MANILA, Philippines—University of the East may have finished the UAAP Season 81 women’s volleyball tournament on a sour note, but there were two players who made their mark for the season.ADVERTISEMENT Two-day strike in Bicol fails to cripple transport Kath Arado and Lai Bendong distinguished themselves from the rest of the field as they took home the Best Libero and Setter trophies Wednesday.The Lady Warriors finished the season at the no.7 spot with a 3-11 record but the team’s overall performance did not diminish the duo’s worth, but it did create a little surprise for the both of them.FEATURED STORIESSPORTSPrivate companies step in to help SEA Games hostingSPORTSPalace wants Cayetano’s PHISGOC Foundation probed over corruption chargesSPORTSSingapore latest to raise issue on SEA Games food, logistics“I was really surprised when I knew it at first but it’s amazing that I got this blessing,” said Arado in Filipino. “We expected that the winners would come from the Final Four teams and when we entered our final year all our focus was on the team and not on the individual awards.”Arado was the undisputed leader in her position, taking the top spots in both the Best Diggers and Best Receivers tables. UE’s defensive stalwart averaged 6.94 excellent digs per set and had an efficiency rating of 60.82 percent in reception.Arado’s closest competitor in terms of digging was Adamson University’s Tang Ponce who averaged 6.87 excellent digs per frame while National University’s Jennifer Nierva was the second in receptions with an efficiency rating of 50.62%.Bendong, on the other side of things, averaged 6.81 excellent sets per frame for the Lady Warriors with the Lady Eagles’ Deanna Wong coming in second with 6.29 excellent sets per frame.“Kath and I never thought of the individual awards because the team standings were more important for us but this is still a blessing for us,” said Bendong.ADVERTISEMENT Duterte wants probe of SEA Games mess ‘Rebel attack’ no cause for concern-PNP, AFP LATEST STORIES The pair may not have lifted UE’s fortunes, which were dark throughout their whole five-year stay with accumulated 63 record, they were still happy to leave behind their reputation as two of best players this season.“We’re happy we’re going to leave UE that even though we weren’t able to improve our team standings we were able to give inspiration to the younger players that their big sisters worked hard for these awards,” said Bendong.Sports Related Videospowered by AdSparcRead Next DA eyes importing ‘galunggong’ anew MOST READ Bucks seeking 2-0 lead over Raptors in East finals Don’t miss out on the latest news and information. Private companies step in to help SEA Games hosting Catholic schools seek legislated pay hike, too Ethel Booba twits Mocha over 2 toilets in one cubicle at SEA Games venue View comments PH underwater hockey team aims to make waves in SEA Games PLAY LIST 02:42PH underwater hockey team aims to make waves in SEA Games01:44Philippines marks anniversary of massacre with calls for justice01:19Fire erupts in Barangay Tatalon in Quezon City01:07Trump talks impeachment while meeting NCAA athletes02:49World-class track facilities installed at NCC for SEA Games02:11Trump awards medals to Jon Voight, Alison Krauss Cayetano: Senate, Drilon to be blamed for SEA Games mess
Shimla, Sep 18 (PTI) Former Union minister and Congress leader Anand Sharma today accused the NDA government of resorting to lies to present a rosy picture of economy and demanded a white paper on state of economy after the exit of UPA government. “All the economic parameters are negative, investment on infrastructure and key sectors like Education had been reduced drastically, FDI is not coming, claims of increase in growth rate are misleading and there was no coherent policy to bring the economy back on rails”, Sharma said while addressing a pres conference here today. While the value of the rupee is sliding and the track record of the NDA government on investment and employment is dismal, the NDA government was trying to create a mirage to mislead the people, the deputy leader of CLP in Rajya Sabha, claimed. Expressing concern over lack of clarity and consistency in foreign policy, Sharma said that the “Prime Minister has been visiting foreign countries and we have no problem with it but he should refrain from misguiding the people by claiming that International support for India has increased after the NDA government took over”. Accusing Prime Minister Narendra Modi of not taking the nation into confidence on key issues, he said that nothing was told about his meeting with the Pakistan Prime Minister Nawaz Sharif at Ufa in Russia and even the Parliament was not informed about what transpired during the talks. Sharma said that “no Prime Minister of the country had defamed India in his speeches on foreign land in speeches as being done by Modi, which did not augur well for the country.” He said that Russia always extended unequivocal support to India for seat in UN Security Council with veto power but now its support is nuanced and the prime minister must explain, why and how this happened. Accusing the prime minister of being arrogant Sharma said that he has centrallised all the powers, Civil Services are being pressurized and officers are quitting and the deadlock in the parliament was also because of his attitude. MORE PTI PCL RCJ
Zlatan Ibrahimovic has been away from the Premier League and in the Major League Soccer (MLS) in the United States for 17 months now but the Swedish recently said that he can easily play in England again.At 37, Ibrahimovic is still ruling the MLS and scoring to lead his team LA Galaxy. Manchester United, on the other hand, finished sixth in the Premier League last season and have had a shaky start to the 2019-20 season as well.”I could play easy in the Premier League, so if United need me, I’m here,” he said to PA media. “But Galaxy has me, so I’m sorry.”Nah, I did my job in Europe. I enjoyed it, I have 33 trophies that I brought with me here and hopefully I can get something here. And then we will see where that adventure finishes.”Ibrahimovic said he watches United’s games and he saw their 2-1 home defeat to Crystal Palace last weekend. He felt United were unlucky in that defeat.”I look, I look, I look,” he said. “I saw the last game and I think they were unlucky. If they score the penalty, it’s a different game but a game in England is not finished until its finished.”Anything can happen, especially in the last minutes where everything is in the heat of the moment.”It was Marcus Rashford who missed the penalty against Crystal Palace and Paul Pogba missed one in their 1-1 draw against Wolverhampton Wanderers the weekend prior to the last.Asked if Ibrahimovic stays in touch with Pogba, the MLS star said: “I speak with him. A lot of advice I give – but nothing I share with you!” Get the best of News18 delivered to your inbox – subscribe to News18 Daybreak. Follow News18.com on Twitter, Instagram, Facebook, Telegram, TikTok and on YouTube, and stay in the know with what’s happening in the world around you – in real time. footballManchester UnitedPaul PogbaPremier League First Published: August 28, 2019, 5:01 PM IST
We’re excited to announce Glassdoor has raised more than $50 million in a round of financing from some terrific new investors. The round is led by Tiger Global Management with additional funding from Dragoneer Investment Group along with our existing roster of investors: Battery Ventures, Benchmark, DAG Ventures and Sutter Hill Ventures.It’s been just over five years since Glassdoor launched, and we’ve seen how workplace transparency has considerably changed the way people search for jobs and how employers recruit top talent. With over 22 million members, Glassdoor has 5.7 million pieces of content for nearly 300,000 companies in more than 190 countries, including company reviews, CEO approval ratings, salaries, interview reviews and questions, company photos and more.With this new round, we continue to strengthen our foothold globally, helping even more people worldwide find jobs and companies they love. We want to thank you – our members – for helping us build a unique community that offers information and resources you cannot find anywhere else and brings transparency to the forefront of finding a job.From the beginning, Glassdoor has been focused on one mission: to help people find the jobs and companies they love. Ultimately, it’s about connecting the right candidates with the right companies. In doing that, we’ve built our platform to help employers recruit and retain the best talent out there, as this talent is now more informed than ever when making job and career decisions thanks to the information shared on Glassdoor. Glassdoor works with 1,400 clients to connect them with the best of the best using multiple recruiting solutions including our free employer account and Glassdoor Talent Solutions.We’ve come a long way since opening our doors to share data about jobs, companies and salaries, and we look forward to working with you to continue to make the world of employment more transparent.Read more in our press release.
In Recruiter.com’s recent article on why you can’t find a job and what you can do about it, Tony Beshara poignantly points out job searchers’ impediments to progress. His tips are must-reads. For example, he says most job seekers “don’t know what to do,” and while some might have a vague idea about writing a resume, most don’t know how to compose an effective resume that lands an interview.Further, Beshara pragmatically walks job seekers through four steps to seize control of the process. You can read the full post, here.In addition to Beshara’s pithy advice, three more gateways to your new job come to mind:1. Accept and act upon support, from (most) anyone who offers, and in particular those who are professionals in the careers industry. As career coach Mary Wilson shared, “People often do not want to do any work in connection with an offer of help.” As an example, continued Wilson, “A friend recently asked me if I could provide a professional critique of her friend’s resume. I agreed, looked at the resume and contacted the person for answers to some questions so that I could provide the most effective recommendations. Never heard back.”Don’t let this be you. While it may be human nature to dismiss or lazily ignore free offers, doing so has reverberating effects. Not only is it a missed opportunity that likely could help boost your job search to a new level (resumes are the heartbeat of job search conversations and done poorly, will derail best efforts), but when a friend (or in this case, a friend’s friend) expends resources, time and energy to make a connection with you, it is rude not to follow through. Eroding relationship bridges is not the best strategy for landing a new job.2. When you ask someone for their professional advice, respect it. Whether you agree—or disagree—you asked for their input, so graciously thank them and then move on. Nothing says you must incorporate their suggestion into your job search. However, if you find even one nugget of value in the advice, implement it immediately. If you are unsure of the value, or simply are fearful of acting upon it because it is out of your comfort zone, do it anyway. In many cases, an outside perspective is invaluable and will make an impact on speeding up your search efforts.3. Speaking of disrupting your comfort zone, do it daily. Whether it’s making one phone call to a networking contact or hiring decision maker, or attending an industry association luncheon where every face is unfamiliar, do it. In fact, getting uncomfortable, daily, should also include activities other than job-search, such as pumping iron at the gym. It is amazing what working out can do for your focus, confidence and decision-making abilities, which directly impacts a successful job search.Above all else, remember, action is a balm to fears. In job search, you must be acting, daily, to press through your fears and to achieve your goals. With just a single right-fit offer, you will cross the job search finish line
Not all jobs are posted on Internet boards or advertised in the newspaper. A slew of good jobs aren’t ever broadcasted to the general public, but that doesn’t mean you can’t break into this hidden market. Be forewarned: finding an unlisted position is going to take creativity and perseverance and much more than traditional networking.There are typically a few reasons companies won’t make jobs available to the public: the hiring manager doesn’t want to get bombarded with hundreds of resumes; they know they need to hire someone, but aren’t ready to articulate what the position will be; or they want to keep it ‘hush hush’ for competitive reasons. Either way, the employer knows it wants to hire someone and it’s your job to get them to hire you. “You have to view job seeking as a sales job even if you are applying for a secretary position,” says Gal Almog, Chief Executive of RealMatch, a recruitment technology company.Conventional wisdom will say that the best way to get those unlisted jobs is to network, network, network, but if you are networking with the wrong people, it won’t get you anywhere. Instead of general networking, it’s much better to do your homework and target the hiring managers.But even before you do that, Jack Chapman, a career coach and author of Negotiating Your Salary, How to Make $1000 a Minute, says you need to have clarity as to what kind of job you want to do. It’s not enough to say you want to be in sales, but you have to figure out the type of sales you like to do. Do you like to cold call consumers or are you better at building relationships with the middlemen? Once you figure out the type of position you want, it will be much easier to target the right person to get a job. “You need to be clear of what you want to do and who hires for that and you need to get in to see that person,” says Chapman.Getting in front of the person that could ultimately hire you works particularly well in the situation where the person knows it needs to hire someone, but hasn’t really articulated the position in his or her mind. Once you are in front of that person, you can plant the seed so when they are looking for someone they will think of you. “It’s really about being in the pipeline instead of getting the position immediately,” says Chapman. “Every manager worth his salt has a pipeline of people they know they could hire.”Building a relationship with the hiring manager in a company is the ultimate goal, but how you do it can be the challenge. RealMatch’s Almog says doing research on the Internet and using social networks like LinkedIn and Facebook are great ways to make a connection with the person that may ultimately hire you. Picking up the phone and calling the hiring manager or sending an email are also effective tactics, he says. Almog says to avoid the HR department because often times, HR will be an obstacle to getting in front of the hiring manager. “I suggest you be your own recruiter and initiate the call to the company,” says Almog, noting that once you make contact you have to sell yourself and say why you would be an asset to the company. For example if you are trying to land a software job, lay out how you can save the company money because your skill level makes you a much more productive employee. If you are going for a sales job, explain how you can double the sales of the company.Another way to get to know the hiring manager is to befriend the people who work for that person, says Terry Pile, Principal Consultant of Career Advisors. Called “surrounding the hiring manager,” the idea is to become friendly with those that work for the person so they can put in a good word or recommend you when a position opens up. Working as a temp through an employment agency will also give you access to unlisted jobs, she says.“If there is a company you want to work for, call the HR department and find out what employment agencies they use. Then sign up with the employment agency and let them know Company X is your first choice for an assignment,” says Pile.After you’ve made contact with the hiring manager, Chapman says one way to get in the pipeline is to provide the hiring manager with valuable information pertaining to the role you are trying to land. Chapman had one client who was looking for a property management position and put together a report on eight things to keep a property looking good and gave it to property managers he forged relationships with. Another in the trucking industry put out a report on ways to add $100,000 to the bottom line. “It helps you get visibility,” says Chapman. “It shows your expertise and is interesting, unlike a resume.”
No interview is alike. Depending on which company you are trying to get a job with, you may be faced with either a traditional, situational or a behavioral interview. While each one poses their own challenges, ever wonder why a company will go with one style over another?Lynley Williams, recruiting director for Progressive Insurance, which ranked 22nd on Glassdoor’s Top 25 Most Difficult Companies To Interview report, explains why the company uses the behavioral interview and sheds some light on what any interviewee should prepare for:What Interview Candidates Need To Know“With the behavioral interview you are looking at real world examples of specific skills,” says Williams, who says Progressive has been using the behavioral interview for at least 25 years. “We can see how well the past experience matches with what they are asked to do during the job interview.”The idea behind a behavioral interview is to focus on the job candidate’s experience, skills and knowledge based on how it relates to the job he or she is interviewing for. Companies that use this approach believe that past behavior is a good indicator of future performance. Within the behavioral interview, you could be asked a hypothetical question, a question about yourself and a ‘why’ question to learn more about your rationale in certain situations.According to Williams, the behavioral interview is a great way to dig into the past to get predicators of the future, which is why Progressive will ask questions specifically about the past. For instance, if you are interviewing for a sales job, the insurer may ask you about your most difficult sale and how you approached it. A general question, regardless of the job, may be to describe a time where you went above and beyond your job responsibilities in order to get a specific task completed. Williams says Progressive is also known to ask questions that may not put the candidate in the best light; for instance, ‘Describe a time you were faced with a stressful situation and how you reacted to it.’“The biggest reason we use behavioral is because it draws from the candidate’s own experience,” says Williams.Critical Thinking TestedWith a behavioral interview, there is no wrong or right answer, but Williams says there are things you can do to stack it in your favor.“The best way to prepare is to take the time to think about what you have done in the past and be able to articulate that well,” says Williams. “What we see sometimes is candidates tend to freeze because they haven’t prepped and are unable to present themselves in the best possible light.” Preparing is important, but being too polished could actually backfire because with a behavioral interview it’s not possible to give those canned answers when you are asked specifically about your past performance, says Williams.Know The CompanyIn addition to focusing on things you’ve done in the past, Williams says many job candidates are surprised when Progressive asks them about their knowledge of the company or what about the company attracted them to the job. Williams says it’s important to do your homework and learn as much as you can about the company, and then connect that to why you want the job in the first place.She says another area that many interviewees fall short is practicing ahead of the interview. According to Williams, candidates should practice with friends and record themselves so they can improve any weaknesses.“In this day and age, candidates absolutely have to do their research to find out about the company,” says Williams. “They have to prepare for the interview by practicing out loud and practicing with friends because practice overall helps them sound more polished.”While Progressive may have a tough interview process compared to other companies, Williams says it is not going to get harder because of all the information readily available on websites like Glassdoor.“We have had a consistent process in place for a long time and are very transparent about our behavioral process not only on the website, but with recruiters,” says Williams. “We are very much advocates for candidates to be prepped and know from the onset that the interview will be behavioral.”
We know our credit score when shopping for a new car and our buying power when purchasing a home, but when it comes to our value as employees, many of us have no clue of our worth. Sure we can get a sense of the salary different roles command, but how much someone should be valued at goes way beyond that.“Most people think about how much does the job pay but there’s so much more to it,” says Brian Mohr, co-founder and managing partner at Tempe, Arizona-based Y Scouts, a purpose-based leadership search firm. Job seekers and people contemplating a switch also have to think about what they bring to the table and how they will make a difference in the organization, he says.Rewind a couple of years and people would be happy to have a job, let alone a good paying one. Today, the job market is on the mend and for sought-after skills, there’s even a talent war going on. This means many employees are now in the driver’s seat.When it comes to determining your value, experts say the first place to start is examining the average salary for your profession and your years of experience. That isn’t difficult to do thanks to the plethora of information online. It also a good idea to check with your network and/or mentors to see what they think you’re worth.Your worth is based on much more than experienceOnce you have a sense of how much someone in your field with your experience makes, the hard work starts. That’s because there is a ton of value found in the non-quantifiable areas such as your innate capability and ability to learn necessary skills, as well as your cultural fit within the organization. According to Rya Conrad-Bradshaw, vice president, managing director, US Partnerships at Fullbridge, you can’t give these skills a score but they do increase your value to employers.Let’s say you’ve been a salesperson for more than ten years and were single handedly responsible for growing sales at double-digit rates at every company you ever worked for. At the same time, you are an extremely quick learner. That ability to pick things up is going to make you more valuable than someone who is slow to learn, even if he or she is a top salesperson. Same goes with your attitude. You may be great at what you do but if you don’t fit well with the company’s culture, it could be a waste of time for both sides.Perks can trump salary Companies don’t come up with a potential employee’s value by looking at their experience alone, and you shouldn’t only consider compensation when mulling an offer or applying for a position. Just like companies, weigh things like your ability to learn and fit into a company culture. You have to decide what’s most important to you.You have to weigh the other perks whether it’s a flexible work schedule, the ability to work from home, a short commute or a fast tracked career path, says Mohr. The salary may not be impressive but those things that improve your quality of life may matter more and thus carry higher value. “A lot of this is making a trade off,” says Mohr. “Would you take less money and in exchange for what?”Figuring out your worth is one thing, using it to your advantage is a completely different story. According to career experts, if you have an idea of your value you can use it to your advantage when interviewing and during salary negotiations. Not only will it give you confidence but by learning how much you should command, you also figured out your strengths and will be more prepared to talk about them, says Conrad-Bradshaw.At the end of the day one of the worst thing anyone looking for a new job or contemplating one should do is get hung up on the salary alone. Wearing blinders can prevent you from identifying a potential gem or taking a job that really does turn out to be too good to be true. “We wouldn’t recommend limiting your options or only applying for a job with a certain salary,” says Syed Hussain, vice president at Robert Half Finance & Accounting. “Candidates who have specialized skills in today’s market may be worth more than they think.”
23 hours ago 23h 23 hours ago 23h Director of Nursing/DON/CNE (Full Time) Genesis Healthcare Louisville, KY Registered Nurse Neonatal Intensive Care AdventHealth Shawnee Mission Shawnee Mission, KS 3.3★ 23 hours ago 23h Cardiology Invasive Specialist II Sign on Bonus $5 AdventHealth Tampa Tampa, FL 2.6★ APC-CONSULT LIAISON-CDS – PSYCH ASSESS & REF Presbyterian Healthcare Services Albuquerque, NM The toughest candidate you’ll ever face? It may just be the guy or gal sitting in the cubicle next to you — or the one who already works for your potential employer. Internal candidates, whether from your current company or your dream business, can be really intimidating. After all, they already know the ins and outs of the company, and could have built a relationship with the person you hope to one day call your boss. Of course, “external candidates bring a fresh perspective, which the company might want,” points out Sharlyn Lauby, president of consulting firm ITM Group Inc., founder of HR Bartender and author of Essential Meeting Blueprints for Managers. But there’s no guarantee that that alone will help you outshine competition from inside the organization — and faced with that dire idea, you may feel as if you’re set up to fail. But the truth is, that’s far from a sure thing — here’s how you can stand out against an internal candidate. 1. Focus on the JobIn other words, Lauby says, tough as it may be, “don’t make this a competition.” The application process is “about having the knowledge, skills, and abilities to do the job,” she says. So don’t spend your prep time obsessing over an internal candidate, or your interview trying to directly compete with him or her. Instead, “spend time during the interview talking about how the experience you’ve gained with other employers will benefit the organization,” Lauby recommends.11 Things To Never Say in a Job Interview2. Have a PlanOne advantage that internal candidate clearly has? He or she knows the inner workings of the employer, and that means “the company might want to know how you’re going to ‘get up to speed quickly,’” Lauby says. To answer that question, “think about how you might spend your first 90 days in the job and the things you would do,” Lauby advises. “Then, let the company know you’ve spent some time thinking about how to transition successfully,” and spill the details. 3. Remember the TeamIf you — the outsider — do prevail in the interview and snag the new position, don’t forget that you could soon be working alongside your previous competition, Lauby says. “If an external candidate is selected over an internal candidate, the new hire should be prepared to make building relationships a priority,” she says. “Be sure to bring up your team building skills in the interview.”How to Eliminate Job Interview Nervousness4. Set the ExampleIf you’re facing competition from inside your own ranks, try to remember that “you can only control you,” Lauby encourages, “meaning, if you’re competing against a coworker and they want to turn this into a competition, that’s their business. But you don’t have to play the game.” Instead, focus on the task at hand: being the best fit for the job no matter who else is vying for the title. “You have to decide what you’re prepared to do in order to get this job,” Lauby says. 5. Be YourselfGoing after the same job as your coworker may sound like a serious nightmare, but there is a silver lining to this tough situation: “The good news is the company already knows you and your skills,” points out Lauby. “It might be helpful to remind your manager about specific projects you’ve worked on or training you’ve taken, [rather than focusing] on the other person.” Like in any job interview, you should “let management know why you’re the right person for the job,” Lauby says.6. Congratulate the Other PersonIf the worst happens in your race for a new job against a current coworker, be gracious. “Regardless of the outcome, let the other person know that you respect the process,” advises Lauby. “You would want them to do that as well.” Plus, unless you plan to quit, “both of you still work for the same company, and could still be working together into the future,” reminds Lauby. 2.6★ Security Officer – Courthouse Allied Universal South San Francisco, CA Manager – Investment Operations/CCO Midland States Bank Delafield, WI 3.0★ Registered Nurse (RN) – Acute Inpatient – Short Stay Surgical – Full-time, Night Shift Greenville Hospital System Greenville, SC Certified Nursing Assistant (Full Time) Genesis Healthcare North Andover, MA Security Officer Allied Universal Oakland, CA 3.2★ RN Charge Nurse – MedSurg WellStar Health System Hiram, GA 4.4★ 3.7★ 23 hours ago 23h 3.0★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 3.4★ 23 hours ago 23h 3.6★ 23 hours ago 23h 23 hours ago 23h
Chelsea are set to fail with an ambitious move for the son of former Manchester City striker George Weah.The Mirror says Weah’s son Timothy is ready to snub a move to Chelsea to sign a permanent deal with Paris Saint-Germain.The 17-year-old has been with PSG since 2014.Chelsea had been keen on the teenager, with his father having played for the Blues in 2000.Another of Weah Snr’s former clubs AC Milan were also thought to be interested but Timothy will stay at PSG.
The agent of Atalanta fullback Andrea Conti says a move to AC Milan is now close.Atalanta are holding out for €30 million to sell Conti.“I’m very satisfied with the meeting,” Mario Giuffredi told the assembled media.“There’s still work to be done. Now Milan and Atalanta will have to talk to each other.”
Manchester United are preparing a bid for Roma midfielder Radja Nainggolan.Gazzetta dello Sport says United are willing to bid up to £40 million for Nainggolan.Manager Jose Mourinho is tracking Chelsea’s Nemanja Matic, who would cost around the same price, but United are keen on Nainggolan and are prepared to offer £125,000-a-week wages to secure his signature.Mourinho has already contacted people close to Nainggolan to express his interest in the midfielder.The player rejected the chance to join Chelsea last summer but may be tempted by the move to Old Trafford after three-and-a-half seasons at the Stadio Olimpico.
Michelle Murrain at Zen and the Art of Nonprofit Technology is hosting a carnival on “Nonprofit Data Management: from slips of paper to CRM.” I think that’s a good topic, so I’ve asked my esteemed colleague Cheryl Gipson who is Network for Good’s Director of Nonprofit Services to contribute the following post. When the full CRM carnival goes up on Monday, I’ll link to it so you can read what other folks think!Before I turn things over to Cheryl, I’d like to cover the basics. CRM means “customer resource management” — it’s software that allows you to centrally store and access information about donors or other constituencies. Why do you need this? So you can better organize fundraising data and more easily build a long-term, personalized relationship with donors. You can learn more at TechSoup about why you might want to get a database. If you’d like to get on Network for Good’s email list of free tips on CRM, email me at robinhood at networkforgood.org.Here’s Cheryl on how to actually get your donor database in place successfully. She offers a helpful checklist.Steps to a Successful CRM implementation from Cheryl GipsonConverting or implementing a CRM database is a big step for a nonprofit organization. Generally a conversion or implementation represents a sea-change within the organization, brought on by management changes, fundraising need, programmatic expansion, or extreme discontent with current systems. The data within a database is one piece of the data conversion pie, as the steps surrounding the data, and what the data represents (donors, money) are the life-blood of a nonprofit organization.A successful data conversion/implementation has several component parts:*If an implementation, a plan to establish workflow and data structures for processing incoming gifts and reconciling data with accounting *If a conversion, an established plan for how to maintain current workflow and data structures while the data is being converted.—Parallel processing: two systems are run simultaneously (legacy/new) parallel to one another with duplicate gift processing—Gradual Legacy Switch: the new system is established and people work in the new system with new data after processes have been established, keeping the legacy system running for old data. Legacy data is imported on a time-based plan—Planned Legacy Switch: a date is set for the new system to go live. Legacy data and systems are re-worked, a cut-off time is established for the old system, several test conversions are conducted, and the new system goes live. *A strong internal champion for the database project with a database administration background. This individual will work closely with the implementation consultant to implement new procedures, train themselves in the new product, document the procedures within the nonprofit organization and train other staff *A strong executive champion for the database project willing to understand the importance of investing time, money, and human resources into the success of the project *A fundraising database implementer who understands fundraising strategies, gift processing workflow, nonprofit accounting laws, and best-practice coding structures for development reports. They must also be technically savvy in multiple fundraising databases and understand how to write queries, import and export data, manipulate and “clean” data using tools such as Excel or Data Junction *A mutual understanding between the nonprofit organization and the database implementer that converting a database involves organizational change, and this can be stressful and threatening for employees. Both the database implementer and the nonprofit organization will need to establish in the project plan the metrics and deliverables that comprise success *Detailed procedures/documentation on the part of the database implementer for contact and gift counts. Verifiable data transfer is the metric that can be used for the client to understand the success of the conversion and helps to create confidence from both sides *Training of new procedures and workflow. This will be specific to each organization It is also worthwhile to note that the size of the database or the size of the organization do not diminish the complexity of a database conversion, because the issues of coding structures, workflow, fundraising practices, and accounting reconciliation are all the same. What’s different is scale. Small nonprofits are in the uncomfortable position of having to handle these issues without the same level of human or monetary resources enjoyed by large nonprofits.THE FULL CARNIVAL IS HERE if you’d like to read it.
ShareEmailPrint To learn more, read: Posted on October 16, 2015May 19, 2017By: Seth Cochran, Founder & CEO, Operation FistulaClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)I founded Operation Fistula to end obstetric fistula. While an ounce of prevention is worth a pound cure, the multitude of direct and indirect causes seemed too difficult to change. But treatment had a clear need and compelling impact.Nearly all women who get fistula will never have the opportunity to have a surgical repair, leaving them incontinent and shamed by their community. To improve the capacity of fistula surgeons and get more women the treatment they need, we started a pilot program that provided conditional cash transfers to African fistula surgeons who were beyond the reach of funders. Along with the funding, we designed and provided safety and quality protocols and developed a one-page patient data form to also build technical capacity. As surgeons treated patients, they sent in photos and data forms and we sent them unrestricted, output-driven funding.Very popular with surgeons, our program exploded beyond our initial goal of 5 partnerships in 3 countries to treat 200 patients. After additional rounds of funding, we closed our 2-year pilot program with 21 surgeons in 4 countries who treated 752 patients. Our cost efficiency put us at the same price point as vaccines in terms of cost-per-DALY-averted.However, the most stunning performance statistics were related to the causes of fistula. We have always assumed that fistula happens because women cannot or do not reach a facility. But in fact, 77% of the patients we treated developed fistula when they delivered at either a hospital (63%) or health center (14%). The numbers imply issues of timing and/or quality.In fact, 13% of our patients had their fistula caused by surgery. Digging into the data reveals even more troubling insight. Of the 133 women who had a hospital-based Cesarean delivery, 28% had their fistula caused by the procedure, termed iatrogenic fistula. Hysterectomy showed a similar causal contribution, creating fistula in 36% of women receiving this procedure.This alarming data caused us to reconsider our approach to ending fistula. Prevention suddenly became far more tangible. By improving the quality of Cesarean delivery, we could not only prevent fistula by relieving obstructed labor, we could also reduce cases of iatrogenic fistula. Furthermore, capacity for obstetric surgery would also create better fistula surgeons.The Lancet Global Surgery commission report added enormous wind to the sails of our new inspiration, making a compelling case for global surgical capacity. But while the report explains what the world should do at a high level, it is a bit light on the details of exactly how.We developed an idea for how to build surgical capacity and shared the concept with the Ministry of Health in Madagascar, where we’ve worked the last couple years. They loved the idea and we left the country with an agreement to roll it out in two regions.To finalize the details of our action plan, we studied everything we could find that had any link to the future we wanted to build. But as the old Chinese proverb says “A single conversation across the table with a wise man is better than ten years’ study of books.”The best way we could think of to find wise people who knew about maternal and child health was to attend the preeminent conference on the subject. Enter GMNCH2015.However, finding the truly wise people amongst the masses of convention is actually quite challenging. While, I’ve recruited some of my wisest advisors from the podium, the speaker population is not the only source of wisdom. In fact, recent experiences have taught me the power of finding wisdom in the questions asked and comments made by people in the audience.So all of this is to say that if you see me in Mexico City and I start asking you a bunch of crazy questions, please be patient. You are indeed one of the wise ones whose conversation will most certainly help us build the future.Photo: “Africa Partnerships Hamlin Fistula 12” © 2009 Lucy Perry/Hamlin Fistula Relief and Aid Fund Australia, used under a Creative Commons Attribution license: http://creativecommons.org/licenses/by/2.0/Share this:
Thanks to everyone who participated in our freelance tax webinar!Did you miss it? Not to worry! You can watch it at your leisure:Some of the topics we covered:How changes to the tax code affect freelancers in 2018Common mistakes freelancers make on their taxes – (including areas of inappropriate and missed deductions)Sole Proprietor, LLC, S-Corp, C-Corp differences and advantagesImportant deadlines for reporting, filing extensions, and paying estimated quarterly taxesBest practices for saving receipts( When reporting in multiple states is requiredStay tuned for more tax info and helpful resources on the Freelancers Union blog!Paid advertiser disclosure: Freelancers Union will receive compensation that may impact how and where offers like this one appear. Not all investment advisers or available IRA offers are shown.
This is a post from a member of the Freelancers Union community. If you’re interested in sharing your expertise, your story, or some advice you think will help a fellow freelancer out, feel free to send your blog post to us here.Is creativity innate? Well, maybe to a degree, but a master’s degree in creativity is earned with lots and lots of work. As we’re not poets living on thin air, but professionals who need to deliver, often on very short deadlines, we can’t wait for inspiration.In this sense, creativity rhymes with study, application, commitment, focus. You need to try, retry, then try again. Do some brainstorming. Then streamline, simplify, trim, keeping only the most valid options and refining them some more.As all who work in copywriting or, like me, deal with marketing and creative translation, know well, often the big issue is getting ideas out on the page.But are there a few tricks for those days when even writing the shopping list seems a really hard task?Well, the answer is yes–luckily for all of us. Let’s see a few examples.Take your timeThe first advice would be to get enough time to do the job properly, keeping in mind the most creative ideas often pop up when you’re not at your desk and are doing something else completely.Do something elsePersonally, when I’m stuck, that’s exactly what I do, even if for just ten minutes. If I give myself a break, even a short one, my mind starts working in the background–like an app!–and often the right idea comes up, sometimes completely unrelated to all the options I had foreseen before.Take a hikeGoing for a walk may be of help. In this case, I find the app JustWrite quite useful, as you can record voice messages and then send them to yourself in a text message.The link between walking and creativity is not new: according to a study conducted by Stanford University, walking can help increase creativity by up to 60%. Steve Jobs knew that very well, as his well-known walking meetings can testify. But also Henry David Thoreau: “Me thinks that the moment my legs begin to move, my thoughts begin to flow.”MeditateA short session of mindfulness is another practice which many creatives find useful, to clear the mind and start afresh.DoodleOthers favour doodling or colouring. Or simply aimlessly navigating the web, from click to click (in this case, try and give yourself a strict time limit, for instance 10 minutes, to avoid emerging 2 hours later…).Drawing mental maps and following the associations coming out of this exercise can also be very helpful.The idea is to refresh the mind with something not work-related, even just for ten minutes or so. And to start afresh with new vigor and, what matters most, ideas.I’d say everyone has their own winning formula to spur creativity, especially when you start getting experienced at what you do, better understanding how your mind works under stress and what you can do to relieve it.But it is fair to say that every formula consists of a bit of talent and a mountain of work, with some smart practices thrown in to promote creativity when you need it.And above all, when your clients do.I am an Italian specialist in marketing, creative and legal translation and editing. I put my many years of experience to the advantage of my clients by creating texts resonating with the Italian-speaking audience and making brands locally relevant. Connect with me on LinkedIn and Twitter or visit my website (https://www.lauracattaneo.eu/).
Executive SummaryIn May we hosted our first digital education for nonprofits workshop (‘the den’) at our headquarters in New York City. We welcomed nonprofit marketers spanning various verticals and organizations that do good for a day of programming designed to share best practices and tricks of the trade for being smart, nimble nonprofit marketers in the digital age.To help extend the content covered at the den workshop beyond the event, we’re sharing a top-level guide to some of the insights, tools and best practices covered during the day. Additionally, those interested in the den can watch archived videos of the livestream on the event’s Facebook page.
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Originally published Dec 8, 2014 11:00:00 AM, updated February 01 2017 Content Creation Don’t forget to share this post! AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to Email AppEmail AppShare to LinkedInLinkedInShare to MessengerMessengerShare to SlackSlack Topics: Almost immediately after “selfies” became a thing, people started bashing them. And sure, that kind of makes sense – there’s something mockery-worthy about taking lots of photos of yourself.But if selfies are so silly, why do they get so much social media engagement (likes, retweets, etc.)? I have a couple of theories, and I’m going to share them with you.1) People like peopleAh, humans. We’re just naturally social, and we want to look at other people (and ourselves – hence the selfie). What other explanation could there be for TMZ?Online, selfies and pictures of people in general get more engagement in the form of likes and comments. A Georgia Institute of Technology study found that Instagram pictures with human faces are 38% more likely to get likes and 32% more likely to get comments than photos with no faces.Social media itself fulfills the need and desire to connect with other people, and it’s easier to do that when you’re looking at an actual person rather than a picture of someone’s lunch order. Basically, this theory boils down to “Hey, look – you have eyes and ears and a nose just like I do! We should be friends!”2) You’re really real!Socialmedialand is a place where we can connect with new people every day, many of whom we don’t know in real life.In any case, pictures of your face allow all people to connect or reconnect with you as a person instead of as a tweet or Facebook post. Sharing selfies is a way of saying, “Hello! This is me, @DrifterMama, and I’m more than just 140 characters of text. I’m a person, too!”Seeing the faces of your virtual friends (which I have more of than real friends) helps you connect with them on a personal level, rather than follow them as a faceless feed of information.3) It’s all about the context, babyThe context of your selfie could also be the reason it’s getting a fair amount of engagement. Are you at #Bonnaroo, or is it your #Birthday? Maybe it’s #TBT (Throwback Thursday) or the ever-popular #MCM/#WCW (Man Crush Monday/Woman Crush Wednesday)?The context, of course, doesn’t have to be connected to a popular hashtag. Life events can impact engagement more than attaching your selfie to a trending topic. Celebrating an occurrence in the moment tends to spread more virally, whether it’s a newly-adopted pet or just an amazing summer day.The context of the image makes people feel good and relate the image to their own lives, compelling them to engage with the photo. Creating context around a selfie makes it feel less like a plea for attention, and more like you’re telling a story.The end… or just the beginning?A lot has been written about improving your selfies, and in my opinion, this post by Dan Zarrella on “The Science of Selfies” is the best of the bunch. In it, he breaks down data from over 160,000 images with the #selfie tag and points out which colors, filters, and hashtags result in the most likes. It’s a great read that helps us understand the psychology behind why people like selfies, and what pushes them over the edge into selfie-hate.Whether you’re snapping a picture of yourself with a friend during a night out or sharing a new hairstyle, selfies have become a staple of social media sharing. After all, if you didn’t take a selfie, how will you prove that it really happened?What are your theories on why selfies are so popular?