A document announces a homecoming event for Granby High School in 2010/2011 and encourages voting for Tiffani Gardner as Miss Senior. The title refers to her as the best woman to claim the title for Granby High School's Homecoming that year.
This document outlines the structure and goals of a team building course. It includes an introduction to teams and teamwork. The class will be divided into groups of 3 to research and lead team building games. Students will work together on a class project and evaluate each other's contributions. The project goals and evaluation criteria are described. Reflection papers will also be assigned. The document provides learning outcomes and contact information for the teacher.
C-SPAN successfully engaged the public in the political process during the 2008 elections through their Debate Hub websites and use of open-source technologies and social media. They linked to thousands of blog posts, followed social media discussions, and incentivized participation through leader boards and Twitter interactions. By moving quickly and using open-source software like WordPress, C-SPAN was able to connect millions to the political process in an efficient and credible way while operating on a limited budget. The document also provides several examples of innovative nonprofit websites and strategies for crowd-sourcing, socially mobilizing constituents, and creative advertising approaches.
Interninmichigan.com is a platform that enables employers to connect with qualified interns quickly and efficiently. An employer shared their positive experience of hiring a summer intern through the site, who contributed significantly to a major project. The platform aims to match limited resources with the abundant talent available in Michigan.
O documento discute tendências em eventos, como conectividade, responsabilidade social e uso de tecnologia. Também aborda reconhecimento profissional no setor e a import?ncia de combinar alta tecnologia com contato humano. Por fim, ressalta o papel do planejamento de eventos para além da aquisi??o.
This document provides guidance on empathy, feedback, and effective communication. It defines empathy as understanding another's situation, feelings, and motives without necessarily sympathizing. Empathy expands understanding, creates trust, and helps reach mutually beneficial decisions. Effective feedback is direct, fact-based, listens to both sides, and requests specific changes. Communication works best when it describes behaviors, expresses feelings clearly, maintains congruent verbal and non-verbal cues, and focuses on listening without judgment.
Minimalism is an art movement that strives to strip works down to their most fundamental features using geometric forms and industrial materials. It emerged in 1960s New York as a reaction against Abstract Expressionism and embraced a non-expressive style influenced by composers like John Cage and poets like William Carlos Williams. Minimalist artworks are characterized by their sparse and repeated elements as well as neutral, unadorned surfaces.
The document provides a history of modern art in Iraq, beginning with Iraqi artists studying abroad in the early 20th century. It describes governmental support for the arts starting in the 1930s and the establishment of art groups and exhibitions in the 1940s-1960s. The document then discusses the looting of Iraqi cultural heritage sites after 2003, with over 7,000 works of art stolen, and current efforts to document losses and retrieve stolen pieces.
This document discusses using social media and online tools for recruiting and job searching. It recommends monitoring reputation on sites like Social Mention and LinkedIn, using video and document sharing on YouTube and 狠狠撸Share, and distributing resumes through sites like ResumeZapper. LinkedIn is highlighted for professional networking and job searching through their Career Explorer tool. The document also suggests finding jobs through sites like Indeed and Simply Hired as well as connecting with alumni on LinkedIn to expand professional networks.
The document summarizes how a company improved its social media recruitment efforts. It outlines the formation of a partnership, creation of a social media strategy, implementation which included optimizing career sites and using tools like LinkedIn, Facebook and Twitter. Initial results saw an increase in jobseekers and candidates. Lessons learned were that a single manager for all profiles allows better engagement. The company's community on social media is passionate. The document concludes with next steps and contact information.
This document summarizes the findings of a case study comparing how companies and non-profit organizations use social media. Surveys and focus groups were conducted with members of a child abuse prevention non-profit and the Junior League. Website traffic data was also analyzed before and after implementing social media for the Junior League and a local business directory called ThisLocal. The study found that social media increased website traffic and that members who found a nonprofit's Facebook group more useful also thought it was more useful for other members. Nonprofits should engage members on social media and track data to measure results.
This document discusses the shifting landscape of recruiting and hiring as the internet has changed how companies find and attract talent. It notes that career sites and job boards alone are ineffective at converting visitors to applicants. Instead, it advocates treating every open role like a marketing campaign across multiple channels, including social media, search engines, employees, and past applicants. It also emphasizes the importance of building an ongoing talent community and pipeline, and using measurement to improve recruiting efforts over time.
Phone screenings are an inefficient way for employers to screen job candidates. They conduct millions of phone screens per month but 85% are unproductive. Automating the phone screening process through a system that calls multiple candidates simultaneously and asks prerecorded questions can save recruiters significant time. One recruiter used the system to screen over 100 candidates in 2 weeks while enjoying hours of freed up time. Candidates also prefer the automated system because they can complete the screening at their convenience.
The document outlines steps for leveraging social media, including setting goals and solidifying a personal brand, developing social media policies for employees, and providing examples of appropriate and inappropriate social media behaviors. It also notes some key statistics about social media usage, such as Americans generating 500 billion social impressions per year and over 2 billion photos being shared daily on social platforms. The document advocates creating a 24-month social media timeline and emphasizes reading and learning as ways to expand one's knowledge and opportunities.
The Shift Has Hit the Fan | Michael Hanson | recruitcamp july 2010Paulette Bennett
?
The document discusses the significant changes in recruitment practices driven by technology and social media, emphasizing the need for organizations to adapt to attract top talent. It highlights the low completion rates for job applications on traditional career sites and the importance of utilizing personal networks and social media to enhance recruitment efforts. Key recommendations include simplifying the application process and focusing on effective measurement of recruitment strategies.
This document provides information on using Facebook and Twitter for professional purposes without using a personal account. It discusses options for recruiting on Facebook like creating fan pages and groups. Twitter is introduced as a microblogging site where you can network and search for candidates. Advanced search techniques are outlined for both sites to find professionals in specific fields.
CCNA Training in Chandigarh: Launch Your Career in Networking Todaynitish1240728
?
Looking to kickstart your career in networking? Our CCNA training in Chandigarh offers hands-on learning, industry-focused modules, and expert guidance to prepare you for high-paying IT jobs. Learn core skills like IP addressing, routing, switching, and network security with real-time lab experience. Whether you're a beginner or an IT graduate, this course is your gateway to global networking certifications and opportunities.
Ruchi Bhatia HRGurukul - The Roads less travelledRuchi Bhatia
?
HR Consultant | Executive Coach | Founder – HRGurukul | IIM, XLRI, IBM Alumna | Karmyogi
I started my career in sales with GSK, where I was one of the youngest executives to be promoted to the management cadre. Those five years taught me grit, persuasion, and the power of relationships—skills that continue to shape my leadership style.
I then spent 12 transformative years at IBM in various HR roles—Corporate Trainer, Workforce Partner, Career Development Lead, L&D Consultant, and Employer Branding Leader. I was promoted five times in 12 years, earned IBM’s Most Valuable Ambassador Award, and was trusted with high-impact roles that shaped people strategy for a global tech giant.
But the most life-changing moment was meeting Marshall Goldsmith in 2009—and being coached by him. It lit a fire in me to coach and empower others.
In 2016, I took a bold step. I left the corporate world to create HRGurukul, a platform to serve the HR community through consulting, coaching, and learning. Over the last 7 years, HRGurukul has grown into a trusted name in India’s HR ecosystem.
The pandemic years were personally challenging—I battled depression. But I emerged stronger, guided by minimalism, purpose, and inner freedom (Vairagya). I returned with deeper empathy, clarity, and conviction in my mission.
Today, I wear multiple hats—with one single purpose: to elevate the HR community.
? Recognition & Impact
Top 10 HR Influencer, Economic Times HRWorld (2025)
Top 20 HR Influencer, Economic Times HRWorld (2023, 2024)
Top 50 HR Leader, ETHRWorld (2021)
Recognized by SHRM, PeopleMatters, WeAce, NHRD, SheThePeople, Jombay
40 Under 40 Leader Award, Jombay (2018)
IBM Ambassador, Manager's Choice Awards, Rising Star
? Beliefs That Guide Me
“Vairagya is not running away from life. It is living life with deep purpose and inner freedom.”
Gratitude. Abundance. Win-Win Mindset.
Being a coach allows me to empower others to discover their best selves.
?? My Three Anchors
Health – My most precious asset
Mission – To serve the HR community
Relationships – With family, friends, and the community that uplifts me
This document discusses using social media and online tools for recruiting and job searching. It recommends monitoring reputation on sites like Social Mention and LinkedIn, using video and document sharing on YouTube and 狠狠撸Share, and distributing resumes through sites like ResumeZapper. LinkedIn is highlighted for professional networking and job searching through their Career Explorer tool. The document also suggests finding jobs through sites like Indeed and Simply Hired as well as connecting with alumni on LinkedIn to expand professional networks.
The document summarizes how a company improved its social media recruitment efforts. It outlines the formation of a partnership, creation of a social media strategy, implementation which included optimizing career sites and using tools like LinkedIn, Facebook and Twitter. Initial results saw an increase in jobseekers and candidates. Lessons learned were that a single manager for all profiles allows better engagement. The company's community on social media is passionate. The document concludes with next steps and contact information.
This document summarizes the findings of a case study comparing how companies and non-profit organizations use social media. Surveys and focus groups were conducted with members of a child abuse prevention non-profit and the Junior League. Website traffic data was also analyzed before and after implementing social media for the Junior League and a local business directory called ThisLocal. The study found that social media increased website traffic and that members who found a nonprofit's Facebook group more useful also thought it was more useful for other members. Nonprofits should engage members on social media and track data to measure results.
This document discusses the shifting landscape of recruiting and hiring as the internet has changed how companies find and attract talent. It notes that career sites and job boards alone are ineffective at converting visitors to applicants. Instead, it advocates treating every open role like a marketing campaign across multiple channels, including social media, search engines, employees, and past applicants. It also emphasizes the importance of building an ongoing talent community and pipeline, and using measurement to improve recruiting efforts over time.
Phone screenings are an inefficient way for employers to screen job candidates. They conduct millions of phone screens per month but 85% are unproductive. Automating the phone screening process through a system that calls multiple candidates simultaneously and asks prerecorded questions can save recruiters significant time. One recruiter used the system to screen over 100 candidates in 2 weeks while enjoying hours of freed up time. Candidates also prefer the automated system because they can complete the screening at their convenience.
The document outlines steps for leveraging social media, including setting goals and solidifying a personal brand, developing social media policies for employees, and providing examples of appropriate and inappropriate social media behaviors. It also notes some key statistics about social media usage, such as Americans generating 500 billion social impressions per year and over 2 billion photos being shared daily on social platforms. The document advocates creating a 24-month social media timeline and emphasizes reading and learning as ways to expand one's knowledge and opportunities.
The Shift Has Hit the Fan | Michael Hanson | recruitcamp july 2010Paulette Bennett
?
The document discusses the significant changes in recruitment practices driven by technology and social media, emphasizing the need for organizations to adapt to attract top talent. It highlights the low completion rates for job applications on traditional career sites and the importance of utilizing personal networks and social media to enhance recruitment efforts. Key recommendations include simplifying the application process and focusing on effective measurement of recruitment strategies.
This document provides information on using Facebook and Twitter for professional purposes without using a personal account. It discusses options for recruiting on Facebook like creating fan pages and groups. Twitter is introduced as a microblogging site where you can network and search for candidates. Advanced search techniques are outlined for both sites to find professionals in specific fields.
CCNA Training in Chandigarh: Launch Your Career in Networking Todaynitish1240728
?
Looking to kickstart your career in networking? Our CCNA training in Chandigarh offers hands-on learning, industry-focused modules, and expert guidance to prepare you for high-paying IT jobs. Learn core skills like IP addressing, routing, switching, and network security with real-time lab experience. Whether you're a beginner or an IT graduate, this course is your gateway to global networking certifications and opportunities.
Ruchi Bhatia HRGurukul - The Roads less travelledRuchi Bhatia
?
HR Consultant | Executive Coach | Founder – HRGurukul | IIM, XLRI, IBM Alumna | Karmyogi
I started my career in sales with GSK, where I was one of the youngest executives to be promoted to the management cadre. Those five years taught me grit, persuasion, and the power of relationships—skills that continue to shape my leadership style.
I then spent 12 transformative years at IBM in various HR roles—Corporate Trainer, Workforce Partner, Career Development Lead, L&D Consultant, and Employer Branding Leader. I was promoted five times in 12 years, earned IBM’s Most Valuable Ambassador Award, and was trusted with high-impact roles that shaped people strategy for a global tech giant.
But the most life-changing moment was meeting Marshall Goldsmith in 2009—and being coached by him. It lit a fire in me to coach and empower others.
In 2016, I took a bold step. I left the corporate world to create HRGurukul, a platform to serve the HR community through consulting, coaching, and learning. Over the last 7 years, HRGurukul has grown into a trusted name in India’s HR ecosystem.
The pandemic years were personally challenging—I battled depression. But I emerged stronger, guided by minimalism, purpose, and inner freedom (Vairagya). I returned with deeper empathy, clarity, and conviction in my mission.
Today, I wear multiple hats—with one single purpose: to elevate the HR community.
? Recognition & Impact
Top 10 HR Influencer, Economic Times HRWorld (2025)
Top 20 HR Influencer, Economic Times HRWorld (2023, 2024)
Top 50 HR Leader, ETHRWorld (2021)
Recognized by SHRM, PeopleMatters, WeAce, NHRD, SheThePeople, Jombay
40 Under 40 Leader Award, Jombay (2018)
IBM Ambassador, Manager's Choice Awards, Rising Star
? Beliefs That Guide Me
“Vairagya is not running away from life. It is living life with deep purpose and inner freedom.”
Gratitude. Abundance. Win-Win Mindset.
Being a coach allows me to empower others to discover their best selves.
?? My Three Anchors
Health – My most precious asset
Mission – To serve the HR community
Relationships – With family, friends, and the community that uplifts me
鉴于此,定制休斯顿大学学位证书提升履历【q薇1954292140】原版高仿休斯顿大学毕业证(UH毕业证书)可先看成品样本【q薇1954292140】帮您解决在美国休斯顿大学未毕业难题,美国毕业证购买,美国文凭购买,【q微1954292140】美国文凭购买,美国文凭定制,美国文凭补办。专业在线定制美国大学文凭,定做美国本科文凭,【q微1954292140】复制美国The University of Houston completion letter。在线快速补办美国本科毕业证、硕士文凭证书,购买美国学位证、休斯顿大学Offer,美国大学文凭在线购买。
如果您处于以下几种情况:
◇在校期间,因各种原因未能顺利毕业……拿不到官方毕业证
◇面对父母的压力,希望尽快拿到;
◇不清楚认证流程以及材料该如何准备;
◇回国时间很长,忘记办理;
◇回国马上就要找工作,办给用人单位看;
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
【复刻一套休斯顿大学毕业证成绩单信封等材料最强攻略,Buy The University of Houston Transcripts】
购买日韩成绩单、英国大学成绩单、美国大学成绩单、澳洲大学成绩单、加拿大大学成绩单(q微1954292140)新加坡大学成绩单、新西兰大学成绩单、爱尔兰成绩单、西班牙成绩单、德国成绩单。成绩单的意义主要体现在证明学习能力、评估学术背景、展示综合素质、提高录取率,以及是作为留信认证申请材料的一部分。
休斯顿大学成绩单能够体现您的的学习能力,包括休斯顿大学课程成绩、专业能力、研究能力。(q微1954292140)具体来说,成绩报告单通常包含学生的学习技能与习惯、各科成绩以及老师评语等部分,因此,成绩单不仅是学生学术能力的证明,也是评估学生是否适合某个教育项目的重要依据!
Academic Preparation for Final Year Externship.pptxMark Rauterkus
?
Preparation insights for Audiology graduate students approaching their externship. More than 40 slides to use as a template to cover important topics with budding professionals about to enter their professional clinic placements and externships.