September 11th is now known as “Patriot Day” in the United States, observed as the National Day of Service and Remembrance for the victims of the 9/11 attacks. Across the country, numerous events will solemnly honor the devastating loss of thousands of lives and the destruction designed to rip the very fabric of this great nation. We join in remembering those lost, celebrating those who bravely responded where terror struck, lifting up those who still suffer today as a result of the attacks, and honoring those who serve around the globe, fighting to protect freedom.
Eighteen years ago, 19 militants tied to the Islamic extremist group al-Qaeda killed more than 3,000 people (including more than 400 police officers and firefighters) and wounded more than 10,000 others during three coordinated attacks on 9/11, masterminded by Osama bin Laden. It was the deadliest attack on the US in history and the most devastating foreign act of war on American soil since the attack on Pearl Harbor.
Music Video Marketing: Five huge promotion opportunities you need to consider when releasing your new Music Video
andy gesner music video promotion
Written by Andy Gesner – Owner / president of HIP Video Promo (specializing in music video promotion)
For almost two decades, I’ve seen far too many visuals never see the light of day due to poor planning or a lack of promotion. Navigating the video marketing landscape has become increasingly difficult. The nuanced requirements for a successful music video marketing campaign are a lot to digest: digital delivery, closed captioning, ascertaining who to pitch, choosing a compelling thumbnail. It can all be confounding and overwhelming.
Although YouTube dominates, new viewers and fans connect with music videos on many diverse platforms that you may not have included in your current music video promotional package. Perhaps you didn’t even know that they existed! If you’re going to go for maximum exposure, you might as well go big! If
What do you use to measure success, improve process and keep score when recruiting great people to your team?
While there has been little consensus to date around standard definitions, frameworks, roles, processes, and fair measurements of the sourcing function, the Association of Talent Acquisition Professionals (ATAP) released its first measurement standards in the fall of 2018. Their set of four metrics for Sourcing was developed through in depth research to establish a standard for measuring sourcing functions and individual sourcing professionals across the Talent Acquisition field.
The four metrics they selected are:
Submittal to Business Acceptance
Time to Submit
Sourcing Satisfaction Score
Metal music, lyrics, and videos from Edmonton, AB, CA on
Rising from the depths of Edmonton, Alberta, Call Of The Siren is a metalcore group starring Brandy Black on vocals, RJ Bevis and Chuck Matthews on guitars, Dave Feil on drums, and Dave St.Pierre on bass.
Assembled in late 2017, their sound comes from a unique forge of musical influences including Parkway Drive, Slayer, After The Burial, Lamb Of God, August Burns Red… among many others.
Call Of The Siren recently released their first full-length album, “The Void”, featuring two self-released singles “Curse Of You” and “Oblivion”.
Furnace Repair Edmonton – Prepare for Winter Before It Arrives (780) 733-1256
Even though we are still enjoying warm weather and winter seems far away, now is a great time to begin preparing. If you do a bit at a time before winter hits the tasks are not at all overwhelming.
So often, people wait until the last minute to take care of necessary duties. Worst yet, some people wait until snow or rain is pouring down to even begin thinking of what needs to be done.
Safety should be a top priority. Assess the quality of your indoor air. You can easily create an indoor health hazard with poor quality air. If you have excessive dust or dirt, take steps to clean it up.
Make sure your smoke detectors are in good working order. They can literally save your life. If you don’t have detectors throughout your home, you need to make that a top priority on your “honey-do” list. Better yet, don’t wait for someone else to take care of this most important task, do it yourself as soon as possible
Your Recruiters WANT to fill your jobs, efficiently and well. This is not specific to internal or external recruiters. As a recruiter, this outlines all we need to know in order to ensure hiring success.
Are you ready to impress the you upper management by being the one with the best team in the entire business? Do you want to be number one with a professional team that can’t be beat? All of that is completely possible when you know how to hire the best talent.
You also have to be great at attracting, recruiting and retaining the best talent. Attracting Talent has everything to do with your employment brand, and hopefully you are working hard to make candidates WANT to come work for you. Retaining Talent is also important. You must provide excellent training, career advancement opportunity and competitive compensation… at a minimum. Finally, you have to be able to recruit the best talent. Since most managers do not have the time to do their own recruiting, they rely on industry p
So here’s a garage installation just completed by garage flex wear because the walls were nicely plastered with radiators and it all looked pretty good we’ve fitted everything onto our flexi track which are links of track on which the cupboards and shelves can all sit so it’s all been fitted out according to the owners specification the cupboards over on the far wall some of them are fitted out for hanging clothes some for taking shoes there’s a workbench here with cupboards over the top and shelving we then lay interlocking floor tiles in a color scheme so that there are four parking bays dark gray and light gray dividers it all looks pretty good
About a decade ago, many found encouragement in the writings and near daily emails of a man named Sam Parker. A few years later, Sam wrote a number of books around which he has built a series of seminars helping lead teams to peak performance.
One of those compelling books is 212°: The Extra Degree. In the wisdom he shares, Sam challenges us to give that extra degree that produces steam. Today is the 212th day of the year, or a 212 day…a day where you can do more and go longer than before simply by powering up using that one extra degree that boils water and creates steam.
At 211°, water is simply hot. At 212°, it puts off steam; and steam is used to move the most massive machines and power cities. Even nuclear carriers – the largest machines in the world – still move on steam.
As we all work to continue or begin a cadence to finish the year strong on whatever Rocket Ride to success you may be enjoying, take time each day to reflect on that one little bit extra that makes a
As an expert in the condo and residential real estate market for RE/MAX River City for over 16 years, Ryan Dutka decided to branch out on his own and build his own real estate team in the spring of 2001. His team has grown to include three full-time buyer’s agents and two full-time office administrators.
“I believe the people on this team are the best in the industry hands down,” he says. “I searched for years, interviewed hundreds of people and scoured all the offices in the city to find the absolute best Edmonton real estate agents to make up the Ryan Dutka Team.”
Ryan looks forward to serving you and wishes to share the team’s enduring purpose:to lead, educate and support others by passionately serving their real estate needs in a simplistic, inspired fashion.
.My tips for hiring the best employees. ►Subscribe: https://goo.gl/ScRTwc Find me on Facebook: https://www.facebook.com/neilkpatel/ Read more on my blog: https://neilpatel.com/blog 0:10 How to Hire Employees Tip #1 First off, during the interview process, I don’t just interview people being like, “Hey, you know, what value can you add to the company and why do you wanna work here?” I first look at their previous employment. What did you do there? What were the results? Why are you leaving? They have to have a good concrete reason. 0:30 It can’t just be like, oh I’m looking for more money. I’m not saying we won’t pay people more money, and I’m just saying they have to have a good reason. Like, oh I’m not learning enough or oh, something wasn’t promised that I was being got, right. They have a good reason for leaving and the reason I say that is any time you guys are hiring if you’re not hiring people if you’re hiring people who keep leaving jobs, they’re considered like hoppers. 1:00 But if you hire people who stick around, from previous companies, as they stay there for years, they’re much more likely to stick around with your business. You’re not going to have to keep replacing. It’s costly to continue to hire new people for the same role. 1:15 How to Hire Employees Tip #2 In addition to that, you want to make sure that that person can produce. So, I ask ’em, “Hey, if you’re doing this role “within my company, what would you do?” And I’m not looking for overall arching strategies; I’m looking for specific tactics. There’s a lot of people who can read, but there are very few people who can implement. I’m looking for executors. 1:35 How to Hire Employees Tip #3 Then I want references of their old employers. Of course, if they have a current job, I can’t call their current boss, but I would call other previous ones, and I tell them, I’d call them because we do, and we do reference checks. And, it’ll be funny because most people think like oh no one does reference checks. We do reference checks, and we find out about the person, and you’ll learn a lot of exciting things such as their weaknesses, their strengths. 2:00 You don’t go ask a former employer, “Hey, “what do you think about this person? “Should I hire ’em?” Most times they lie, or they won’t tell you the truth. We try to find out what are their strengths, what are their weaknesses, what do you see them as their ideal role within an organization? 2:15 How to Hire Employees Tip #4 Things that are more actionable so that way we know where they fit in and then we also have other people on the team ideally, interview them for a cultural fit. If someone’s not a cultural fit, even if they’re an incredible talent, they’re willing to take the pay that you’re offering, you think they’ll do well, but if they’re not a cultural fit, they’re going to ruin the company atmosphere, and they’re not going to last long. 2:30 That is one of the most important things that people take for granted. But that’s our process for hiring, and it takes roughly 30 days from when we interview someone before they start because two weeks notice, have to go through the checks and the balances, multiple people within our organization need to interview, but that’s how we hire people. And if you don’t do that, you’ll have a lot of churns. So make sure you’re thorough, hire slow fire fast. So if you like this video, like, comment, share. I do appreciate it and if I can ever do anything to help you out, genuinely, even if it’s you know, giving you some advice. I don’t care for the money, leave a comment below, and I will do my best to try to help you out and answer all your questions. Thank you for watching.