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

200 Amsterdam’s condos are back on the market

first_imgIt took another month for the developer to resume the sale to gauge the luxury real estate market, which has softened during the pandemic — although sales have turned around recently.“We had a tremendous positive reaction by brokers and buyers since the latest ruling,” SJP CEO Steven Pozycki told the publication. “Buyers who came in two years ago have been waiting for us to come back.”He noted that many of the prospective buyers are from the neighborhood.Last week, opponents of the project made one last effort to halt the project, asking the Court of Appeals to take up the case. The court has yet to issue a decision.[NYP] — Akiko MatsudaCORRECTION: An earlier version of this story stated that the building has 120 condos; it has 112 condos.Contact Akiko Matsuda Tags Share via Shortlink SJP Properties’ Steven Pozycki and 200 Amsterdam AveUPDATE, April 6 2021, 9:45 a.m.: After a year of court battles, the condos at 200 Amsterdam Avenue are back on the market.Developer SJP Properties and partner Mitsui Fudosan have resumed marketing 112 units in the controversial Upper West Side tower, the New York Post reported. Brown Harris Stevens will market the apartments, per the report, with units starting at $3.1 million, according to listings on StreetEasy.Opponents of the project initially challenged the tower’s approval to the Board of Standards and Appeals in 2017. The case subsequently made its way through the court system, and in February 2020, a judge sided with the opponents and ordered the developers to trim 20 stories from the 52-story tower. But the state Appellate Division unanimously reversed the ruling last month, noting that the developer had a valid permit.ADVERTISEMENTRead moreCourt saves SJP’s 200 Amsterdam from wrecking ball200 Amsterdam, the Upper West Side’s most anticipated new condominium, nears completionJudge scolds 200 Amsterdam developers: “Owner must bear the responsibility” Email Address* Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Message* Full Name* Luxury Real EstateReal Estate LawsuitsResidential Real Estatelast_img read more

Current status of the Antarctic herb tundra formation in the central Argentine Islands

Changes in the higher plant populations of the Argentine Islands over the last four to five decades have been central to developing an understanding of the likely biological responses to the globally exceptional rates of regional climate change, in particular warming, experienced along the western Antarctic Peninsula over the same period. In this study, we reassessed local populations and distribution of the two indigenous flowering plants on two islands in this archipelago, the grass Deschampsia antarctica and the pearlwort Colobanthus quitensis, in order to compare with previous partial and detailed surveys carried out by the British Antarctic Survey between 1963 and 1990. Our major finding was that the strong trend of recent increase in population size documented in 1990 has not continued, with current population sizes of both higher plants now being slightly lower than but still comparable with those recorded in the last survey in 1990. We discuss reasons underlying this, including possible limits imposed by the suitability of available habitat, and a recent plateauing of the local climate warming trend in comparison with that seen before the 1990 survey, with no significant short-term warming apparent in annual or seasonal meteorological data since 1990. read more

Tokyo Olympics will open in July 2021

first_img FacebookTwitterLinkedInEmailCHARLY TRIBALLEAU/AFP via Getty Images(NEW YORK) — The 2020 Summer Olympics officially have a new start date after being postponed a year due to the novel coronavirus pandemic. The Games in Tokyo will kick off on July 23, 2021, Japanese organizers announced Monday. That’s almost exactly a year to the day of when the opening ceremony was originally scheduled for in 2020 — July 24.The closing ceremony, meanwhile, will now be held on Aug. 8, 2021.The organizers also announced Monday that the Paralympics were rescheduled to open on Aug. 24, 2021, and close on Sept. 5, 2021.Copyright © 2020, ABC Audio. All rights reserved. Written by Beau Lundcenter_img March 30, 2020 /Sports News – National Tokyo Olympics will open in July 2021last_img read more

US Navy challenges China in South China Sea, again

first_img U.S. Navy destroyer USS Curtis Wilbur made an ‘incursion’ into waters China claims to be under their territorial jurisdiction on Saturday, January 30.Xinhua News Agency, the official press agency of the People’s Republic of China, reported that the Arleigh Burke-class guided missile destroyer sailed within 12 nautical miles of Zhongjian Dao, part of Xisha Islands which are claimed by China.Chinese media said the move presented a threat to peace as the sail-by was set to “renew tension” between the two states. Xinhua News wrote of ‘international law irony of U.S. provocations’ arguing that the U.S. interprets international law the way it wants under Freedom of Navigation.This ‘incursion’, as it was described in the Chinese media, follows another one from October 2015 when USS Lassen sailed within 12 nautical miles of Zhubi Reef of the Nansha Islands in the Spratly Islands territory.After the October 2015 sail-by US and Chinese Navy chiefs took part in a video teleconference to discuss ongoing engagements between the two navies and operations in the South China Sea and the U.S Navy Freedom of Navigation operations.Back then, People’s Liberation Army (Navy) Commander Admiral Wu Shengli said that a minor incident could spark war if the US repeated similar actions in the future. February 1, 2016 View post tag: South China Sea US Navy challenges China in South China Sea, again View post tag: US Navy Share this article Authorities Back to overview,Home naval-today US Navy challenges China in South China Sea, again View post tag: USS Curtis Wilburlast_img read more

HMSC St. John’s becomes part of SNMG2

first_img View post tag: SNMG2 HMSC St. John’s becomes part of SNMG2 View post tag: NATO Royal Canadian Navy’s frigate HMCS St. John’s officially became part of NATO’s standing maritime group two on January 11.The frigate is on her way to the Mediterranean Sea where she will represent Canada’s support to NATO assurance and deterrence measures in Central and Eastern Europe.HMCS St. John’s is replacing HMCS Charlottetown, which arrives in its home port of Halifax on January 13 after a successful six-month operation Reassurance deployment.The Halifax-class frigate has a crew of approximately 240 personnel of all ranks, including an enhanced naval boarding party and a CH-124 Sea King helicopter air detachment.Sister ship HMCS Charlottetown conducted maritime security operations and joint NATO training exercises in the North Atlantic Ocean, Mediterranean, Aegean, Black and Baltic Seas as part of NATO since June 2016.During her six-month deployment, HMCS Charlottetown travelled 35 907 nm, developed her interoperability with 14 NATO navies and visited 17 ports in 10 countries.“I am confident that HMCS St. John’s will continue to build upon HMCS Charlottetown’s accomplishments by providing a highly versatile and robust ship capable of full spectrum operations,” HMCS St. John’s commander, Commander Sheldon Gillis said. “Our highly skilled and professional ship’s company are ready and eager to work with our NATO allies to strengthen international and regional stability.” January 12, 2017 Back to overview,Home naval-today HMSC St. John’s becomes part of SNMG2 View post tag: HMCS St. John’s Authorities View post tag: HMCS Charlottetown View post tag: Royal Canadian Navy Share this articlelast_img read more

Oxford takes part in new scheme to help local schools

first_imgOxford City Council has announced plans to collaborate with the University of Oxford and Oxford Brookes in order to help improve the literacy and numeracy of primary school children in Oxford.The new ‘Leadership for Learning’ campaign is funded by Oxford CityCouncil. It will provide training days for staff and governors at eleven Oxford primary schools, as well as inviting parents to partake in a series of public seminars on issues relating to the education of their children.The programme was initially queried by Craig Simmons, an Oxford City Councillor, who expressed concerns over whether the programme was funding work which is already being carried out by Oxford and Oxford Brookes universities. He was quoted in the Oxford Mail last Friday as saying, “This is a huge issue. The council is strapped for cash and should not be subsidising the university to do things it should be doing anyway.”Yet after consulting the City Council on the specifics of the programme, Simmons told Cherwell, “Although some of the City Council money WILL go to the universities, it is to be spent on improving educational attainment in primary schools, which would constitute a clear extension of the outreach work.”He also commented, “I think thatmthis work is essential in widening access to higher education. I very much support the current Oxford City Learning Partnership which is spearheading this work.”However, Simmons also expressed a continuing concern to ensure that the programme is effective in achieving its stated aims, commenting, “I will, however, continue to liaise with officers to ensure that maximum benefit is gained from the additional City Council investment.”Anna McIntyre, a college access officer, told Cherwell, ‘‘I think it’s wonderfulthat both Oxford universities are getting involved in planting the first seeds of high aspirations in children that would otherwise perhaps not be recognised as needing it until late in their secondary school life, which is too late.”She qualified this, however, adding, “I feel the council should be doing more to directly help these schools themselves and not just pull in universities to help out: the universities will be using government funds, not their own money.”last_img read more

Scottish bakery Harry Gow raises £5,000 for polio charity

first_imgSource: Harry Gow(L-R) Alan Nelson of Inverness Rotary Club and David Gow of Harry Gow Scottish bakery Harry Gow has helped to raise nearly £5,000 for a polio eradication charity through the sale of cupcakes.The bakery partnered with the Inverness Rotary Club to support Polio Plus, a charity working to fight polio across the globe.Sales of vanilla cupcakes topped with purple flowers through the bakery’s 18 stores across Inverness and the Highlands raised £4,300, with the rotary club adding a further £700 to the proceeds.The funds were raised yet again by the Bill and Melinda Gates Foundation, which matched and doubled the local total to £15,000.“We have been blown away by the generosity of our customers and staff, who purchased our special cupcakes in their thousands. Polio is a very serious disease, and we are proud to have been asked by Inverness Rotary Club to support the effort to eradicate it worldwide,” said David Gow, managing director at Harry Gow.“Despite everything that everyone is going through in 2020, it has been heart-warming to see Highland residents coming together to get behind such an important cause.”Alan Nelson, senior vice president of Inverness Rotary Club, added: “The public’s support of this campaign has been really wonderful. Polio Plus is an important charity for the Inverness Rotary Club, so we’re glad these cupcakes captured everyone’s imagination with way they did.”last_img read more

The Allman Brothers Band Released ‘At Fillmore East’, On This Day In 1971

first_img“Play all night!” an audience member yelled… On March 11, 12, and 13 of 1971, The Allman Brothers Band performed at Bill Graham’s Fillmore East, and recorded it for a live album that was released in July of the same year. Advertisements for the shows read: “Bill Graham Presents in New York — Johnny Winter And, Elvin Bishop Group, Extra Added Attraction: Allman Brothers.” Though while Winter was billed as the headliner, by the third night, the Allman Brothers were closing the show.When thinking about The Allman Brothers, At Fillmore East is one of the main treasures that comes to mind. The double LP is most tangibly definitive of the band’s authentic sound, giving them both artistic and commercial breakthroughs, and is the kind of record you can spin on a daily basis and still find something new you love about it.“We realized that we got a better sound live and that we were a live band. We were not intentionally trying to buck the system, but keeping each song down to 3:14 just didn’t work for us. We were going to do what the hell we were going to do and that was to experiment on and offstage. And we realized that the audience was a big part of what we did, which couldn’t be duplicated in a studio. A light bulb finally went off; we need to make a live album,” said Gregg Allman about the decision to record the three-night run [excerpt taken from Alan Paul’s One Way Out: The Inside History of the Allman Brothers Band].While a few things went almost terribly wrong, like the uninvited horns section, or the bomb scare that suspended the final night’s music through sunrise, the album still turned out as one of the best ever.After dealing with the three nights of chaos, producer Tom Dowd explained of the final product, “The Fillmore album captured the band in all their glory. The Allmans have always had a perpetual swing sensation that is unique in rock. They swing like they’re playing jazz when they play things that are tangential to the blues, and even when they play heavy rock. They’re never vertical but always going forward, and it’s always a groove. Fusion is a term that came later, but if you wanted to look at a fusion album, it would be Fillmore East. Here was a rock ’n’ roll band playing blues in the jazz vernacular. And they tore the place up.”Despite being recorded in New York City, the album cover photo was actually taken on a very cold day in Macon, GA, where the band all lived. Apparently, the band was having trouble in cooperating with the photographer that day, giving scowling looks toward the camera. “At one point, a man walked up over next to our truck and Duane jumped up and ran over to him, and the photographer starts screamin’ and hollerin’,” explained Butch Trucks of the experience. “Then Duane came back and sat down, and we all busted out laughin’ and THAT is the picture. That is the ONLY picture from the whole day with everybody laughin’. And if you look, Duane’s got his hands like this. [folded]. What he had done was ran over and picked up a little eight ball of cocaine.” If there’s anything you need to know about At Fillmore East, that’s it.In honor of this special mark in rock and roll history, listen to the full album now:[All quotes via Alan Paul]last_img read more

Saint Mary’s alumna explores world of sports post-graduation

first_imgSaint Mary’s alumna Madeline Molloy took off to Texas after graduation this past May in hopes of pursuing her dream of being a Dallas Cowboys cheerleader. Knowing no one in Texas and having no steady job lined up, Molloy said she was excited because the opportunity to try out as a Dallas Cowboys cheerleader — after receiving an invitation to the team’s training camp — was one she could not pass up.“It was intense,” Molloy said. “I’m not from the South at all, and I didn’t know the area and I didn’t know anybody going into it, so it was a little intimidating. But it was one of those things where I knew I had to go for it or I was going to live in such regret. This is such a dream of mine so I just had to do it.”Molloy said people thought she was crazy for picking up and leaving home, but she liked the craziness of her new adult life. “I graduated and I went home to Illinois, where I grew up. I got all my stuff and I moved down to Texas and found an apartment,” Molloy said. “I was actually living on an air mattress for my first week of training camp. There was just so much going on in that certain amount of time, I don’t even know how I did it.”Molloy then went to training camp to try out for the Dallas Cowboys cheerleading team. The camp began with 400 hopeful women, according to Molloy, but she eventually found herself amongst the final 44 candidates after a number of rounds of cuts. It was at that point Molloy was cut from the team, however. “I have absolutely no regrets,” Molloy said. “I made the best friends I think I ever had. I think I see a lot of room for improvement.”Even though she was cut, the network of the Dallas Cowboy cheerleaders eventually landed her a job. The owner of a startup called Live Love Gameday — which sells game-day apparel — found a picture of Molloy on Instagram that she had posted about training camp, and she immediately offered Molloy a job.“The person I work for now owns a company, and she was on the Dallas Cowboy cheerleading team for seven years,” Molloy said. “I was just cut, and I didn’t have a job yet, so I was like, ‘Yeah, I would like to make any money at all.’”Molloy said she loves the excitement of her new job, and she really enjoys helping out her boss in any way she can.“It’s been really cool. Every day is so different,” Molloy said. “Sometimes I model for them, sometimes I do the dirty work of filling orders, sometimes I’m answering emails.”Molloy said her life continues to be crazy, but it’s working for her. She said she thanks Saint Mary’s for giving her the confidence to branch out because now she is doing what she loves.“I think a lot of people get scared to graduate,” Molloy said. “I love Saint Mary’s more than anything, and I definitely miss it every single day, but I think Saint Mary’s does such a good job of preparing you for what the world can offer you. If I were to offer any advice, it would be to not be scared to take the world on.”Tags: cheerleader, Dallas Cowboys, Madeline Malloylast_img read more