, allowing the candidate to put theirpersonality and competencies into the process.PSL,as with other providers of specialist psychometric testing, has been developingInternet-based screening tools directed at improving the quality of the siftingprocess – a job that becomes overwhelming when organisations are running volumerecruitment campaigns.Astructured online questionnaire – standalone, integrated with recruitmentWebsites or linked to bulletin boards – helps businesses match candidates’ skills,abilities, attitudes and experience against their own required competencies andcorporate values “fit”. Many of the applicants may appear, via theiraccompanying CVs, to meet the criteria for the job, but are they genuinelysuited to the post and, equally important, to the organisation?Thebenefit of using an online questionnaire is that it can be linked directly to agrading system whereby an individual candidate’s suitability can be measuredagainst specific criteria identified by the recruiter. Moreover, the campaignmanager can get an instant fix on the range of candidates applying for the joband their relative strengths. For example, the manager can identify – in realtime – say, the top 10 per cent of candidates and invite them immediately for aninterview, thus ensuring that good people receive a quick response.Inshort, the linkage of online recruitment procedures and intelligent tools suchas psychometric instruments delivers a fundamental benefit to the campaignmanager and is the basis for a sustained future for online recruitment. Insteadof spending valuable time eliminating the vast majority of candidates who areunsuitable, the manager can concentrate on the minority of candidates who meetthe brief. This ensures those who go forward to the next round are the rightpeople.“Clicksand bricks” modelBy Chris Hermannsen, chief executive, UK, Ireland & Nordic Region ,TMP Worldwide eResourcingThe arrival of the Internet has radically changed the way the world doesbusiness. Faster, smarter, cheaper, further – the Internet gives companies theopportunity to really push the boundaries of how business is done. Although youwould not believe it from the way some companies do business, today’s economyis global. The players who succeed, indeed dominate in this environment, willbe those who can offer truly global solutions.Recruitmentis no exception. The arrival of the Internet means that finding, assessing andhiring the right executives, no matter where they are, is a reality not adream. Need500 computer programmers yesterday? No problem. Whether they are located inBombay or Boston, the Internet empowers recruitment businesses to find thesepeople. KPMG recently announced it is moving all of its recruitment online –testament indeed to the value of the Net in the recruitment process.Ofcourse, it would be foolish to suggest that the Internet is the only way toprovide solutions in the global economy or even to say it is the best way toprovide them. What it can do is provide solutions more quickly and at a reducedcost compared to traditional recruitment methods. Offeringa choice is critical. The human capital businesses that dominate the 21stcentury will be those which can offer truly harmonised “bricks andclicks” solutions. There will always be a place for the personal,”high-touch” services, offered by traditional recruitment methods.Clients will often desire these and they will often be the right service tomeet their needs. Online recruitment is not the be-all and end-all.However,for us at TMP Worldwide, the Internet is the foundation of everything we do. Ifone of our consultants is not asking himself every day, “How can I bestuse the Internet to help my clients?”, he is not doing his job. Inparticular this means how they can best leverage the resource that isMonster.com, the world’s leading global online career network and, fortunatelyfor us, a TMP Worldwide company.Muchhas been made recently of the dotcom shakeout, where literally hundreds ofonline businesses have gone to the wall or hit serious problems. Onlinerecruiters have not been immune to this – StepStone recently announced it is tocut nearly 400 jobs following a £45.75m loss in the first quarter of this year.Monster.com on the other hand, has gone from strength to strength. This is notonly because it has been supported by the “bricks” element of TMPWorldwide’s business but also because it has focused on achieving one crucialfactor for success: critical mass. Monster.comhas more than 10 million CVs registered online and 500,000 job vacancies. ItsMedia Metrix “power ranking” (audience reach multiplied by the numberof unique pages per visitor per month) is greater than the sum of the powerrankings of its 10 closest competitors. To make an analogy, if Monster.com werea soft drinks manufacturer, it would have more market share than Coca-Cola andthere would be no Pepsi to compete with it.Thisis the future of online recruitment – only the strongest and the largest willsurvive in an environment that demands size and reach as criteria for success.What we will see is the creation of a cluster of online “superbrands”that will act as online recruitment hubs for the growing number of virtual CVs.Asthe number of Web-savvy “knowledge workers” in the global economy increases,more and more individuals will be posting their CVs online. We estimate that bythe end of this decade there will be more than 100 million CVs in cyberspace,forming a massive online CV “tank” to be tapped by employers andrecruiters. The place of online recruitment in the marketplace is quite assured.Theonline recruitment site (the employer’s perspective)By Andrew Findlater, business analyst, and Keith Robinson, managingdirector of totaljobs.comAsour recently published bi-annual poll examining the e-recruitment practices ofleading employers such as IBM and KPMG has shown, most organisations are usingjobsites to advertise positions and almost half predict an increase inexpenditure on jobsites over the next 12 months.Alongsidethis growing confidence, our research points to an air of realism aboute-recruitment, with most employers predicting that it is set to become a majorchannel in the next three or five years rather than overnight.Attotaljobs we recognised early on that the concept of e-recruitment is anevolving one and have embarked on a comprehensive research programme tofacilitate a better understanding of recruiters’ needs, while at the same timecreating a learning platform for ourselves. It is this ongoing commitment toeducation through usability testing of totaljobs and employer focus groups thatis serving as the basis of our future growth and success.Drawingon our expertise and heritage as publishers, as part of the Reed ElsevierGroup, we recognise that many of the same rules apply in the onlineenvironment. From the recruiter’s perspective, it is the ability to measureperformance that is set to become a key driver in selecting e-recruitmentsolutions. Indeed, in much the same way that employers scrutinise the audience reachand make-up of mediums in the offline world, they will demand the sameinformation from an online environment. Those jobsites which simply continue tohide behind generic application figures and unique visitor numbers are exposingthemselves to failure in the future.Bymonitoring the behaviour of our employer panel it has also become clear thatpatterns of e-recruitment behaviour vary according to the sector – again thisis the same for offline publishers. For example, a higher proportion oforganisations in the public sector, media and IT use their corporate sitescompared with jobsites, while in retail, education and financial services ahigher proportion use external jobsites sites compared with corporate sites.Thus, rather than seeking a broadbrush strategy for all, it seems importantplayers understand how to tailor their approach to different industry sectors.Itis also striking that a huge opportunity exists for e-recruiters to workalongside traditional channels. In recognising the role of the Internet ascomplementary to their existing channels, the stated intention of manyemployers is to reduce their dependence on recruitment agencies. But it is theagencies themselves which have been some of the earliest adopters ofe-recruitment, recognising that aspects of contingency recruitment work done bythem, such as identifying, filtering candidates and even first interview, willbegin to be automated using the Web.Sowhat of the future of e-recruitment? The past year has witnessed the beginningof e-recruitment’s “coming of age” in the UK. But as employers beginto formulate real strategies to evaluate and use online recruitment, the keyopportunity in moving forward is in developing a research-led offering thatwill focus on the needs of employers as well job seekers. Within this our endgoal is to encourage employers to move from a mindset which regards theInternet as just another recruitment advertising media to incorporating it aspart of the whole hiring process. Related posts:No related photos. What is the future of online hiring?On 22 May 2001 in Personnel Todaylast_img read more

UNIQUE JOBS SCHEME GIVES ENTREPRENEURS THE CHANCE TO CREATE JOBS IN DONEGAL

first_imgDozens of would-be Donegal entrepeneurs are to be given a chance to create jobs across Donegal.The New Frontiers Programme will be located at the CoLab Centre at Letterkenny Institute of Technology.Senator Jimmy Harte said the new programme demontrates some “joined-up htinking on job creation.” “At the start of this month the Government launched its Action Plan for Jobs. This plan set out in 270 points how we were going to help create jobs in Ireland.“The New Frontiers programme is a part of one of these action points and we are already delivering it. It is another example of how the Labour Party in Government is serious about job creation.“Enterprise Ireland and the Institutes of Technology are working together to deliver this programme. Together they will give people the opportunity to start their own business and bring employment to their local areas.  “Our local Letterkenny Institute of Technology is taking part in this programme see Website: www.co-lab.ie for further details this can only be good news for Donegal. This will help those with good ideas to convert them into real jobs which are needed to stimulate the local economy.“New Frontiers will give people a chance to take their business ideas and make them happen. 250 people will be taken through a part time 8 week course to test their business idea,” he said.The 150 people who qualify will be taken through an intensive 6 month course to turn their idea into a viable company.They will receive €15,000 to help them start their business along with space in their local IOT at CoLab business incubation centre. It is hoped that a 100 companies will be created out of this programme with an average of 5 jobs per company.“We said when The Action Plan was launched that it is a working document. We have already delivered on one of Action Points. We are focused on delivering on the rest and getting people back to work,” said Senator Harte. UNIQUE JOBS SCHEME GIVES ENTREPRENEURS THE CHANCE TO CREATE JOBS IN DONEGAL was last modified: February 28th, 2012 by StephenShare this:Click 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 share on Pocket (Opens in new window)Click to share on Telegram (Opens in new window)Click to share on WhatsApp (Opens in new window)Click to share on Skype (Opens in new window)Click to print (Opens in new window)last_img read more