first_img By Ashley Davenport – Apr 20, 2020 Facebook Twitter Corn and soybean planting are underway in Indiana. Dry weather allowed some field work to be done, but cold temperatures held off growers.Temperatures averaged 40.6 degrees, 12 degrees below normal. There were 3.7 days suitable for field work.According to the USDA’s weekly crop progress report, 4 percent of Indiana’s corn has been planted. Last week, only 1 percent of the state’s corn was planted. It is 1 point ahead of the five-year average.There are 2 percent of soybeans planted. Facebook Twitter Previous articleIndiana Pork Makes Donation to Indy’s Wheeler Mission ShelterNext articlePlanting Set to Begin in Earnest Ashley Davenport SHARE Cold Temperatures Stall Planting in Indiana Home Indiana Agriculture News Cold Temperatures Stall Planting in Indiana SHARElast_img read more

first_imgRobbie Vaglio Two students joined harassment and discrimination lawsuit against TCU Twitter ReddIt Twitter printNo. 3 Baseball walks off over UC Irvine, 4-3Less than 24 hours removed from a thrilling victory over UT-Arlington, No. 3 TCU earned a victory in walk-off fashion over the UC Irvine Anteaters Friday night.“I’m proud of the way we competed over the last two innings,” head coach Jim Schlossnagle said. “We had a lot of at-bats and the competitiveness has to be better. All in all, we’ll take it but we certainly need to get better in a lot of ways.”Jared Janczak started the night on the mound for the Horned Frogs and surrendered a lead-off walk to the Anteaters’ Jake Palmer to begin the contest. Humphrey’s caught Palmer stealing and Janczak recovered with two consecutive strikeouts to keep the game scoreless.The Horned Frogs took the lead in the second inning.Josh Watson started it off with his speed by beating out a hard ground ball to the third baseman. Zach Humphreys was hit by a pitch and A.J. Balta singled into center field to load the bases. TCU broke the scoreless tie with a five-pitch bases-loaded walk to Michael Landestoy but were unable to add any additional runs as UC Irvine’s Andre Pallante responded with three consecutive strikeouts.The Anteaters needed little time to take the lead in the third inning. Janczak surrendered two walks in the inning and UC Irvine cracked the scoreboard with a single into left field by Brendan Brooks. Adrian Damla scored from second base.The Horned Frogs lost the lead in the next at-bat with an error from third baseman Conner Shepherd. Shepherd dropped a pop-up off the bat of Konnor Zickefoose. Palmer scored from second base.Despite trailing, Janczak kept the Horned Frogs within striking distance all night, including a shut-down six-pitch sixth inning. Janczak finished the night with six strikeouts, three walks and 92 total pitches in six innings of action. He recorded his 200th career strikeout Friday night. #GoFrogs pic.twitter.com/2a8vgrN8IK— TCU Baseball (@TCU_Baseball) March 3, 2018“I wanted to get back to what I do,” Janczak said. “I wanted to pitch to the bottom of the zone and let them hit it. That six-pitch inning helped me a lot and really got me back on pace.”The Horned Frogs finally tied the ballgame off a two-out fielding error by Ryan Fitzpatrick. A simple ground ball to second baseman Cole Kreuter was missed by Fitzpatrick and Wanhanen scored from second base, who originally reached base when he hit into a fielder’s choice that stranded Boulware at second.Nick Anderson singled to left field and Jacob Castro reached first base safely on a fielding error by Luken Baker to put runners on first and third with zero outs. Janczak was pulled following Castro’s hit and sophomore Cal Coughlin entered the game from the bullpen in relief and immediately allowed a run.Anderson scored from third on a single from Fitzpatrick to and allowed UC Irvine to regain the lead at 3-2. Coughlin finished the inning strong, limiting the damage to one run and stranding two runners on base. He retired all three Anteaters in the eighth inning.“I thought Jared did a good job and Cal got some big outs to keep it to one run,” Schlossnagle said.Sophomore Jake Eissler replaced Coughlin in the ninth inning and retired all three batters to give the Horned Frogs life entering the bottom of the ninth.“Jake’s really made a lot of improvements since last year and he’s fulfilling a big role on this team,” Schlossnagle said. “It’s nice to have a guy out there who you know is going to throw strikes.”TCU vs UC Irvine baseball at Lupton Stadium at TCU in Fort Worth, Texas on March 02, 2018. (Photo by/Sharon Ellman)Wanhanen started the ninth inning rally with a single up the middle. Baker sent a moonball down to the outfield wall and put runners on second and third. The Anteaters intentionally walked Watson, loading the bases. Humphreys worked an eight-pitch walk next, tying the game.Balta fouled out to right field and pinch runner Colton Parrish tagged up and scored to cap off the stong ninth-inning comeback.Walk it off, Balta! #GoFrogs pic.twitter.com/wY50jrKPMM— TCU Baseball (@TCU_Baseball) March 3, 2018“It felt amazing,” Balta said. “This was really a great team win where we all came together and definitely had a lot of opportunities to not make the game so close but I’m glad we came out on top.”Tonight’s victory marks TCU’s second victory in eight games this season when trailing after eight. This is the first time since 2016 that TCU has tallied wins while trailing after eight innings.Saturday’s five-run third inning extends TCU’s winning streak to fiveNo. 3 TCU secured a lead in the third inning after scoring five runs Saturday afternoon against UC Irvine and ended with a 6-2 victory. Three Horned Frogs registered multi-hit games.Sophomore left-handed pitcher Nick Lodolo (3-0) was dominant in the six innings he played. He struck out a career-high of 10 batters.“At the beginning of the game I wasn’t jumping ahead on hitters so I think that was my motivation going into the fifth and sixth to keep attacking guys jumping ahead and get them swinging, ” said Lodolo.He allowed one earned run on seven hits and walked two. First-year James Notary came on to the mound for the seventh inning for a shutout and was followed by Cal Coughlin in the eighth and Durbin Feltman in the ninth.On offense, the teams headed into the third inning scoreless until UC Irvine took the lead with a lead-off single on a groundout off the bat of first-year catcher Jacob Castro.TCU answered in the bottom of the third and took advantage off of two Anteater errors. Junior infielder Danny Crews opened the inning with his first career hit, a double down the left field line, and hustled safely to second base. Two batters later the bases were loaded with Crews, first-year second baseman Coby Boulware, and first-year catcher Colton Parrish. Luken Baker gave the Horned Frogs a 2-1 lead with a hit to centerfield. RBIs from Josh Watson, Michael Landestoy and A.J. Balta extended the lead to four, 5-1.The Frogs added a two-out run in the fifth. Watson started the two-out rally with a base hit. The designated hitter, Landestoy, followed with an infield single putting him safe at first base and Watson at second. Balta picked up his second RBI of the game with a base hit to left center which gave Watson the opportunity to bring a run to home plate. “We pitched and played pretty good defense,” Schlossnagle said. “I think we pitched well out of the bullpen. Cal Coughlin got us a big double-play ball there to slow down that rally.”The victory in Saturday’s game against Irvine gives TCU a season record of 7-2.Frogs unable to earn sweep, fall 15-2 in ‘horrible defeat’The Horned Frogs were unable to earn the sweep Sunday afternoon and fell to UC Irvine 15-2.“Nothing went well for us and we played as poorly as you could play,” Schlossnagle said. “We played horribly in every single phase of the game. This is one we need to forget about soon and get back at it Tuesday night.”First-year Russell Smith earned the second start of his young career Sunday afternoon. His first start came Thursday in a win over UT-Arlington. Irvine broke the scoreless tie in the top of the second inning. Kreuter rocketed a double down the left field line and two sacrifice groundouts from Castro and Coss advanced Kreuter across home plate.The Anteaters doubled their lead in the fourth inning off a single into right field. Fitzpatrick doubled down the left field line and Fitzpatrick scored off a Castro RBI. Two batters later, Irvine added another run when Koss singled into center field. Kreuter scored from second on Koss’ RBI single.Smith walked the next batter he faced, ending his afternoon. Smith finished the afternoon with 3.2 innings pitched with five hits allowed, three earned runs and two walks. Smith recorded his first career strikeout in the third inning and finished the afternoon with two Ks.“We really did not play well tonight,” Schlossnagle said. “Our starting pitching was not good.”Sophomore Trey Morris replaced Smith and he walked the first batter he faced. A routine ground ball by Brooks to Crews at third base appeared to have the Frogs out of the inning but a throwing error by Crews got past Baker at first base, scoring two runs and extending the deficit to 6-0.Morris was replaced by Austin Boyles immediately following the error. Boyles’ first pitch is rocketed into left field and scored Brooks and Palmer from second and third to extend Irvine’s lead to 8-0.Russell Smith delivers a pitch to home plate. Photo taken by Cristian ArguetaSoto.The Anteaters exploded in the sixth inning and extended their lead to 14 runs. To add more salt to the wound, Kreuter, the next batter Boyles faced, ripped a fastball up in the zone over the left field wall for a grand slam.First-year Caleb Sloan replaced Boyles following the grand slam and forced two outs on five pitches to get the Frogs out of the inning.Boyles finished the game with one strikeout, two walks and six runs allowed in 1.2 innings pitched.TCU’s best chance to cut into the lead came in the seventh inning as Balta doubled into center field. Landestoy hit a ground out to advance Balta to third but Oviedo hit a pop-up to strand Balta 90 feet from home plate.Irvine added another run in the eighth inning. The Anteaters then would load the bases and result in Sloan being pulled for first-year Augie Mihlbauer. He stranded all three runners on base and limited the damage to one.It took until the bottom of the ninth but the Horned Frogs finally had a runner cross home plate. Boulware, who reached base on a leadoff walk, scored from first on a Watson double to left field. A sacrifice fly from Balta scored Watson from third base who reached third on a wild pitch.This game was TCU’s fourth game in four days but Schlossnagle said that should not have been an issue.“We have to play four games in four days in the conference tournament and potentially in a regional, if we’re lucky enough to make one,” Schlossnagle said. “We just have to get better.” TCU rowing program strengthens after facing COVID-19 setbacks Robbie Vagliohttps://www.tcu360.com/author/robbie-vaglio/ I am the executive editor of TCU 360 from Raleigh, North Carolina. If you walk by my desk in the newsroom you’ll immediately know I’m Post Malone’s biggest fan. I’m always looking for a good story to tell! If you have any story ideas, feel free to reach out! Go Panthers! Linkedin Photo by Cristian ArguetaSoto Robbie Vagliohttps://www.tcu360.com/author/robbie-vaglio/ ReddIt TAGSJim Schlossnagle Linkedin Another series win lands TCU Baseball in the top 5, earns Sikes conference award TCU wants ex-professor’s discrimination suit dismissed Robbie Vagliohttps://www.tcu360.com/author/robbie-vaglio/ + posts Previous articleBrodziansky, Williams earn All-Big 12 Honors for consecutive seasonsNext articlePatterson ‘hurt’ by Listenbee lawsuit, looks forward to telling his side of the story Robbie Vaglio RELATED ARTICLESMORE FROM AUTHOR Snow temporarily stepping down as honors dean What to watch during quarantine Robbie Vagliohttps://www.tcu360.com/author/robbie-vaglio/ Facebook Facebook TCU baseball finds their biggest fan just by saying hellolast_img read more

first_img Loganair’s new Derry – Liverpool air service takes off from CODA Arranmore progress and potential flagged as population grows Facebook Pinterest Google+ Twitter WhatsApp RELATED ARTICLESMORE FROM AUTHOR By News Highland – May 5, 2018 Google+ WhatsApp Facebookcenter_img Four men and one woman sentenced following major drugs and money laundering investigation Four men and one woman from Omagh and Armagh have received suspended sentences following a major drugs supply and money laundering investigation.The proactive investigation into an organised criminal gang operating in the Armagh and Derry areas by PSNI’s Organised Crime Unit in 2016 resulted in approximately £585,000 in cash being seized.The four men received suspended sentences ranging from nine months to 2 and a half years while the woman was given a conditional discharge for 12 months.On 13th July 2016 33-year-old Eugene Thomas, the driver of a Volkswagen Golf, was seen passing a package to 40 year old Joseph Despard of Salters Grange Road, Armagh, the driver of a Ford Transit.£10,000 was found in the van while a follow-up search at Mr Despard’s home resulted in the seizure of counterfeit currency.Upon searching Mr Thomas’ home, Callan Crescent, Armagh, over £93,000 and over €72,000 in cash and three-high end watches worth around £75,000 were seized.Mary Thomas, aged 57, who lived with her son Eugene was also arrested for possession of criminal property.In August, police stopped a lorry, driven by 33-year-old Darren Donnelly and found three bags of money containing over £214,000 and almost €225,000.A search was carried out at the home of 33-year-old Conor Toal of Oakbridge, with police seizing £4,690 in cash and four high-value watches worth about £20,000. Twitter Previous articleBray Wanderers end Derry’s 9 game unbeaten runNext articleFunding secured for cross border mental health recovery project News Highland News, Sport and Obituaries on Monday May 24th Homepage BannerNews Important message for people attending LUH’s INR clinic Pinterest Nine til Noon Show – Listen back to Monday’s Programme Community Enhancement Programme open for applicationslast_img read more

first_img You Might Like Teens represent Pike County at Girls State Written by Kelsey Vickers, intern with The Messenger Last week, three young ladies represented Pike County at the 2013 American… read more Remember America’s heroes on Memorial Day Skip Plans underway for historic Pike County celebration Children at Brundidge library learn the magic of reading Print Article Sponsored Content By Jaine Treadwell The children at the Tupper Lightfoot Memorial Library’s Summer Reading Program Thursday give testimony to that.Burgess is somewhat of a regular at the Brundidge public library’s summer program. He is back each year by popular demand.“Mr. Burgess is very popular with the children,” said Jennifer Amlong, children’s librarian. “Some of the children have seen him before. Others are seeing him for the first time, but that doesn’t matter. They enjoy his show.” Published 10:34 am Friday, June 28, 2013 Latest Stories By The Penny Hoarder Email the author Burgess is a Baptist minister in his home state of Tennessee. His magic show is an extension of his ministry. It brings laughter to people of all ages, he said.Burgess said that he gets pleasure from the laughter of children at simple, and maybe silly, magic tricks, and a joy in seeing them excited about reading.Even in the world of technology and theme parks, Burgess said that children are still drawn to magic.“Magic is surprise,” he said. “It’s an illustration with a surprise ending and children like that. I enjoy the interaction with the children. The magic is simple. I don’t try to trick the children. I just surprise them in a way that’s fun.” Pike County Sheriff’s Office offering community child ID kits Around the WebMd: Do This Immediately if You Have Diabetes (Watch)Blood Sugar BlasterIf You Have Ringing Ears Do This Immediately (Ends Tinnitus)Healthier LivingHave an Enlarged Prostate? Urologist Reveals: Do This Immediately (Watch)Healthier LivingWomen Only: Stretch This Muscle to Stop Bladder Leakage (Watch)Healthier LivingRemoving Moles & Skin Tags Has Never Been This EasyEssential HealthMost 10 Rarest Skins for FortniteTCGThe content you see here is paid for by the advertiser or content provider whose link you click on, and is recommended to you by Revcontent. As the leading platform for native advertising and content recommendation, Revcontent uses interest based targeting to select content that we think will be of particular interest to you. We encourage you to view your opt out options in Revcontent’s Privacy PolicyWant your content to appear on sites like this?Increase Your Engagement Now!Want to report this publisher’s content as misinformation?Submit a ReportGot it, thanks!Remove Content Link?Please choose a reason below:Fake NewsMisleadingNot InterestedOffensiveRepetitiveSubmitCancel Troy falls to No. 13 Clemson For 30 years, Steve Burgess has been on the other side of laughter.Burgess is a magician who must keep a straight face when those before him are giggling and squealing with delight.He’s good at what he does. The Penny Hoarder Issues “Urgent” Alert: 6 Companies… Burgess said that he has been interested in magic since childhood but, in later years, it was Cliff Holman of Birmingham who inspired him to take his show on the road.Burgess’ shows always takes the theme of the summer reading program, which this year is “Dig into Reading.” He introduced the children at the summer reading program to several books about pirates, who are always looking for treasures.“But the real treasures are found in books,” Burgess said. “So, ‘dig into reading’ and you’ll find all kinds of treasures.” Book Nook to reopenlast_img read more

first_img My grandmother didn’t do that. She said it wasn’t civilized.She spit in the tin can she kept in her pocketbook. She would unsnap the clamp on her purse, yawn it wide open, lean over and spit in the can, in her pocketbook real civilized-like.Amos, Eunice and Lizzy were snuff dippers and they lived in the tenant house right behind our house. Every afternoon, they would sit out on the front porch, dippin’ and spittin’. The spit bush was way out in the yard, but no matter where they sat on the porch, they could spit and hit it. That was an amazing thing.I was a pretty good spitter because I had a gap between my top, front teeth that acted like the sight on my BB gun. Mama said it wasn’t nice for little girls to spit. Boys spit all the time. Boys did all the fun things. That’s why I was always trying to kiss my elbow and turn myself into a boy. I was missing too much fun on account of being a girl. Print Article Pike County Sheriff’s Office offering community child ID kits By Jaine Treadwell Book Nook to reopen The Penny Hoarder Issues “Urgent” Alert: 6 Companies… Remember America’s heroes on Memorial Day Published 8:20 pm Friday, August 29, 2014 Latest Stories Next UpI wanted to be a snuff dipper, too.My main fascination with dipping snuff was that you could just haul off and spit anywhere you wanted to.Why, some of the women in Aunt Nita’s church out in the country would sit by an open window and spit right out the window right in the middle of the sermon. They didn’t even look to see if anybody was standing under the window. They just hauled off and spit. Like a lot of women of my childhood, my grandmother dipped snuff.My granny said there wasn’t a thing in the world that couldn’t be made right with a dip of snuff.She would carefully take the lid off a can of Peach Sweet Snuff, tap just the right amount of the dark powder into the lid, pull out her lower lip and fill it full of snuff. Then she would tongue it into place, sit back, fold her arms and enjoy the dip.center_img Sponsored Content Email the author My best chance of spitting was to dip snuff because plain ol’ spitting was a sin. We learned in Sunday school that when Jesus was on the cross those mean people spit on him. That’s when God made plain spitting a sin.I couldn’t sneak snuff out of my grandmother’s pocketbook but Amos had cans sitting all around. Tince was always getting into trouble. Eunice said they had to be on their Ps and Qs when she came to their house. I guess they forgot about their Ps and Qs one afternoon because Tince slipped a whole can of Rooster Snuff in her dress pocket.I had my mind set on Peach Sweet Snuff, thinking it would taste like the sweet peaches from the trees along the fencerow. But Tince said all snuff tastes just like chocolate candy.We went out in the pasture where we could take a dip and then stretch and watch the clouds make pictures in the sky.Tince opened the can, tapped out a dip in the lid, pulled out her lip and filled it full. I tapped out a lid full, pulled out my bottom lip, filled it full and tongued it into place, just like my granny did.That day, I learned a hard lesson.Tince and I fell back on the grass but we couldn’t watch the floating clouds. Mama was right. It’s not nice for little girls to dip snuff.Jaine Treadwell is features editor of The Messenger. Contact her at [email protected] Good girls don’t do snuff Troy falls to No. 13 Clemson By The Penny Hoarder You Might Like Economists’ cost confusion Last week I discussed how college football illustrated how costs are less tangible than people suppose. Many decisions affect the… read more Plans underway for historic Pike County celebration Around the WebMd: Do This Immediately if You Have Diabetes (Watch)Blood Sugar BlasterIf You Have Ringing Ears Do This Immediately (Ends Tinnitus)Healthier LivingHave an Enlarged Prostate? Urologist Reveals: Do This Immediately (Watch)Healthier LivingWomen Only: Stretch This Muscle to Stop Bladder Leakage (Watch)Healthier LivingRemoving Moles & Skin Tags Has Never Been This EasyEssential HealthRemember Them? I’m Sure Their New Net Worth Will Leave You SpeechlessbradofoThe content you see here is paid for by the advertiser or content provider whose link you click on, and is recommended to you by Revcontent. As the leading platform for native advertising and content recommendation, Revcontent uses interest based targeting to select content that we think will be of particular interest to you. We encourage you to view your opt out options in Revcontent’s Privacy PolicyWant your content to appear on sites like this?Increase Your Engagement Now!Want to report this publisher’s content as misinformation?Submit a ReportGot it, thanks!Remove Content Link?Please choose a reason below:Fake NewsMisleadingNot InterestedOffensiveRepetitiveSubmitCancellast_img read more

first_img Previous Article Next Article Related posts:No related photos. Is this £300m partnership a blueprint for HR’s future?On 18 Apr 2001 in Personnel Today Arevolutionary public-private partnership set up between Liverpool City Counciland BT may change the way HR in local government works, reports Ben Willmott Therole of HR in local government could be revolutionised if a £300m partner- shipbetween Liverpool City Council and BT, set up to provide better services atlower cost, proves successful.LiverpoolDirect was formed to enable the council to benefit from a cutting-edge ITinfrastructure, which it could not afford to fund itself and will see the firstlarge-scale secondment of employees from the public sector to the privatesector.Upto 1,200 Liverpool City Council employees are to be seconded to the new jointventure company by the end of this year. As part of the deal the council’s HR departmentis being streamlined and its role transformed.MartinHouse, an HR consultant who is advising the council on Liverpool Direct, saysall council IT services and the council’s call centre – the largest in thecountry – are now run by the joint venture company and will be joined byrevenues and benefits, HR and payroll later in the year.Stafffrom these departments are being seconded to the new joint venture company butremain Liverpool City Council employees, with unchanged terms and benefits.TheHR department will be run from a new service centre within Liverpool Directwith a single contact number. Line managers will have more responsibility forHR issues and the intranet will play a much bigger role in day-to-dayadministrative issues such as annual leave and expenses claims.Houseexplains that line managers will provide the personal contact with staff andthey can discuss more complex issues with the council’s specialist HR officersin the service centre.HRstaff have been cut by half and overall council staffing levels cut by 1,500 aspart of the changes which involved negotiation with Unison and the GMB unionsbut House stresses that the council had to make no compulsory redundancies.”Thiscould be the blueprint for the future of local government,” said House whobelieves Liverpool Direct’s service centre could be used to handle the HRrequirements of a number of local authorities, drastically cutting costs.”Whenyou strip down the way councils operate they are no different. There is a hugeamount of duplication across the whole sector. “Thissort of operation could offer significant economies and leading-edge service. Iwould be very surprised if  this sort ofpartnership does not become the way that people do things over the next 10years.”LiverpoolCity Council chief executive David Henshaw thinks the agreement is a landmarkin public-private partnerships and has real benefits for both employees andLiverpool residents.”Councilemployees seconded to the new company will benefit from new skills, personaldevelopment and better environments in which to work. They will be freed from alot of day-to-day administrative burdens that obstruct their work and willenjoy a more streamlined and efficient way of working. “Employeesand customers alike will see a smarter, intelligence-led local government thatwill put Liverpool at the forefront of modern technology. Liverpool residentswill see a real difference in customer relations.” Lastyear’s Socpo president Terry Gorman says the organisation is closely monitoringwhat is happening at Liverpool and at other councils where public- privatepartnerships have been introduced.”Ithink because this (Liverpool Direct) is taking its employees with it thisclearly has to be quite attractive. It is a way of keeping employees on boardand bringing in private-sector methodology and investment,” he said.”It is insourcing rather than outsourcing because the local authority isstill responsible for its employees.”ButGorman warns that local authorities’ personnel departments will increasinglyhave to demonstrate their strategic value as new technology plays a greaterrole within HR. Hesaid, “It is important to be able to draw out what is the added value ofthe personnel function so that everybody understands it is not just aboutprocessing a few timesheets and a bit of recruitment work.”Unison,which has been heavily involved in the secondment of staff to Liverpool Direct,has given the project a cautious welcome but is watching closely to see how itbeds down.SteveBlakesley, regional officer for Unison, said, “We are not against the ideaas long as our members’ terms and conditions are looked after. If we can startoff on the right foot and work together I am optimistic we can make it work.”Weare concerned about the potential ramifications for jobs but the Government iskeen on public-private partnerships. I would hope we could work together toavoid any compulsory redundancies.”MikeReynolds, general manager of Ignite Solutions, the division of BT responsiblefor Liverpool Direct , is confident the joint venture company is an idealvehicle for public-private partnerships within local government. “Wewant to work with large corporate clients in the public and private sector,hopefully in a business partnership, to address their business requirements byoffering them business solutions,” he said.Hebelieves that in order to meet the Prime Minister’s agenda for achievingelectronic government by 2005, many local authorities are keen to developpartnerships with the private sector.  Reynolds said, “We will receive profitby introducing cost effective technology platforms which underpin there-engineering of the processes [revenues and benefits, HR and payroll].”Wetake the cost out by reducing the number of people in these processes. Theywill be retrained and reskilled and offered jobs in more exciting roles.” Comments are closed. last_img read more

first_imgRelated posts:No related photos. Comments are closed. Despite nearly a decade of e-recruitment, online hiring hasnever lived up to HR’s expectations. But with specialist providers on hand totake care of all stages of the recruitment process, HR is set to realise theNet’s full potential. By Sue Weekes   When they first appeared in the mid-1990s, recruitment sites prom-ised theworld and delivered a great deal. Unfortunately, it was in the shape ofhundreds of CVs – many of them inappropriate for the position – proving totallyunmanageable for the poor HR or recruitment manager on the receiving end. The theory was online recruitment sites would speed up time to hire, reduceadmin and costs by streamlining processes and extend candidate reach. Arguably,they delivered on the latter but many failed miserably on most other counts. “We’d put an advertisement in The Grocer and get back something like800 replies with CVs attached in different formats that we often couldn’t open.It made it impossible to manage,” says Neil Millan, senior HR businesspartner at Nestlé. Administrative burden A major tour operator, meanwhile, received 1,000 letters for a singleposition and had to employ a team of temps to send each one a standardapplication form, because it was the only way they could deal with theresponse. There are also countless stories of recruitment managers wastingvaluable time by printing out their in-boxes full of CVs to take home to read.Far from moving their role up the value chain and giving them more time toconsider candidates in a strategic way, it actually added to theiradministrative burden. But the fault didn’t always lie with the job site in question. Onlinerecruitment’s unfulfilled potential can largely be attributed to HR andrecruitment professionals’ failure to integrate it into existing hiring systemsand processes. Typically, an online recruitment strategy would comprise signingup to a handful of jobs sites, complemented by a careers section on thecorporate site. “Keyword searches and CV databases play a valuable role inInternet-era recruiting”, says John Taylor, CEO of Cyber-CV. “Butthey can’t wear the mantle of online recruitment any more than printed mediaadvertising can claim to be anything more than classified advertising.” There are signs, though, that online recruitment could finally live up toits promise. A study in the US by worldwide research and analysis organisationIDC, marks a rise in the use of “end-to-end recruiting serviceproviders” employed by major corporates to get the most out of online recruitmentand integrate the various recruitment channels of corporate sites, job boards,recruitment agencies and traditional media into one streamlined process. End-to-end service providers create a software solution that essentiallyholds the organisation’s hand through every stage of the recruitment process.The system will help prepare the job description and post the advertisement towhatever channels the client wants – from corporate jobs site to traditionalmedia. It then helps collect the CVs, assess candidates according to theclient’s criteria and carry out skills and behavioural assessments based oncorporate fit. Finally, it facilitates interview scheduling, initiatesbackground checks, generates and sends offer letters and transfers data into anexisting HR management system upon hire. Clients can tell the service company what kind of testing they would likebuilt into the system so it can ultimately rank, say, the top 10 candidates.The system then delivers a shortlist of people, having taken into account allrelevant criteria such as qualifications and corporate fit. “Ultimately,all a client should have to do is post a job and wait for the shortlist toarrive on the computer desktop,” says IDC’s senior analyst for recruitingand staffing services, Christopher Boone. “This is the situationend-to-end e-recruiting service providers are striving to reach.” Duplicate CVs Major players in the US include BrassRing, PeopleClick and Recruitsoftwhich, via a combination of technology and consultancy, are already provingthat such services can reduce time and cost to hire as well as streamlineprocesses. In 2000, Hewlett-Packard received between 2,000-3,000 CVs per daywhich resulted in 15,000 hires. Its recruitment process had been paperlesssince 1993 but this had not meant it was problem-free. One of the issues it faced, for instance, was that of thousands of duplicateCVs and its average cost per hire was $10,000. It is currently undergoingglobal implementation of Recruitsoft’s Recruiter Web Top software and, while itis still early days, expects to reduce hiring time by 30-50 per cent and costper hire by 25 per cent. Research has already highlighted a need for similar providers in the UK. Abenchmarking study conducted by Enhance Media on the first day of the IQPCOnline Recruitment Exchange event last autumn found the biggest issue facingonline recruitment in the UK was integrating backend technology. A further 47per cent of respondents said they were interested in backend technologies aimedat managing a candidate database but had found it difficult to buy suchsystems. This situation should now be rectified, as a number of UK and Europeancompanies have followed the US lead and invested in this kind of systemdevelopment. Most closely fitting the US model are Job Partners withActiveRecruiter and MrTed with TalentLink. Other major players include i-GRaspwith GlobalSuccessor, and Axiom with JobQ. Expect to see other names joiningthe pack, including industry-specific ones like Intagen, which concentratessolely on IT recruitment. There are also the broader systems integrationcompanies to consider, such as Pecaso, which has long developed plug-ins thatsit between the job board world and SAP HR management systems. While each system varies in how it works to some degree, they essentiallyfulfil the same brief – that of bringing automation and standardisation to therecruitment process, typically by software alone or a combination of softwareand consultancy. In common with the US, many are application service provider-based models,which charge a rental or subscription fee. There are also some hybrid services around such as Cyber-CV which, as wellas candidate management, offers skills matching more akin to that of atraditional recruitment agency. Its fee structure is similarly based but muchcheaper, charging only 10 per cent of a first-year salary. In the current recession it may be hard to justify to the finance directorthe expense of streamlining the recruitment process. It would be wrong,however, to view the implementation of an end-to-end recruiting service, orsimilar, as a mere efficiency exercise in systems and workflow. For one thing,online recruitment is unlikely to go away. IDC forecasts that the worldwidee-recruiting market will rise from $1.6bn in 2000 to $13.4bn by 2005. At a morelocal level, research carried out at the IQPC Online Recruitment Exchange eventshowed no-one said their online recruitment activity would decrease, while 89per cent said it would rise in the next 12 months, despite uncertaintyregarding return on investment. The other single most compelling reason why online recruitment must beintegrated sooner rather than later is that it will serve to move the recruiterup the value chain, allowing them to be far more strategic and proactive aboutthe whole business of recruitment. Already a new set of jargon and buzzwordshave entered the recruitment vernacular. These include ‘talent pool’ – the poolof potential staff and ‘talent supply chain management’ – the flow of talentinto an organisation. It is up to the recruitment management to be proactiveabout these and consult with line managers about where such people could fitin. Extract data With the right system in place, the recruitment manager should also be usingthe data available in a strategic way. Many systems offer a two-way link – afunction that allows you to extract data on previous hires and the workforce aswell as import data on the new ones. IDC’s Boone predicts the two-way interface between recruitment and HRMSsystems will be key in the near future. “You could call up details of yourtop 10 performers and find where the applications originated from . This systemcould also be linked to a learning management system so you could assess whattraining you are going to need for a candidate and how much it will cost in thelong-term.” It also falls to the recruitment manager to be a custodian of the employerbrand – which is of increasing importance in these times of business toemployee services. In their more haphazard days some jobs boards propagated anumber of bad practices that could potentially tarnish the brand. The sheervolume of applications brought by job sites often meant rejection letters wouldgo out weeks after the job was posted, if they went out at all. “The minute someone applies for a job with your company, they become astakeholder in that organisation. It’s critical how they are treated – if theyhave a bad experience it will have a negative impact on your employerbrand,” explains Bill Shipton, commercial director of Work-thing.com,which recently acquired the established recruitment site PeopleBank. PeopleBankhas worked with clients such as Nestlé to integrate and streamline their onlinerecruitment processes. Response rates become even more crucial in the light of online buyingexperiences delivered by the likes of Amazon – buy a book before 5pm and you’llusually have it delivered the next day. The Internet has undoubtedly heightenedour expectancy of response rates, and any website – whether a jobs site orbookshop – which takes more than a couple of days to send a response isn’tgoing to be viewed favourably. Recent research from Axiom found one in threegraduates expects a response to a job application within two weeks and a thirdwithin one week. Only one in six of the study, however, said they had respondedwithin a week. Employer brand is vital for a worldwide consultancy such as KPMG, which mustbe perceived as leading edge in every way. KPMG experienced a high level of CVtraffic from various sources and was prompted to review the whole of itsrecruitment process. It wanted a Web-based system that could form part of itsoverall HR processes and opted for i-GRasp’s Global- Successor software, whichlinks into its PeopleSoft system. Staff can also work from home on the system, explains James Clark, head ofHR systems: “It meets our needs well. We’ve tidied recruitment up and thewhole process is much faster now.” Although it’s early days, KPMG reports that feedback has shown it to have apositive effect on how it’s perceived as an employer. “The websiteprovided a very straightforward and clear process from initial application toacknowledgement, invitation for interview and regular updates on the progressof my application,” says internal communications manager Sam Hodlin.”The design of the online application process gave me a real sense that KPMGwas at the cutting edge of using technology for my benefit and not just toautomate processes.” The i-GRasp system is increasingly adding different zones to its system tocultivate and manage the relationship with a candidate from the early days. An‘interview zone’ allows candidates to brush up on the company and even read aprofile of their potential interviewer. There is also an ‘offer zone’.”This allows the recruiter to manage the relationship during that crucialtime when an offer has been made but you could still lose the candidate toanother company. They can access this zone, for instance, and talk to newjoiners,” says i-GRasp CEO Andy Randall. There is a tendency to view the end-to-end recruiter as a systems specialistrather than a recruitment expert. But while they may essentially be deliveringa software solution, they also bring the benefit of experience with previousclients. Thomas Otter, director of strategy at Pecaso, says that even obvious areaslike job descriptions don’t always get the due care and attention they deserve,citing a German multinational which posted a totally different job descriptionset by a line manager in one site than appeared for the same job from adifferent line manager in another plant. “The better the description ofyour vacancy, the better match of candidate,” says Otter. He explains thatby getting HR to fill out a form about what it wants from which to compile aseries of questions and structured text for the corporate website wouldimmediately standardise things. Other examples of inconsistent bad practices stem from not treating internalrecruitment with the same diligence as external recruitment. Many end-to-endsolutions provide an opportunity to integrate both internal and externalrecruitment. “If an organisation does external recruitment well andinternal recruitment poorly, it is a demotivator for the workforce,” saysOtter. “If you make your external recruitment perform at its best with thelatest system, for instance, and a member of staff finds out about an internaljob on Monster, it’s not very good, is it?” What has become clear over the past two years is that not even the whizziestcorporate careers site or jobs board can work in isolation and integration isthe key. The good news is there is clearly a sector-wide pull in this samedirection, reinforced by the work of HR-XML (Extensible Mark-up Language)consortium, which seeks to put standards in place to facilitate the exchange ofdata. Roy Davis, head of communications at psychometric test provider SHL, haslived through the bad old days of online recruitment and welcomes the migrationto Web-enabled systems and the integration with back-office systems, as well asthe standardisation that end-to-end services bring. But he’s right to stress thatwhile the Web route is the only route, “the Internet is only a deliverymechanism.” Improved skills matching SHL develops psychometric testing products, largely sold for use oncorporate websites and, with a robust and structured online recruitment infrastructurein place, it will be products like these (such as behavioural and situationaltesting, as well as improved skills matching software) which will really movee-recruitment on a stage and extract yet more value from the process.”Line managers must be educated to be aware that they’ll be delivered ajob fit score for a candidate rather than a CV to read,” says Davis. This fits with Boone’s view, that ultimately employers will be creatingprofiles of key performers and then mapping these against candidates to findthe best fit. Those recruitment managers worried that they will lose control of theprocess and that recruitment will in some way be dehumanised should have nofears as long as they ensure they are the ones deciding the core competenciesthey want mapped, the parameters for corporate fit and appropriate skills andbehavioural testing. With end-to-end systems finally removing the burden of administration theyshould have every chance of doing so. And for the first time they will be ableto take their rightful place on the value chain. Previous Article Next Article Net gainsOn 15 Jan 2002 in Personnel Todaylast_img read more

first_img Housing MarketMortgagesResidential Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Tags (IStock/illustration by Kevin Rebong)For five months, Monica Barnes has been trying to buy a home in downtown Salt Lake City.She recently offered $370,000 for one listed at under $350,000. She sweetened the deal with an escalation clause to show she was willing to up her bid if someone else came in higher.It wasn’t enough. Another buyer put up $395,000 and guaranteed to cover any gap if the appraisal value came in higher. So Barnes is back to scouting out new listings, trying to get her offer in first.“You look at places, and it is basically a cattle call,” she said. “With the way things are right now, cash is king. And we’re all just here punching above our weight and hoping one of our hits will land.”ADVERTISEMENTHousing markets across the country have exploded in the past year. The 5.64 million sales of existing homes in 2020 were the most since 2006, according to the National Association of Realtors. The median listing price nationally was $353,000 in February, a 13.7 percent increase from a year earlier, according to Realtor.com.The competition to buy homes is intense in part because few are on the market. Inventory last month was down 48.6 percent year-over-year, eclipsing January’s dramatic 42.6 percent drop.Low mortgage rates are fueling demand, as are work-from-home policies that untether prospective buyers from their commutes. Locals in markets unaccustomed to this unprecedented freedom — from Salt Lake City to central Indiana to the midcoast of Maine — are finding themselves outbid by wealthy transplants conditioned to paying more per square foot.These dynamics have triggered the fierce bidding wars exasperating buyers such as Barnes and are raising long-term concerns about affordability in markets where salaries and other costs of living can’t keep pace with the housing market.“The people that were coming to those areas were coming from the West Coast, more expensive areas,” said Selma Hepp, deputy chief economist at real estate data firm CoreLogic. “They are already used to high prices. They were able to bid higher.”It’s warIn a January report, Redfin found that nine out of 10 housing offers made in Salt Lake City faced competition, the highest “bidding-war rate” of the 24 metro areas in the analysis. Brian Babb, an agent with Equity Real Estate who has been helping Barnes find a home, said it is now typical for a single listing there to get more than two dozen offers.“This year you don’t need an open house,” he said. “You could put it up on a Tuesday, let people see it for 48 hours, and you have 30 offers.”“It’s definitely harder for buyers now, especially for local buyers,” he added.According to Norada Real Estate Investments, a firm that coordinates property investments, the median home price in Salt Lake County last year was $378,411, a 10.5 percent increase from 2019. The number of home sales jumped 5.5 percent.Another of Babb’s clients, April McCafferty, moved from San Diego to Salt Lake City during the pandemic to be closer to her family, thinking she would only be in Utah for six months. But she just closed on a home, sealing the deal by offering nonrefundable earnest money (a good-faith deposit), making a significant down payment and providing a reference letter about herself to the seller.“It was a little bit of a roller coaster for me,” she said. “We had 25 offers on our home, and they chose us.”Playing catchup James Cosgrove, a sales-side broker for Keller Williams, saw his business in midcoast Maine screech to a halt last April.“I’m 65, and I’m thinking this is a heck of a way to end my career,” he said. “I’ll be broke.”But by the end of May, a surge of interest had hit Lincoln County. For years, locals had watched younger generations leave for better job markets. But with the shift to remote work, the lack of employment in the area has become less of a deterrent.Before the pandemic, Cosgove said, buyers’ main concerns were property taxes and heating costs. Now they just want broadband.“You don’t need the logging mills to come back,” he said. “You just need to wire the whole state for high-speed internet.”CoreLogic reported that Maine’s median home price in January was 15.3 percent higher than a year ago. Of the state’s 16 counties, Lincoln had the largest increase, according to the Association of Maine Realtors: an astonishing 32 percent, rising to $301,500 from $228,250.Affordability, a concern even prior to the pandemic, has become a bigger worry. In nearby Rockport, city officials recently voted to repeal certain restrictions on accessory dwelling units, sometimes called granny flats, to create more affordable rentals as costs in the area rise, the Bangor Daily News reported.The influx has raised questions about whether formerly static areas can handle the growth. Cosgrove said some towns have started talking about increasing school capacity. Local contractors have struggled to find enough skilled tradespeople to meet heightened interest in new development.Carl Ripaldi lives in Los Angeles but now owns three properties in Maine: a six-unit apartment building in Camden, a house in Freeport and an oceanfront home in Bristol that he bought in September. He plans to live in Maine full time, renting out whichever house he isn’t staying in.He said Maine’s short-term rental market changed dramatically last year.“Covid had a lot to do with it, escaping from New York,” he said. “Because of Covid, it was a really, really hot rental market.”Non-buyer’s remorseAmber Shelton and her husband have seen the Indianapolis market transform in the past year. In October 2019, they started looking for a “forever home” for their growing family but felt no sense of urgency: They saw homes that had been listed for several weeks. Some properties they visited multiple times.In February 2020 they made an offer, but when the seller wanted more money, they took a break from their search. A few weeks later, the seller came back looking to renegotiate, but they declined. Then Indianapolis went into lockdown.A year later, with just a few months left on their lease, the couple started looking again. It was immediately clear that they needed a new strategy. They looked at six houses and offered $10,000 to $20,000 above the asking price for all of them. In one case, they were one of 60 competing buyers.Shelton views listings differently now.“I saw a house on the market for two weeks and thought, ‘What is wrong with this house?’” she said. “It is like night and day.”According to the Indiana Association of Realtors, the median home price in Marion County, which includes Indianapolis, has increased 18.3 percent in the past year to $182,250. Shelton’s agent, Jill Thompson of Redfin, noted that some sellers are less motivated to move forward on deals because they fear being unable to quickly find their next home.Last year, Shelton only bid on houses she felt emotionally invested in. At this point, she and her husband simply ask themselves if they can see themselves living in a home for the next five to six years.“Now there is a question of, Can we get housing?” she said. “That was never a thought.” Share via Shortlinklast_img read more

first_imgThe United Nations, under the auspices of the Convention onBiological Diversity (CBD) has proclaimed 2010 as the International Year of Biodiversity. This has led to numerous initiatives to highlight the importance of biodiversity, increase awareness of the unprecedented level of threats to the world’s fauna and flora, and encourage action to help safeguard its future. Included amongthe major commitments made by signatories to the CBD is torehabilitate and restore degraded ecosystems, and prevent the introduction of, and control and eradicate, alien species that could threaten ecosystems, habitats or species (http://www.cbd.int/, accessed 19 November 2010). The level of resource allocated by governments to these issues varies enormously, but, by any standard, New Zealand and Australia stand out among the developed nations in terms of the breadth and scope of their efforts to eradicate alien species, particularly on islands (Hilton and Cuthbert 2010). Earlier this year, Australia attempted one ofthe most ambitious alien species eradication campaigns to date, to remove European Rabbits (Oryctolagus cuniculus), Black Rats (Rattus rattus) and House Mice (Mus musculus) from the 12 870-ha Macquarie Island (54300S, 158570E). The team were unlucky, experiencing an unseasonally prolonged period of bad weather as a consequence of which the aerial baiting will now have to recommence in 2011. However, that the project was even attempted not only underlines both a highly laudable financial commitment, but a striking change in attitude in the last decade to the scale of eradications that are considered technically possible. The latter results largely from pioneering efforts in New Zealandsince the 1970s, and the development of an expertise base that has since become a global export (Towns and Broome 2003; Rauzon 2007).last_img read more

first_imgCentre: Sarah Downes and BenTaylor, right Keller Williams continues to grow in the UK as Sarah Downes – ex Director of Customer Experience and Territory Owner for Purplebricks – has decided to partner with husband, JP Downes to spearhead their new market centre in the Coventry and Warwickshire area.Sarah has extensive experience in estate agency and has built an impressive career in building businesses and helping agents to achieve at the highest level, she said, “I have worked for a number of years at Purplebricks, as Director of Customer Experience and with JP Downes building our Midlands territory into one of the largest in the UK. We were both looking for an opportunity that would enable us to build a business together that really worked for both agents and customers.JP and I bring estate agency experience and leadership, business development, finance, marketing and training. My background is primarily in building businesses, strategy and managing projects; JP has proven himself to be an inspirational leader with a passion for property and estate agency that is clear to see.”JP Downes Sarah Downes Keller Williams May 29, 2020Jenny van BredaWhat’s your opinion? Cancel replyYou must be logged in to post a comment.Please note: This is a site for professional discussion. Comments will carry your full name and company.This site uses Akismet to reduce spam. Learn how your comment data is processed.Related articles BREAKING: Evictions paperwork must now include ‘breathing space’ scheme details30th April 2021 City dwellers most satisfied with where they live30th April 2021 Hong Kong remains most expensive city to rent with London in 4th place30th April 2021 Home » News » Agencies & People » Sarah Downes joins Keller Williams previous nextAgencies & PeopleSarah Downes joins Keller WilliamsThe Negotiator29th May 20200375 Viewslast_img read more