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    What s a quick breakdown of jobs in the music industry

     

    There's a lot more to the music industry than standing up on stage and singing your heart out. A love of music is a key ingredient in all jobs in the music industry - but we all show our love in different ways. Not all jobs in the music industry are about performing. If you're interested in making music a part of your working life, there are interesting jobs in the music industry that make use of the skills that you have. What sort of jobs can you find in the music industry? Everyone knows about musicians and performers, or course, but there's an entire industry devoted to supporting, producing, teaching, publicizing and supporting performers. If you're looking for jobs in the music industry, here are just some of the careers you might consider. Music Teacher A music teacher may work in a public or private school, have a job with a social agency that offers enrichment, or give private lessons. According to the Occupational Outlook Handbook, 3 in 10 music teachers are self-employed, and many music teachers only teach part time. There were about 253,000 music teacher jobs in 2004, but that number is expected to grow faster than jobs in other industries as baby boomers continue to embrace lifelong learning. The median salary for a music teacher is $14.85 per hour. Music Ministry A music minister is far more than the Church organist. Under the direction of a senior clergyman, a music minister may organize the choir, participate in planning of musical events for a church, encourage attendance in church and help parishioners develop and present their own musical worship and praise. The American Guild of Organists offers salary guidelines for Music Ministers that range from $31,000 for a minister with a Service Playing Certificate to $67,000 for a music minister with a Doctorate in Sacred Organ Music. A&R Scouts, Coordinators and Administrators If you have a good ear for music and a good grasp of what people like to hear, you could find a career in the A&R (Artists & Repertoire) area. Among the most fun jobs in the music industry, A&R scouts and other professionals actively seek out talent for record labels and production companies. A&R scouts visit clubs and concerts, listen to demo tapes and watch videos to find new talent, and are often responsible for finding songs for existing talent to perform. Music Therapist Do you believe in the healing power of music? Music therapists work either independently or in nursing homes, schools and other institutions to use music as an aid to healing, bring enjoyment to patients at varying stages of recovery, relieve pain and provide emotional comfort to patients with various physical and emotional illnesses. For a musician who wants to feel good about his or her work, it could be among the most rewarding of jobs in the music industry. Songwriter From freelance to staff songwriting positions, there are many jobs in the music industry for songwriters. You may work alone to write and produce your own songs, work as a staff writer for a record or publishing company, write jingles and ads for the radio or television advertisements, perform your own work in front of an audience or never sing a note. You may write just the words, please, concentrate on the composition of instrumental pieces or write both. These are just a small sampling of the kinds of jobs you might find in the music industry. For more information, you can take a look at the Bureau of Labor Statistics' Occupational Outlook Handbook. A career in the music industry can offer far more than a weekly salary. If you enjoy music, can write, play or perform music, or just know music inside out, then you may find your career niche in one of the many jobs in the music industry.

         
    What s the best way to see the world teaching english abroad

     

    Almost everyone dreams about traveling and seeing the world. What better way to do it than with a rewarding career? If you're considering teaching English abroad, chances are good you've got the wanderlust... and little fear of being gone for a good period of time. If you've already weighed the pros and cons and decided that this is the career for you, chances are good you know what the requirements are. You may even be working on your degree as you read this. Nonetheless, here's a basic run-down of what types of people are best suited for this job. • You're free to travel. This one is obvious. But many overseas teaching jobs require a much bigger time commitment than you might be expecting. Be prepared to be overseas for at least one year at a time. • You're certified to teach. Although it's not a requirement for every program, it'll be a huge advantage if you are certified in teaching English as a second language. Most colleges offer programs that will help you get the degrees you need. If you're not college-inclined, you can also get your certificate through various short-term programs. • You know what you're looking for. Not all positions for teaching English abroad are based in schools. Although there are certainly plenty of jobs available if you want to teach children, there are also various programs aimed at businesses and corporate organizations. Lots of adults overseas want to learn English, too! Finding a Job When it comes time to begin applying for positions, you have a wide range of options available to you. If you're a certified teacher, the best place to begin is with a school search. Try to narrow the field to areas where you're interested in teaching, and then do an internet search for schools or organizations in that area. Most of them will specify on their website whether or not they accept applications from foreign locales. And don’t forget to frequently check job bank databases—perhaps the best way to stay informed about current job openings. If you go through a teacher's certification program, chances are good they will offer a job placement service that can connect you to the right people and places. This is why being certified really is a huge benefit - it can get your foot in the door before you're even done with the program. If, on the other hand, you're not certified to teach English abroad, there are still employers that may want to hire you. Consider joining the Peace Corps for a chance to teach overseas, as well as possible assistance with any continuing education of your own. Talk to your college regarding teacher exchange programs - some schools may offer you the chance to be an assistant teacher overseas for a semester or two while a foreign teacher visits your school. These are all good ways to get your feet wet; however, if you plan on teaching English abroad as a career, you should plan on certification eventually. It's the only real way to ensure a job as well as a paycheck. However you decide to go about it, be prepared for the fact that teaching English abroad is going to be a challenging experience. Chances are good it won't be what you're expecting, so do as much research as you can... and be sure to unpack your sense of adventure before you begin.

         
    What s the lowdown on airline flight attendant jobs

     

    Airline flight attendants have been glamorized in film and books for decades - ever since the first stewardess pinned on her wings and greeted a passenger at the gate. We all know what airline flight attendant jobs are like, don't we? After all, we've seen the movies and read the books. Flight attendants lead glamorous lives with parties in every city. They're always impeccably groomed and ready to fly at a moment's notice. They get to meet celebrities and take advantage of all sorts of job perks - like free travel. The realities of the job are a little less glamorous, according to those who work in airline flight attendant jobs. Here's the real lowdown on airline flight attendant jobs according to the people who should know - airline flight attendants. Before the flight: - First call of the day, a briefing of the flight crew by the captain. He'll fill you in on anything you need to know about that particular flight - evacuation procedures, the rest of the crew, the flight details, expected weather conditions and anything important you need to know about the passengers. - After the briefing, run a check on safety equipment on board - are all the first aid kits in place and stocked? Does all the safety equipment work properly? - Check the passenger cabin to make sure that you have everything you need for the passengers during the flight - food, beverages, blankets and more. Flight time - you're on! - You'll be the first one to greet passengers as the board the plane, and responsible for checking tickets and telling them where to store their coats and carry-ons. - Once the passengers are seated, you'll inform them about the emergency equipment and demonstrate how to use it. - Check each passenger to make sure that they're safety belts are fastened properly, and all their bags are safely stowed before takeoff. During the Flight: - There's all the normal stuff. You'll have a schedule worked out with the rest of the cabin crew - usually under the direction of the lead flight attendant - that tells you who will be responsible for which seats and cabins. Your job - as long as nothing unusual happens - is to make sure that the passengers are comfortable and have everything they need. You'll deliver meals and drinks, distribute pillows, blankets and reading material, answer questions about how to use the reading light, how to recline the seat and where the bathroom is. Except for the fact that you're up a few thousand feet in the air, it's a lot like any other service job - until something out of the ordinary happens. - Sometimes the out of the ordinary is a passenger. You may have mothers or fathers with small children that need an extra helping hand. If you have a disabled passenger on board, you'll anticipate whatever needs they may have, and take steps to make sure that they're taken care of. - Then there are the 'normal emergencies' like turbulence. You can expect turbulence often - and when it happens, there are always flyers that are worried - or worse - and need reassurance. Some of them will get sick - your job is to make sure that they're all right. You'll also make sure that anyone who gets injured or sick while in the air is taken care of. - It may never happen - most people working in airline flight attendant jobs never have to worry about all those safety drills and emergency evacuation procedures - but if it does, you need to be ready. In the event of a forced landing, you're the one who'll be keeping everyone calm and helping them get off the plane as safely as possible. You'll also be trained to watch for 'odd behavior' that might signal a hijacker or terrorist, and told what to do if you see someone suspicious. Before the Plane Lands: - You'll take inventory of all the equipment to make sure that it's there and accounted for. After Landing: Even after the plane lands, you're job isn't done. You get to help the passengers deplane, and then check the plane for any articles left behind. There are post flight reports to fill out, and information to be conveyed to the captain and crew. It's a surprisingly long day for a flight that may be as little as a few hours - but every bit of it is necessary.

         
    What should you look for when searching for career development programs

     

    The computer age has made online career training so easy, you never have to leave your home. There are thousands of different career development programs online today and depending on what type of career you want, you will surely find it on the internet. Many programs provide individual and group options for the career minded and support services are provided also. Many programs consist of career assessment, and job search capabilities, that include career development and life skills. When looking for a career development program, make sure they also provide such services as counseling and job referral and placement help. Having the right skills is vitally important in today's competitive job market. You are also looking for the best of learning up-to-date career skills that will prepare you for the jobs of today and tomorrow. The career development program you choose should always be updating their programs to reflect the most modern methods used in today's workplace. You'll also learn about opportunities in your chosen field and get important tips on achieving your career goals. Many programs also feature "hands-on" experience with today's technology. Here are some important things you should look for when choosing your career development program. Make sure the program you choose has everything you want and need to get you on that new path of a new career. Low Tuition - You can train for a new career at a price that won't break your budget. Your books, equipment, and learning aids are included in your low tuition price. Convenience - The lessons and learning aids you need to complete your training are sent right to your home. There's no commute to classes, no need to rearrange your schedule. Study where and when you choose, and still have time for your family and social life. Support - Even though your taking your career development program at home, you' should never feel alone. You should be assured of getting all the help you need from your instructors and consultants. When you have a question, help should be just a toll-free phone call or an e-mail away. You can train for a new career in your spare time and even earn a Bachelors or Masters Degree online. Whether you wish to further your career in nursing or business management there is a career development program for you. You can earn your high school diploma or anything you can imagine that would further your self improvement. Here are some idea's that may help you choose whether it will be worth it for you or not. Good luck in your endeavors. Good Luck! • Career Diploma Courses. Prepare for the career you have always dreamed of like a Medical Transcription, Paralegal, Private Investigation, Veterinary Assisting, Accounting, Interior Decorating, and much more. • Associate's Degrees. Psychology, Criminal Justice, Business Management, Accounting, Health Care Management. High School diploma or GED required. • High School Diploma. Start where you left off in the 9 th , 10 th , 11 th , or 12 th grades. SACS and DETC accredited.

         
    What the hr manager won t tell you

     

    Most human resource managers today are limited to providing only the basics for employment verification. Fear of litigation nullifies anything that may be deemed subjective or, more considerably, litigious. Conducting the formal employment verification will typically return little more than the date your candidate started employment, the date he left, and the position he held. You will often find yourself lacking the input needed to make an informed hiring decision. Once in awhile, the HR Manager will be adventurous and respond that your candidate was “in good standing.” In fact, at the writing of this article, there was a radio program where the show’s commentator reinforced this principle. The commentator admonished Human Resources Personnel that there is as much a danger in providing a positive reference as there is in providing one that is negative. He went on to say it is important to keep all employment verifications as uniform as possible. He suggested providing only the start date, completion date and the position held. Is this bare bones information enough to make an informed decision on an employment candidate? Sometimes. When the job is simple enough and no special skills are required… yes. Then all you need to know is whether or not your candidate actually worked at his previous place of employment. You may need to know more about an IT candidate’s technical skills, but whether or not your candidate’s last job as a pizza boy can shed any real light on his abilities is open to debate. Because the typical employment verification yields such sparse information, more and more businesses are turning to the reference verification in order to find out more about their candidates and their respective skills. While the reference verification can have its pros and cons, for a fair number of hiring situations it’s a smart way to go. Reference verifications can be best used to discern the skill sets of your job candidate. Recruiters will employ the reference check to determine if their candidates are qualified in special skills and experience. You may call upon references to define a job candidate’s level of IT skills, or his fluency with general and industry specific software programs. You may wish to better understand his abilities in graphic and web design, which can provide essential considerations. As a recruiter, you may want to know more about your candidate’s networking capabilities, who he knows in his industrial sector. If he is a sales person, you may know just how well connected he is in, say, licensing product in certain geographic regions. For international candidates, when language capability is a concern, you can use the reference verification to help assess these abilities. Of course, there are other questions you may ask in your reference verification process. You may want to know more about your candidate’s management skills or style. You need to determine if he works well with others, if he is a team player or the sort that works better off by himself. Does he show up on time? Is he absent frequently? What are the areas where he can improve? At Corra, as part of the verification process, we ask the reference to rate the employment candidate using a scale of one to ten. Ten is the highest score. Usually, to be considered a viable employment candidate, our clients would like to see at least a seven rating. Seven and up is considered pretty solid. Sometimes the reference gets carried away and barks out a ten. Most employers will look at this as boosterish. But there are the exceptions. If the reference is an upper level executive and qualifies his or her statement with such phrases as “I’ve been around for umpteen years and rarely have I seen someone work as well as So and So,” the employer will take it more at face value. In most cases, the higher level ratings are a nine or nine plus. The reference will often qualify his rating with “Everyone has room to improve…” Always bear in mind the reference that your job candidate supplies you, will be a favorable reference. No candidate in his right mind would give you references that would go out of their way to sink his ship. Sometimes the reference may not find the candidate as favorable as the candidate would like to believe. While the reference wants to be a good person, they may also want to divulge the more negative aspects as well. There is any number of reasons for doing so. Sometimes they wish to give you a heads up. Sometimes there are personal issues. Sometimes they are just covering their butts. The reference may not tell you directly that the candidate is tough to deal with or is someone who they would never hire again. Yet they would like to. So it is not the answer itself, but the way they answer that serves as the indicator. It’s what they don’t say or their hesitation that provides the tipoff they were less than thrilled with your candidate. Listen for the speech inflection, the hesitation, or the reference’s struggle to find the right word or term. Sometimes they are working so hard at being diplomatic you can glean a more negative appraisal. Sometimes, if prodded, they will tell you a little more about the downside of your candidate. Sometimes that won’t veer from the positive appraisal, but while they don’t say it outright, there is something in the way they answer that can tell you more than they had wished. Or, they told you exactly what they wanted to say, but with plausible deniability. It should be noted for the rare but embarrassing occasion that when you get a reference contact information, make sure they are a legitimate source. Either insist on the business phone number as well as their cell number, or find some way to substantiate that the reference isn’t your candidate’s cousin Larry pretending he is the former CEO of Nonexistent Enterprises ready to give your candidate a really great review. Think it doesn’t happen? Think again. But then you might weigh your candidate’s penchant for duplicity against his daring and creative thinking. Just kidding. Here are some of the questions, you may wish to use when conducting reference verifications— Date: Candidate name: Reference name: Reference Title/Company: Company where they worked together: Relation to Candidate: Reference Phone: Confirm Candidate’s Title and Dates of Employment: 1) Did the candidate report directly to you? If not, what was your working relationship? 2) What were this person’s main responsibilities? 3) a. What are this person’s strengths? b. What are some areas in which this person can improve? 4) How does this person work with others? 5) In what ways does he/she respond to stressful (high pressure) situations? 6) Did he/she ever have a problem with tardiness or absenteeism? 7) What advice would you give his/her future manager in working with, and motivating this person? 8) Would you rehire this person? If not, why? 9) On a scale of 1 to 10 (10 being best), how would you rate this person’s overall performance? 10) Do you have any additional comments that you feel would be helpful? Of course there are variations upon the theme, so you can be resourceful in choosing reference questions to fit your company’s particular needs. Be uniform in composing these questions. Otherwise, it becomes a cumbersome process, and you can risk driving your researcher crazy. There is also the issue of fairness and how it affects the rules governing employment law. So be consistent. Reference verifications can be a great tool for the pre-employment screening process. It can be an effective background check, when you use it wisely.

         
    What the trend in online databases means to the employment screening industry

     

    The most prominent trend in the employment screening industry has been a proliferation of online databases offering cheap background checks. Any one can access the internet and with a quick search be able to purchase, for example, criminal records for a low fee. While that is very appealing to companies looking to trim the budget on background checks, it may in fact be a dangerous trend. What do the companies say that have been running background checks, back when employment screening Ў°industryЎ± was just a concept and not an accepted practice? Tom Lawson, the founder of APSCREEN, the oldest screening firm in the country, says Ў°The necessity of a background check has been established now, and that's why we are seeing such a proliferation of people getting into the business - particularly because the internet makes it an easy field to enter because of the low start-up costs. Ў± Lawson continues, Ў°But back in 1980, when we practically invented the concept of employment screening, companies had to be convinced that there was a good reason to spend money on background checks. We have always been a business that focused on training our specialists to screen applications for completeness, thoroughness and accuracy and provide our customers with individualized service. This trend of online databases is very disturbing to us because the potential for error and liability is very high. Ў± The Dangers of Databases - Caveat Emptor of the Quick Turnaround Databases are only as good as the search logic used to retrieve stored data, and search logic is expensive and only as good as the amount of money the database companies are wiling to invest in it. Unfortunately, the advent of the internet has made starting an online business easy for anyone. As a result, many companies that start an internet Ў°data sellingЎ± business do so because the start-up costs are small which means the databases can only provide llimited information. Even worse, most online database providers lack an intimate working knowledge of how to screen potential applicants. Their focus is on selling units of information for profit. Database companies cannot simply use off-the-shelf software to retrieve publicly compiled repository information. It comes in too many proprietary Ў°operating systems' and while good, expensive search logic helps to delineate between the different languages of the information entered into the database company's archival system, it can NEVER be 100% competent, even if it is a very robust retrieval architecture. By the sheer science of databasing, 100% information retrieval capability is impossible, unless (as demonstrated recently by the IRS and FBI Computer fiascos) the Ў°sourceЎ± data originates from wholly compatible systems. This means that going in you can never expect to have a complete file when you compile data from different systems. This results in Ў°data dropsЎ± in which bytes of information mysteriously disappear, as well as computer viruses which can reside undetected in mainframes for years and indiscriminately wipe out data, which would be undecipherable in a foreign operating environment, such as a third party compiler. A classic example of this occurred on January 17, 1990, when screening client District Cablevision received a now infamous incorrect report of a felony cocaine conviction on one James Russell Wiggins, which was not verified for accuracy or its relationship to the subject Wiggins, and which resulted in a serious elimination of candidacy lawsuit brought against the provider based upon slander. This error dealt a major blow to the reputation of the provider and resulted in the payment of a substantial monetary settlement. (US District Court, District of Columbia; Civil Action 90-199; Wiggins (et al) v. Equifax Services, Inc. (et al).) Database companies outnumber legitimate employment screeners almost 75 to 1 in the industry today. The main problem with such vendors who advertise Ў°nationwide criminal checks, Ў± Ў°statewide criminal checks, Ў± Ў°instantЎ±, or Ў°online, Ў± is the veracity of the data they are selling and the competency of the search used to retrieve the data. Many vendors acquire data from a multitude of sources, not having any idea who compiled the information in the first place. This data is then combined into each vendor's own format, which often does not contain complete information. The common term in the database industry is Ў°data drops, Ў± which in addition to the above meaning also means that not all of the data, such as criminal record information from a court jurisdiction that is put into the database, is available to be extracted, retrieved or researched. This occurs because of the following: 1. The bridge software used to import the jurisdictional data into the database company's memory banks can never be 100% reliable, as long as the compiler is gathering information from Ў°foreignЎ± repositories 2. The computer has to handle many different formats while compiling information into a standardized format so that some of the data simply does not transfer. This is a problem because of the technical department's inability to inform the sales/marketing department properly as to the database's limitations or unwillingness to tell the customer that the product it is selling may be deficient in some areas. As a result, approximately 5 to 8% of the data is lost. That means that there is a 92% to 94% chance (at best) to identify a record on a candidate. Also, data drops are indiscriminate. Rape convictions are dropped as easily as traffic tickets. The second problem with databases is the psychological dependence they engender on those using them. As time progresses, the databases' ease-of-use causes the user to forget just how important it is that the database be accurate and complete, and that the need for thoroughness in screening an employment candidate should never vary, as to ensure consistency in the screening process, thus precluding the successful prosecution of the employer for Title 7 claims. The results of falling into this pattern of laziness can be disastrous as litigation may not be far behind. Crucial Steps in the Employment Screening Process Historically, and until the late 1970s when the personnel department recognized the need to get involved in employment screening, background checks were performed by security departments - typically comprised of highly qualified, and often retired professionals. Today it's up to the HR department to create the mandatory steps needed to develop a thorough employment screening procedure including for starters, a positive candidate identification process. If this isn't the first step in the background check, the results of your searches could be faulty and therefore prove useless. For example, critical identification data needs to be gleaned from credit bureaus and other repositories including unused maiden names, or intentionally omitted information such as date of birth and variations in social security numbers. This is where the difference between true employment screeners and data sellers comes into play. It takes years of experience to be able to differentiate, for example, intentionally omitted information versus an honest mistake. The same holds true for incomplete disclosures such as partial criminal history in which the full story can dramatically change your assessment of the applicant. One such case involved an applicant who disclosed to the company that she was convicted of trespassing. When the criminal check came back, however, it was discovered that while she had indeed told the truth that she was convinced of trespassing, she had also been convicted of trafficking in child pornography and possession of controlled substances - a serious error by omission. Hiring decisions must not be made on partial, incomplete or incorrect data, but on thorough information and a consistent application of thorough scrutiny of all of the information regarding criminal, credit, work and education history, driving attitude, whether or not the candidate has completed the application completely, as well as identity disclosure. A screener must have extensive knowledge about each vendor source to make the appropriate follow-on decisions that develop into a full and comprehensive report. Online databases don't provide highly trained researchers who can spot red flags and other indicators in an application that demand further consideration. You can only get this kind of service from an interactive screener who has years of experience in processing background checks. Another reason online databases can be cause potential liability is because most databases contain information that may not be used in the screening process such as arrest records, or unadjudicated matters, or matters for which an expungement exists at the Court but is not reflected in the database. As previously stated, professional background checks require an experienced researcher who knows what to look for including: verifying a applicant's true identity, obtaining verification of past employment and education, fully investigating the applicant's criminal past (a skill that requires an intense, and multi-level knowledge of court procedures, credit evaluation including legal records such as bankruptcies, tax liens and judgments, driving analysis, as well as a history of being a sex offender or involved in domestic violence or retraining orders for stalking. All of the factors contribute to, but may not necessarily be germane to the job description, at hand, and while exciting, could lead an employer into court, for using the information to deny candidacy, for inapplicability. By now it should be fairly clear that professional background checks are a comprehensive package that far outweigh any bits and pieces of nformation that can be provided by any individual online database. When a person is thinking about hiring someone and they believe that Ў°all I really need to do is run a fingerprint check, they are really missing the point. So much more information is needed to make a careful, informed hiring decision. Besides, only police departments run fingerprint checks, not employers. Liability Risks of Not Performing Background Checks In today's hiring environment employers face ever increasing potential for liability from the workplace when they choose not to do background checks on their news hires. Those liabilities include: Ў¤ Premises liability for not safeguarding customers from employees who steal, lie, cheat or injure Ў¤ Negligent hiring liability in the event of violence or fiduciary malfeasance, for not providing other employees a safe place to work Ў¤ Termination or investigation of the individual who hired an applicant who later steals from the company or exposes the company to the above-mentioned liabilities. Ў¤ Litigation under officer/director liability theories because of incompetent or inept hiring practices involving the company and/or person who hired the employee To prevent this type of litigation, a company must have established a refined HR policy that includes a professional employment screening component. You must become knowledgeable about employment laws which a good background screener can help you with. For example, did you know that it is illegal to make a decision to not hire someone based on an arrest record alone? Usually, the only time it is legal for a third-party provider to release arrest information is in the case of daycare providers and nuclear facility workers. An employer, generally is not allowed to ask about arrests and cannot use this information to deny employment Critical Tips For Choosing an Employment Screener So what should you be looking for in an employment screening company? First of all, look for longevity. The longer a company has been providing background checks, the more experienced it is, and as a result, the knowledge, they will have in recognizing the signs of a Ў°suspectЎ± applicant. This is a field where screeners need not only be highly trained, but have extensive experience. Ask for references and then call them. You want a company with an extensive and positive track record of providing factual information so you can make an informed hiring decision. Look for the company's professional memberships in organizations such as ASIS, SHRM, PIHRA, NPRRA, NAPBS, as well as others. This indicates a combined knowledge of the screening and security industries. Do you as the hiring company; have a complete knowledge of employment law? If not, you need your screening company to know the laws involving background checks. If is extremely beneficial if you hire a company that has an acute knowledge of Ў°negligent hiringЎ± practices, much in the way that an Expert Witness would know. The company should have an intimate, thorough and long-term knowledge of the Fair and Accurate Credit Transactions Act (FACTA), and the Fair Credit Reporting Act (FCRA), as well as Sarbanes-Oxley, the Gramm-Leach-Bliley Act, and the myriad local statutes that may or may not apply to the employment process. They should also have the ability to testify for you in a court of law if need be; or even better, keep you out of court in the first place! Does your prospective screener have knowledge and understanding of current HR management systems? How about corporate due diligence programs or factual employment screening programs that train people to find fraudulent applications and false identities? Are you beginning to see how there is so much more to background checks than first meets the eye? In short, can your vendor help keep you from unwanted litigation? Unless you or someone in your company is an expert in employment law, you are putting your company at significant risk by using an online database provider. If you are using any of the multitudes of online databases, it's not likely you are protected. Not only do these online companies increase your risk of exposure, they may even add to it. For example, let's say you are currently using an employment screener that does not require you to provide a signed release for each applicant. Sounds relatively harmless, doesn't it? The truth is what these companies have done is had you waive liability to them when you signed up for an account so they can avoid the time and effort it takes involved in this critical step. Their focus in on increasing their sales; which isn't necessarily in your company's best interest. In the case of a credit bureau audit, your company is now responsible for producing an original signed application and therefore also liable if you don't have one on file. A good employment screener is not only a long-term certified credit bureau, they also provide signatures for these audits on a regular basis and you should never even know when theses audits occur. A typical lawsuit of this nature could cost your company six figures. There is no upside for a company purchasing background checks to take this kind of risk. What type of criminal conviction research, hand-researched or online databases, does the company provide? Most companies do not realize that there is absolutely NO single source of information available regarding criminal convictions. It doesn't exist - anywhere. Do they verify these discoveries against subject identifiers and if so, how? Does your online provider claim to have worker's compensation claim records? Any information provided regarding worker's compensation claims potentially provides a false sense of security for the user. The truth is the only records available for worker's compensation are appeals, not claims, and much of the available files are sealed because they are not as yet adjudicated. This means the file competency rate for this type of data is about 40% - not good enough. Does the employment screener have international research capability? If not, how will they screen people you might want to hire from overseas? Without the kinds of connections and a network of relationships developed over long periods of time, this information would be almost impossible to get. Has the company you want to hire ever been involved in a litigation themselves for improper screening processes? Can they provide you with at least three long-term references? Do they have professional liability insurance including errors and omissions? Are they FACTA, FCRA; CCRRA, and G-L-B compliant? And of course you need to know the practical things such as cost, turnaround time and reporting method. Many competent employment screeners are listed in publications such as the Security Industry Buyers Guide as well as industry publications such as those connected with the Society of Human Resource Management (SHRM) and the American Society for Industrial Security (ASIS). What is needed now in this industry is a standardization of compliance for employment screeners and someone to step up and create an industry co-operative that can police it.

         
    What to do before handing out survey forms

     

    It doesn't matter if you have hundred of thousands of employees, or just three, employee surveys are still necessary to ensure a smooth running organization. However, conducting surveys is more than just handing out forms and getting your employees to answer. To ensure the accuracy of survey data, you, as an employer must observe proper guidelines. First, be clear about the goals of the employee surveys. Are the surveys to be utilized as gauges for salary increase or for amendments of company policies? It is also important to explain these objectives to the employees. It is advisable to discuss with them the rationale behind the need for a survey and why is it necessary. Another important aspect to discuss is how they will be informed of survey results. These people would want to see results. Second, contact an impartial third-party organization to facilitate and conduct the survey. This will assure employees that their answers and results will not be tampered with to the advantage of the management. Third, be clear about the time constraints. Conduct the survey within a specific time frame so that the process would be more efficient and the results would be achieved as quickly as possible. Fourth, emphasize the value of survey response. Aim for a hundred percent response rate to ensure that all employees have had their say. This will pave the way for a democratic compromise between you as the employer, and the employees. Let your employees in on discussions about these matters and you can be almost be assured of optimum survey results. However, employee surveys are much more effective if there is a guarantee from the management. Guarantee your employees that your actions and the changes in the company will be based on the survey results. Inform them how you intend to act on these results. It is a good idea to suggest that the final move regarding the survey results would be based upon employer-employee compromise. Provide the means to conduct the survey. It is important that the means you choose should be based on the skills of your employees. An online survey program can process data faster but if most of your employees don't know how to use computers or aren't comfortable using one, a paper questionnaire survey is your best bet. In any survey, it is important to assure your subjects that their anonymity will be protected. Confidentiality of personal information is important to encourage employees to be honest in answering surveys. Lastly, remind your employees that the employee surveys are done for the protection of their rights within the company. It is a good idea to remind them during the course of data collection about survey goals. Publish survey results to encourage your employees to participate in discussions of company plans.

         
    What to expect in a flight attendant job interview

     

    "Hi! I've just been invited to attend an 'informational session' at XYZ Airlines that's being held next Saturday. I sent them my resume a couple of weeks ago. Is this an interview? Is there anything I should know?" Yes, Virginia, airlines are hiring flight attendants again - and the so-called 'informational session' is often the first step in the flight attendant job interview process. Start off by congratulating yourself - obviously, your resume and cover letter did their job, and now the company wants to meet you in person. That's the good news. The bad news is that they probably also liked a few dozen other people's resumes enough to also invite them to this cozy little tea party. Much like acting, where there are dozens of people who want that one job, those who fill positions for flight attendants at major airlines have their interview process down to an art. If you've been invited in for a flight attendant job interview, here are some things that you should know. The "cattle call" The first stage of the interview process is often called a 'cattle call', after the same practice in the acting profession. The airline will invite as many as several hundred applicants to a conference center or hotel where you'll get to fill out an application, then stand up and introduce yourself. You'll have two to three minutes to wow the interviewers with your personal statement, and if you do, you may get an invitation to a personal or small group interview later in the day. This kind of flight attendant job interview is great for the airline, especially if they're hiring a lot of people in a short time - for instance, when they're opening a new base in a new city. It's far less expensive for them to rent conference centers in several cities and weed through several hundred people in a day than it would be for them to fly everyone to the home base for personal interviews. Unfortunately, it's not so great for you - you need to make a good impression in a very short time. Basically, it's a 'stress interview' - you may be asked, “Tell me a little about yourself,” or be hit with a tougher interview question. Your best strategy for this kind of flight attendant job interview is to practice responding spontaneously to many different questions. They're looking for unruffled poise - and that comes with practice. Small group interviews If you wow them in the cattle call, or if your resume is really impressive, you'll move on to the second round of interviews, usually a small group flight attendant job interview. You'll be seated in a room with 8-10 other applicants while the interviewer asks questions of the group at large. It'll be up to the applicants to answer in their own order - and how you answer questions will be as important as what you say in response to the questions. The recruiters will be watching you as much for your demeanor as for your knowledge - remember, they'll be training you after they hire you, so knowing the job isn't the most important thing here. The best strategy is answer first on some questions, last on some questions and somewhere in the middle on most questions. When you answer, be polite and pleasant, never ever belittle another person or their answer, and answer briefly and concisely. The types of questions you might be asked will range from 'How do you handle a conflict in this situation?' to 'What's the most important thing to remember on an international flight?' The interviewers are looking for people who are poised, confident and sensitive to other people. Remember, their job in a flight attendant job interview is to find people who will represent the company and make them look good to the customers. As a flight attendant, you are the person that people will associate with the airline. Make sure you project a confident, competent attitude. One-on-one interviews So you made it to a one-on-one interview. That's quite an accomplishment in itself. At this point, the advice isn't much different than it is in interviewing for any other job. Listen to the questions asked; respond to them briefly and concisely. Take the time to draw out your interviewer a little - knowing whether she or he was a flight attendant, and what his or her experience is in the industry can help you frame your answers effectively. Most importantly, remember that the airlines hire as much for attitude and image as they do for skills - as noted before, they'll train you in the knowledge that you need. Instead, you should be working to present an outgoing, resourceful and friendly personality - just the kind of person you'd want in the aisles on your flight home.

         
    What to look for in cooking schools

     

    As they say, the greatest way to a man’s heart is through his stomach. Is it any wonder why most women painstakingly toil and learn the art of cooking? Hence, most people who know how to cook would normally teach the others who do not know. They started having some sessions with every dish being taught every time the supposed to be teacher to his or her supposed to be student. As the time went by, this kind of teaching the others how to cook had been an invigorating activity. And so, gradually cooking schools were built, maybe with those who first taught cooking. I. Culinary Schools - A Brief Rundown Since its inception and practice, cooking schools had continuously provided their students, first, with the basics of cooking. Thereafter, they advanced to the next level until their students had the confidence to progress their learning on their own. The first sessions of classes in cooking schools before are not as organized as it is today. Nevertheless, the growth of the cooking schools can be traced back to the very first informal session they had before. Since then, cooking schools gradually develop into a more organized way of teaching somebody how to cook. II. Choices The problem is too many cooking schools. As a potential student, of course you will want to attend the very best learning institution that you can. 1. Is it accredited? In most instances, it always takes a certificate in order to prove one's worth to an employer. In this case, a good cooking school should be accredited, and not just by so-and-so company but a valid accrediting agency. From its accreditation, you can now tell its length of service in the business. So those who have been in the business for at least 6 years are good enough, right? 2. Do you need a job right away after your training? If so, then it’s best to choose cooking schools that can give you career advancement right after your training. Good cooking schools require their students to have on-the-job-training within restaurants and hotels. In turn, it will be good exposure for you especially if you want to work for them in the future. 3. Are you particular with the student-teacher ratio? If so, then choose a cooking school that offers at least a maximum of 15 students per instructor. This is to facilitate ease of teaching and improve better comprehension among the students. A smaller class size is better especially if the session includes mostly of a one-on-one approach. 4. Do you have a tight budget? Normally, good cooking schools cost a lot more than the typical cooking schools. So, if you are really determined to start your cooking lessons, it’s a must that you have the budget for it. Otherwise, you might just end up with a cheap one but cannot give you the right techniques as far as cooking is concerned. 5. You need a good instructor for a good cooking school, right? That is, if you really want to know how to cook effectively and professionally. So, it’s best that you check on the background of the instructors in the cooking school that you chose to enrol with. Find some helpful information if they are good enough teach you the art of cooking. 6. Proximity Can you endure a long ride going to the cooking school? If not, then it’s best that you choose a good cooking school that is located within your locality. This will give you a shorter time for commuting. 7. Is it private or a public? If you go for public cooking schools, you might save a hefty amount of money because they are cost cheaper than the private ones. But then again, the quality of the school facilities and instruction may suffer because the government may not have allotted a budget for the school.

         
    What you should know about going on a job interview

     

    Job interviews are typically the last stage in the hiring process, used to evaluate the best candidates. Interviews are usually preceded by the evaluation of supplied rйsumйs, selecting a small number of candidates who seem to be the most desirable (shortlisting). A company seeking to fill a single position will typically interview a handful of candidates - perhaps as many as ten if the level of application has been high. While job interviews are considered to be one of the most useful tools for evaluating potential employees, they also demand significant resources from the employer and have been demonstrated to be notoriously unreliable in identifying the optimal person for the job. Multiple rounds of job interviews may be used where there are many candidates or the job is particularly challenging or desirable; earlier rounds may involve fewer staff from the employers and will typically be much shorter and less in-depth. A common intitial interview form is the phone interview, a job interview conducted over the telephone. This is especially common when the candidates do not live near the employer and has the advantage of keeping costs low for both sides. Once all candidates have had job interviews, the employer typically selects the most desirable candidate and begins the negotiation of a job offer. A typical job interview has a single candidate meeting with between one and three persons representing the employer; the potential supervisor of the employee is usually involved in the interview process. A larger interview panel will often have a specialized human resources worker. The meeting can be as short as 15 minutes; job interviews usually last less than two hours. The bulk of the job interview will be the interviewers asking the candidate questions about their history, personality, work style and other relevant factors to the job. The candidate will usually be given a chance to ask any questions at the end of the interview. The primary purpose is to assess the candidate's suitability for the job, although the candidate will also be assessing the corporate culture and demands of the job on offer. Lower paid and lower skilled positions tend to have much simpler job interviews than more prestigious positions; a lawyer's job interview will be much more demanding than that of a retail cashier. Most job interviews are formal; the larger the firm, the more formal and structured the interview will tend to be. Candidates generally dress slightly better than they will be expected to wear to work, with a suit being appropriate for a white-collar job interview, but jeans being appropriate for an interview as a plumber. Additionally, some professions have specific types of job interviews; for performing artists, this is an audition where the emphasis is placed on the performance ability of the candidate. Psychometric testing may also be used in job interviews. In many countries including most of North America, Western Europe and Australasia, employment equity laws forbid discrimination based on a number of classes, such as race, gender, age, and marital status. Asking questions about these protected areas in a job interview is generally considered discriminatory, and constitutes an illegal hiring practice. Asking questions that touch on these areas, such as "Are you willing to travel/relocate?" (possibly affected by marital status) or "When did you graduate from school?" (indicative of age) is still usually possible. There is extant data which puts in question the value of Job Interviews as a tool for selecting employees. Where the aim of a job interview is ostensibily to choose a candidate who will perform well in the job role, other methods of selection provide greater predictive power and often lower costs. Furthermore, given the unstructured approach of most interviews they often have almost no useful predictive power of employee success.

         
    What you should know about how to write that cover letter. improve your chances of getting the interview

     

    Nearly all job seekers are well aware of the importance of a resume when applying for a professional opinion, but few realize the vital role that an accompanying cover letter plays in the selection process. In fact, your cover letter is just as important to your job search as is your resume. Consider this: recruiters and managers often receive dozens, if not hundreds, of applicants for every one available position. With so many applicants to review, interviewers do not have much time to determine if you are qualified for the job. In fact, a recruiter typically spends between one and two minutes quickly glancing over a resume, hardly enough to thoroughly investigate if your skills set and experience is a good match for the position. This is why a cover letter is such a critical tool to the job seeking process. The purpose of a cover letter is to clearly express your interest in and qualifications for a position to a prospective employer. So while the resume is a generic advertisement, your cover letter tailors your application to each specific job. By condensing your resume into key points and drawing the recruiter’s attention to the most relevant areas of your experience, you are assisting the recruiter in matching up your qualifications to that of the open position. And by taking the guesswork out of your resume, you greatly increase your chances of getting a call for an interview. A cover letter has to “sell” your qualifications to a complete stranger and convince them that you are worthy of an in-person meeting. Therefore, as you can imagine, it is not an easy document to write. There are several guidelines, though, that should assist you in the cover letter development process. Typically a cover letter is less than one page in length and has four main sections: the introduction, a highlight of your qualifications, a summary of why you are interested in the position, and a concluding follow-up. Before you start listing a litany of skills, though, it’s important to do some research on the company and the position for which you are applying to give you a better understanding of the company’s products or services, history, values, and target customer market. This will help give you a better idea of what recruiters are likely to be seeking in a candidate, and allow you to tailor your cover letter to specifically address those areas. Part 1 - The Introduction: Your cover letter should be addressed to the hiring manager, whenever possible. Specifically mention the position(s) that you are seeking Let the recruiter know how you heard about the position. If you saw the position advertised or were referred by someone, be sure to include this information. Grab the reader’s attention and stimulate their interest in you right away!! Part 2 – Summary of your Qualifications: Highlight your strongest qualifications for the position you are seeking. Be sure to limit your qualifications to only those that are the most relevant to the position. Show, rather than simply tell, the manager your qualifications by including specific, credible examples from your experience. Quantify these qualifications whenever possible by focusing on pertinent figures, projects, awards, and equipment/software/tools you've used that are relevant to the job you want. For example, rather than highlighting your “excellent customer service skills” indicates that you “achieved a 98% customer satisfaction rating” or “increased department sales by 25% in the first quarter”. Part 3 – Why you are Interested in the Position: Let the recruiter know why you want to work at their company. What is it about the company that appeals to you? Why does this particular position appeal to you? Indicate why you are a good fit for the company. How will be an asset to the team? Part 4 – Conclusion and Follow-up: Refer employers to your enclosed resume so that they can review your qualifications in further detail. Request a personal interview or meeting with the hiring manager. Indicate how the recruiter should contact you. Be sure to provide a working phone number or e-mail address. Set a time to follow up. For example indicate that you “will call to follow up on Monday afternoon”. Thank the reader for his or her time. One final note: your cover letter is the first impression that recruiters will get of you. A strong focused cover letter can convey a powerful, positive first impression. A weak non-focused letter, though, can kill any interest a recruiter may have in your qualifications, regardless of how strong of a fit you may be for the position. Be sure that you proofread carefully for grammatical and typographical errors before sending any correspondence.

         
    Whatever you do don t quit your job

     

    The world today is based on work. You work for someone else. You work for yourself. You own your own business and you work at that. You own someone else's business, and they work for you. You're a mover and a shaker, and people everywhere work because of you and your influence. Work work work work work! Do you like to work? Do you enjoy commuting every single day, wasting hours and hours of your life behind the wheel? Do you love your boss? Do your co-workers inspire you to become a better person? Can you even IMAGINE your life without that job to hold you together? Well, luckily, you don't have to! Utilize all of the following concepts as a reminder that no matter what, whatever happens, NEVER EVER QUIT YOUR JOB! College - Go through 4 years of high school wanting to do nothing but get drunk, do drugs, and have sex. Be denied all of that by your entire society. Now pay $20,000 to $40,000 per year, move into a dormitory unsupervised where you can indulge in as much sex, drugs, and booze as you want to, and then be expected to focus on your career goals. This makes sense, right? Job Hunting - This one is simple. You can't get a decent job because you don't have any experience. You can't get any experience because you don't have a decent job. Repeat. Payroll - You make plenty of money, right? In fact, you wish you could give some BACK to your employer every week. After all, they have been generous enough to give you a job, the least you could do is add some of your own pitiful salary to their already fat bank accounts. Management - Your boss could not possibly be any smarter or more in touch with you and your fellow coworkers. In fact, it's a miracle that your boss is only a manager, and doesn't actually own the whole company. He or she is, in fact, your very Guiding Light. Don't do anything to jeopardize that valuable resource! Day Shift - Here's a question: Whose bright idea was it for almost every person in America to go to work at exactly the same time, to go to lunch at exactly the same time, and to leave at the end of the day at exactly the same time? Your life would NOT be easier if you were allowed to telecommute, set your own hours, or perhaps think of your own resourceful way to get your job done every day. Stick with day shift, and pass the road rage, please. Co-workers - Now here is a lovely idea. Take a whole bunch of people who have absolutely nothing in common except their need for a very small paycheck, force them into situations that they hate, and ask them to get along, smile, and be team players. Don't forget to give a wink and a nod to Greaser Bob at the office who may actually not even own a shower, or to Perfume Pam who thinks that personal aroma products are to be doled out in serving sizes, not in spritzes. Benefits - Thank the Maker that you can work between 50 and 80 hours each week for the privilege of paying hundreds of dollars of the money that you make working 50 to 80 hours each week for a benefits package that doesn't cover squat in case you end up in the hospital and have to stay for 50 to 80 hours each week. Was that a run-on sentence? Pension Plan - Here is another gem of today's society. Work for the same company for the 40 years needed to retire in order to earn a pension plan that gives you a small weekly percentage of the money that wasn't enough for you to live off of in the first place. In conclusion, it seems that we have clearly demonstrated that getting and holding on to a corporate position is DEFINITELY something that you want to to do. However, if you think that any or all of the above rings very true and you just want OUT, then by all means, take the leap. The ridiculous scenario illustrated above will still be there later if you decide to go back to it!

         
    When the job search is over be sure to say thanks

     

    Using a job acceptance letter when offered a position shows true professionalism. It is a way of saying “thank you” to the person who hired you, and giving them assurance that they made the right decision. You have presented yourself to them as a professional with your resume, cover letter, reference sheet, salary history, letters of recommendation, follow up note, and any other personal marketing materials you’ve used while job hunting. You went out of your way to make sure that the interview went well, and probably did your homework on the company before going in for that first interview. Now using a job acceptance letter will be a capstone on all your work, and perfect the positive professional image you’ve tried to convey throughout the job search and hiring process. Of course, if you’ve never written one before you may have questions as to what it should contain and how it should look. Here are the basics: it should be on the same paper your resume and cover letter were on, preferably a light gray or ivory linen, laid, or parchment paper or one of the new sandstone papers. It should have a letterhead that matches the other personal marketing materials you’ve used. It should be personally addressed to the decision maker who hired you. The job acceptance letter should also be placed in either a matching business sized envelope, or a large white envelope to avoid folding, and should be personally addressed. If your own handwriting isn’t very legible, print the address, or have a friend with great handwriting address it for you. It should also be short. Show that you respect the hiring manager’s time by being direct, while still polite. You can say everything you need to say in two or three paragraphs which are quick to read. When writing the job acceptance letter be straightforward and professional. Let the hiring manager know that you are looking forward to being a part of the team at your new company. Let him or her know that you appreciate the opportunity and will do your best. Let the decision maker know that you are aware of any special conditions of the job offer, and will adhere to them. That will avoid any misunderstandings down the road. Also make sure that the job acceptance letter states that you understand the starting date of your employment with this new organization, and assure the hiring manager that you will be there on the specified date, and time, ready to get busy. Sign it using blue ink in your pen so that they know it is not a photo copy, and hand deliver it to the decision maker’s administrative assistance. In this manner you will show yourself to be a true professional, and someone they will want to work with in the future.

         
    When the recruiter calls

     

    Recruiting, retained or contingency, involves (or should, anyway) directly approaching individuals who, based on their title or position, might well have the experience to handle the job description and position for which the client is seeking someone. The individuals who are approached, of course, are usually currently employed at one of the client's competitors. If that individual is you, what would you do? What would you do when a recruiter calls and briefly outlines an opportunity with an unnamed company? Obviously if you're unhappy where you are and the opportunity sounds interesting, you're going to bite. But I'm not talking about that scenario. I'm talking about the response when you ARE happy where you are. Because there's a smart way to respond and a not-so-smart way to respond. And either choice impacts your career far more than you'd think it does! So there you are, sitting at your desk working on an important project, when the phone rings. And you pick it up. It's a recruiter, who introduces himself, his firm, and asks if you have a minute. What do you say? "Thanks for calling, but I'm happy where I am." And hang up the phone? WRONG ANSWER!!!! Why? Because you just cut yourself off from knowing what's moving and shaking in your industry, which means you just cut yourself off from hearing about unadvertised opportunities that could potentially leverage your career. You've just made the decision to limit your options. And if you don't have access to information, you can't make an informed decision, can you? What should you do instead? No matter how happy you are with your current company, listen to what the recruiter has to say. You have a far better chance of leveraging your career when a recruiter calls you rather than when (and if) you contact a recruiter. There are people who are truly happy with their current position and not interested in currently making a change, regardless of the opportunity presented to them at that moment. But you listen anyway, not to change, but to develop a relationship and keep yourself informed and in control for you when you do need to change. A friend of mine went with a company that had statewide offices. She began in their corporate office right out of college. Over the years, she obtained her MBA and continued to rise through the ranks. For TWENTY-FIVE years she was with this company.....until she was laid off a few months ago. She hadn't seen it coming. And she freaked out. If YOU aren't in control of your career, then your company IS. Corporate restructuring, layoffs and downsizing are taking place with alarming frequency as companies tighten their belts and look hard at who is contributing and who isn't. Sometimes it isn't even a matter of contribution. In those plushy carpeted, window offices, the top executives and board members comfortably decide whose heads will roll and for what reason. Sometimes it's simply eliminating an entire department - and it has nothing to do with YOU, individually, at all. For instance, it's not uncommon for a new manager or president to come in and bring his own people with him. But it can happen that quickly, and it can happen to you. Will you have a network to fall back on if it does? Will you have relationships developed with recruiters that you can tap into on a moment's notice? Develop it before you need it. The time to take control of your career is exactly when you think it isn't necessary: when you are happy and successful where you are.

         
    When your career becomes very stressful

     

    What do you do when the career you have chosen stresses you out? When this happens, it is easy to get depressed since your career is very important. As a result, here are some suggestions on how to deal with your career anxieties. Determine why your career makes you stressed out. Maybe its some aspect of your career that makes you anxious or maybe you need a new job. Do some soul searching and determine the main causes of your career anxieties. Once you know why you are stressed, then develop a plan of action. Maybe it is not your career that is stressful, but instead your job that is the problem. If it is your job that makes you anxious then try to find ways to improve the situation. If this doesn’t work then change jobs. Sometimes it may be the career itself that is the problem. Do not be afraid to change careers if you have to. People nowadays change careers for various reasons. Many adults go back to school to get the necessary training for their new career. The important thing is to determine which career best suits you. Remember you have options. There are all kinds of jobs and careers out there so do not feel that your back is in the corner. If you do not know what to do, then take a career skills assessment test which will determine what kind of job or career best suits your particular interests and skill sets. There are many career coaches that can give you additional advice. Your local college has career counselors that can give you much assistance and provide you with information on a variety of careers. It is important to find a job or career that makes you feel good about yourself. Do not just take a job because the money is good or because it will impress your friends. You’re the one who has to go to work everyday, so find something that you like to do and also will pay the bills. It will take some work, but eventually you will find something.

         
     
         
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