first_imgArchDaily Save this picture!© Jasmin Schuller+ 16 Share ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/94148/villa-3s-love-architecture-and-urbanism Clipboard Austria Villa 3S / LOVE architecture and urbanism Architects: LOVE architecture and urbanism Area Area of this architecture project Photographs:  Jasmin SchullerText description provided by the architects. Villa 3S is located on a picturesque property on the fringes of Graz Geidorf. One of the fundamental ideas was to incorporate the relatively large property into the living space. Therefore, the design blurred the boundaries between house and garden creating fluid transitions and an extended exterior living space. The relatively strict land-use plan, which stipulated a saddle roof with a designated inclination, presented a further challenge. The roof form begins by folding on the southern terrace continues up and over the building structure and thereby forms an abstract saddle roof. This folding spatially differentiates the individual areas providing excitement. This also creates unique views from every angle of the home.Save this picture!© Jasmin SchullerRecommended ProductsDoorsRabel Aluminium SystemsMinimal Sliding Door – Rabel 62 Slim Super ThermalDoorsGorter HatchesRoof Hatch – RHT AluminiumDoorsSky-FrameInsulated Sliding Doors – Sky-Frame ArcDoorsAir-LuxPivoting DoorThe architects describe the house as, “Simple yet complex; clear but also playful; light and optimistic; small yet also big.  A place that is architecturally distinct, yet eminently livable; unconventional and unique, and still functional for everyday living.” Save this picture!© Jasmin SchullerThe interior of the house is centered around one main room for cooking, eating and living. When open, large sliding doors between the individual rooms connect a fluid, complete spatial structure. With the sliding doors closed, each room maintains its intimacy and distinctiveness and also extends to its own outdoor area or access. For example, the bathroom has its own opaque terrace with an outdoor shower, which can be converted to an interior room with the use of broad folding doors. Weather permitting, the bathroom space can be doubled in this way. Save this picture!© Jasmin SchullerThe building is a massive brick construction with concrete walls and a reinforced concrete roof. This roof also serves as a thermal storage mass to provide a pleasant indoor climate and is covered with wood outside. This shades the planking and visually blends the terrace and roof into a unified whole.Save this picture!© Jasmin SchullerProject gallerySee allShow lessMinimal Complexity / Vlad TenuArticlesHolcim Awards Juries Showcase Leading Experts on SustainabilityArticles Share Area:  145 m² Year Completion year of this architecture project ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/94148/villa-3s-love-architecture-and-urbanism Clipboard Photographs Projects Villa 3S / LOVE architecture and urbanismSave this projectSaveVilla 3S / LOVE architecture and urbanism Year:  2010 Houses “COPY” “COPY” CopyHouses•Graz, Austria CopyAbout this officeLOVE architecture and urbanismOfficeFollowProductConcrete#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesGrazHousesAustriaPublished on December 09, 2010Cite: “Villa 3S / LOVE architecture and urbanism” 09 Dec 2010. ArchDaily. Accessed 12 Jun 2021. ISSN 0719-8884Read commentsBrowse the CatalogHandshowerhansgroheHand ShowersVinyl Walls3MVinyl Finish- DI-NOC™ Glass FinishPartitionsSkyfoldIntegrating Operable Walls in a SpaceCommunications2NIntercom – 2N® IP VersoCurtain WallsIsland Exterior FabricatorsPace Gallery Envelope SystemMetal PanelsTrimoModular Metal Wall – Qbiss OneConcreteSika3D Concrete PrintingMetal PanelsLorin IndustriesAnodized Aluminum – Gun Metal Grey with Arconic Tectur-Al™GlassDip-TechCeramic Printing for Public TransportationBeams / PillarsBlumer LehmannTimber Construction in Cambridge MosquePorcelain StonewareCeramiche KeopeCeramic Tiles – 9Cento MosaicTiles / Mosaic / GresiteRakoFloor and Wall Tiles – Serie PiazzettaMore products »Read commentsSave世界上最受欢迎的建筑网站现已推出你的母语版本!想浏览ArchDaily中国吗?是否翻译成中文现有为你所在地区特制的网站?想浏览ArchDaily中国吗?Take me there »✖You’ve started following your first account!Did you know?You’ll now receive updates based on what you follow! Personalize your stream and start following your favorite authors, offices and users.Go to my streamlast_img read more

first_img About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving. Howard Lake | 4 September 2009 | News AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Tagged with: corporate Ireland Convenience store chain Mace is inviting charities to pitch to become a long term charity partner in Northern Ireland.Mace the Musgrave Retail Partners brand is seeking a long term, mutually beneficial partnership as part of its corporate responsibility programme. The 175 Mace stores in Northern Ireland will get behind the successful cause. Sponsorship and marketing support will also be available.Charities will need to work across Northern Ireland with young people in any field, including sport, health, music or education, or help young people play an active role in society. Advertisementcenter_img Mace seeks charity partner  25 total views,  1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Submissions should highlight:* Background to organisation* The service/programme which requires support* What level of funding is required annually for up to 3 years* How Mace stores can directly link with the campaign locally* Public relations opportunities available for the partners* Suggested partnership mechanisms, including account management* Potential programme development over a 3 year period* Your experience of working with companies at this levelCharities interested in a partnership with Mace should send a proposal (Word document up to 3,000 words) to Joe Braden at [email protected] by 12 noon on Friday 18 September 2009.last_img read more

first_img SHARE Indy 500 Milkmen go from Dairy Farm to Big City Media Blitz Previous articleCorn Ethanol Getting Even Better at Reducing GHG EmissionsNext articleDairy and SNAP Dominate House Farm Bill Mark Up Andy Eubank By Andy Eubank – May 15, 2013 Facebook Twitter SHARE Milkmen ready for Indy 500In a lifetime full of memorable years, 2013 should be near the front of the pack for Indiana dairy farmer from Fountain City Duane Hill. He was the rookie Indy 500 milkman last year which means after this year’s race as head milkman he has the honor of delivering the bottle of milk to the winning driver. Then he’ll retire at the end of year, and it’s a hard profession to walk away from.“It’ll be tear jerking,” he said. “I’ve sold out a couple other times and started over again and tears always come from the eyes. It’s a very loving tradition and really the old milk cows always made us a living and we need to give her one.”Hill took HAT through the many changes in his industry over the years, “major changes” as he calls them.“I can remember when my grandfather milked cows and he milked them by hand even. Then when the milkers came and the cream separators, and the greatest change I always thought was when the milking parlors came in. you didn’t have to stoop down or squat down to milk cows anymore and it was much faster.”The tradition of milk in victory circle at Indy dates back to 1933 but last year was his first at experiencing it up close.“Oh, it was great! It was a lot of fun and what a pleasure to represent the dairy people of Indiana. What a great experience to hand that milk to the winning team.”Rushville, Indiana dairy and grain farmer Ken Hoeing takes the rookie milkman spot this year.“I’m looking forward to learning everything that there is to learn about it. Duane’s a good teacher and it’s quite an honor to represent all of the dairy industry.”Wednesday was a packed Indianapolis area media tour for the milkmen and others at Milk Promotion Services of Indiana. In addition to race day festivities they’ll host the annual Fastest Rookie luncheon next Tuesday.See Duane and Ken in the video section of our smart phone app for iPhone and Android, and hear more in the HAT interview:Meet Duane and Ken Facebook Twitter Home News Feed Indy 500 Milkmen go from Dairy Farm to Big City Media Blitzlast_img read more

first_img GMO Labeling Bill Will Pass Senate While lobbyists continue to pressure the U.S. Senate this week to consider the GMO labeling compromise introduced by the Senate Agriculture Committee, the committee’s ranking Democrat says the bill is more likely to pass after July 5th. Michigan Senator Debbie Stabenow says the compromise between her and the Senate Agriculture Committee Chair Pat Roberts “will have the votes” when it comes up for consideration by the Senate. Still, even though some Democrats have said they will back the bill, it is unclear whether it has enough votes. Vermont Senator Bernie Sanders announced this week he plans to put a hold on the bill.Other Democrats want the bill to include mandatory on-package requirements, rather than giving food manufacturers the option of on-package labels, or smart labels that direct consumers to more information. However, it is not too late for lawmakers to preempt Vermont’s GMO labeling mandate. Though the state law takes effect Friday, the Vermont attorney general has said he will not start enforcing the law until the beginning of 2017.Source: NAFB News Service By Hoosier Ag Today – Jun 29, 2016 Facebook Twitter Previous articleClosing CommentsNext articleNobel Prize Winners Urge Greenpeace to End GMO Opposition Hoosier Ag Today SHARE SHARE Home Indiana Agriculture News GMO Labeling Bill Will Pass Senate Facebook Twitterlast_img read more

first_imgTwitter Alexis Guerrerohttps://www.tcu360.com/author/alexis-guerrero/ Facebook Facebook Alexis Guerrero is a junior sports broadcasting and journalism double major from Fort Worth, Texas. She is a dog, baseball, and pizza enthusiast. Linkedin Hector Gutierrez’s worldly experience has helped establish Beach Volleyball Dean of Admission reflects on university’s growing recognition Welcome TCU Class of 2025 Linkedin Alexis Guerrerohttps://www.tcu360.com/author/alexis-guerrero/ Derrick Mokaleng has many layers to his success + posts center_img Alexis Guerrero Alexis Guerrerohttps://www.tcu360.com/author/alexis-guerrero/ World Oceans Day shines spotlight on marine plastic pollution Twitter ReddIt ReddIt TCU places second in the National Student Advertising Competition, the highest in school history Previous articleTCU alum survives full 40 days on MTV’s ‘Stranded With a Million Dollars’Next article10 Frogs earn Academic All Big-12 Alexis Guerrero RELATED ARTICLESMORE FROM AUTHOR Where to watch Super Bowl LIII in Fort Worth printTCU Baseball took game one of a three-game series against Texas Tech in Lubbock, but was unable to hold onto a late lead in game two before losing by 18 runs in game three en route to a 2-1 series loss. TCU is now 31-11 on the season.Friday April 28: TCU 4, Texas Tech 1 No. 2 TCU defeated Texas Tech 4-1 Friday night with the help of Nick Lodolo’s pitching at Rip Griffin Park. A two-out hit-batter in the first turned into TCU’s first run of the game. Evan Skoug took the pitch off the shoulder and advanced to scoring position on a wild pitch. Luken Baker’s single through the left side made it a 1-0 game. TCU lengthened its lead in the fourth when Michael Landestoy doubled to right field and was able to score on a sac fly from Ryan Merrill.Texas Tech threatened against Lodolo in the fourth inning with loaded the bases with no outs. Hunter Hargrove’s single put the score at 2-1 and an intentional walk loaded the bases again for the Red Raiders, but a 6-4-3 double play kept the Frogs in the lead.Cam Warner and Evan Skoug singled up the middle in the seventh before a wild pitch allowed Warner to score.  Skoug then scored on a sac fly from Josh Watson to give the Frogs a 4-1 lead. Lodolo (5-1) dominated the mound for the Frogs in a career-high eight innings, limiting the Red Raiders to just seven base runners in the game. A pair of double plays helped Lodolo finish the game with only four hits and four strikeouts. Durbin Feltman struck out the side in the ninth to pick up his career-best 10th save of the season. Sunday April 30 (rescheduled Sat. game): Texas Tech 6, TCU 4Due to inclement weather that passed through the Lubbock area, Game 2 between No 2. And No. 6 Texas Tech was suspended in the bottom of the third with TCU leading 2-1. The game resumed Sunday morning at 11 a.m. The Red Raiders rallied back with three runs in the sixth inning to take a 6-4 victory over the Frogs. Texas Tech took advantage of a bases-loaded wild pitch with two outs to make it a 1-0 game early, but The Frogs responded in the second with a lead-off home run from Luken Baker. TCU grabbed the lead in the third when Evan Skoug scored on a throwing error by the Red Raiders’ second baseman as they tried to complete an inning-ending double play. After Texas Tech scored on another wild pitch to tie the game in the bottom of the fourth, TCU rebounded with two runs in the fifth. Skoug singled up the middle to bring in Austen Wade. Baker hit a sac fly to add another run and push the score to 4-2. Texas Tech, however, scored two of its runs in the game on a pair of two-out wild pitches. and the Red Raiders soon launched a solo home run in the fifth to inch within one run. A three-run home run in the sixth from Brian Klein erased the deficit for a 6-4 lead. Texas Tech’s bullpen kept the lead secure only allowing five base runners over the last four innings of the game. Sunday, April 30: Texas Tech 21, TCU 3Texas Tech scored runs in every inning en route to handing the Frogs a 21-3 loss in seven innings in Game 3 of the series.  TCU jumped to an early lead in the first. With bases loaded, Cam Warner sac flew to bring Austen Wade around. A two-out infield single from Nolan Brown drove in Connor Wanhanen for a 2-0 lead. But Texas Tech retaliated and held no remorse. A ground out with the bases loaded made it a 2-1 game. Orlando Garcia’s two-run single to left put the Red Raiders at a 3-2 lead.The Red Raiders poured on the offense throughout the game, adding numerous runs in four of the next five innings. Texas Tech faced six TCU pitchers but still batted around in scoring five runs in the third and seven in the fourth. A pair of throwing errors allowed TCU’s only other run of the game to score. The Frogs had runners on base in all but one inning, but couldn’t get the hits to score runs. Twelve runners were stranded by TCU.The last time the Frogs allowed 20 or more runs was on April 12, 2005 in a 20-10 loss at Oklahoma.With the loss, TCU fell to 31-11 overall and 12-6 in Big 12 play, leaving Lubbock with a one-game lead atop the Big 12 standings. The Frogs return to Lupton Stadium to resume the March 21 matchup against Abilene Christian. The teams will resume the game with two outs in the top of the fifth and TCU batting with a 2-0 lead. Alexis Guerrerohttps://www.tcu360.com/author/alexis-guerrero/last_img read more

first_img Data Provider Black Knight to Acquire Top of Mind 2 days ago in Daily Dose, Featured, Loss Mitigation, News, Print Features Data Provider Black Knight to Acquire Top of Mind 2 days ago Previous: Additional $63M in Aid Approved for Puerto Rico Next: Studying Foreclosure Numbers in New York City February 12, 2020 2,943 Views Servicers Navigate the Post-Pandemic World 2 days ago Related Articles  Print This Post Denis Brosnan is the President and CEO of Dallas-based DIMONT, a provider of specialty insurance and loan administration services for the residential and commercial financial industries in the United States. Additional information is available at www.dimont.com. Servicers Navigate the Post-Pandemic World 2 days ago A Proactive Approach to Loss Mitigation Governmental Measures Target Expanded Access to Affordable Housing 2 days ago Loss Mitigation 2020-02-12 Denis Brosnan Editor’s note: This feature originally appeared in the February issue of DS NewsDuring the 2010s, our industry saw foreclosures fall to record lows as the economy experienced a full decade without a recession. At the same time, however, residential properties were negatively impacted by a host of natural disasters with a scope and frequency not seen before. As we now transition from one decade to another, servicers are sensing the inevitable impact of a future economic correction paired with a predicted continuation of severe weather events nationwide and are working to proactively evaluate the potential impact on loan portfolios.The reality today is that servicers face significant risk in expeditiously managing the liquidation of distressed properties due to a number of different types of claims, each with its own unique, strict requirements—all adding to the complexity of the filing process. Those with FHA loans in their portfolio are impacted most as FHA home retention (incentive) claims and home disposition (foreclosure) claims are among the most scrutinized investor claims. Of these, approximately six out of 10 claims filings are deficient due to either inappropriate depletion of escrow funds or claiming inappropriate expenditures, resulting in the assessment of monetary penalties by the Department of Housing and Urban Development (HUD).The result is almost $9,000 on average in loan-level losses per file due to FHA claim filing errors—errors that HUD often converts into fines since submitting inaccurate claims for reimbursement can be viewed by HUD as fraud. In instances such as these, the loss is then multiplied by the number of non-performing loans within the servicer’s portfolio.In many cases, these errors, fines, and inefficiencies are largely avoidable. The majority of loan-level losses stem from the failure of either internal staff or outsourced claims service providers to perform effective due diligence of the circumstances of the case file. Losses can also occur from the filer’s lack of knowledge of reimbursable items, mistakes in proper identification of the appropriate automatic interest extensions (i.e., an interrupted foreclosure sale due to bankruptcy or loss mitigation actions) or the servicer failing to utilize HUD-approved extensions where applicable.To counter this threat, many servicers are leveraging a mortgage loss analysis strategy to support final review of case files from default through final disposition of investor claims. In mortgage servicing, “loss analysis” generally describes the final review of the case file from default through final disposition, performed to ensure that all available funds have been recouped. The process includes an evaluation of accrued interest and whether FHA timeframes were met; identifies gaps in upstream processes, vendors that may consistently cause losses, and/or any opportunities to recover additional funds. In many cases, missed reimbursable items can be recouped through supplemental claim filings or by tapping into available indemnities of service providers.This ensures that all available funds have been recouped from either the guarantor (GSE) or the insurer (FHA or MI carrier), as it relates to the claim itself. Doing so positions servicers to recoup any reimbursable expenses that were missed during the initial claim filing, as well as provides a feedback loop to servicing managers to improve their internal processes and the provisioning of third-party services on non-performing loans.Perhaps more importantly from a strategic planning perspective, data analytics enables servicers to better identify problematic patterns that once remedied, can prevent costly future error duplication in claims filing and within the default loan servicing process. Success, of course, lies in appropriate training, technology and quality control processes and procedures. Too often, those filing loan claims (whether on staff or outsourced) are unaware of generating recurring errors or, alternatively, if motivated by production, tend to be less interested in recuperating the maximum allowable reimbursements than in simply completing the largest number of claims.There are some proven steps that servicers can take to improve their claim recovery efforts, including:Having appropriate documentation—Often, the root cause of a loss lies within the billback process, which makes proper documentation and tracking crucially important. There is no small amount of documentation required, as every block and expenditure reflected on the claim must be supported. Loss analysis reviews usually expose deficiencies in a servicer’s documentation, enabling supplemental claims for these items and pinpointing areas in technology, training, or processes that require improvement.Understand the rules on reimbursable items—Due to the complexity of the FHA claims process, servicers or their claims service providers often either neglect to claim reimbursable items or fail to claim the appropriate amounts. This demands a proper review of not only unclaimed items, but also ensuring that reimbursable items were properly documented and billed. Servicers and investors need a full breakdown of the total interest loss (note rate vs. debenture rate), itemized corporate and escrow disbursement losses, reasons for each loss, and potential vendor bill back opportunities. Common non-reimbursable items can include: occupied property inspections without supporting documentation or where there was contact with the borrower; escrow disbursement for hazard insurance when the declaration pages did not support the period coverage or the correct amount of the policy; and/or over-allowable property preservation expenses claimed without the appropriate HUD approval.Adherence to HUD’s timeframe for filing claims—This seems simple, but servicers often underestimate how rigorous the claims guidelines are. Staying within HUD’s timeframe for filing claims is crucial for servicers looking to avoid curtailments of interest and expenses. Servicers must also determine whether a missed timeframe deadline indicates a lack of knowledge by claims filing staff or simply a processing mistake, and then takes steps to address it.A well-executed mortgage loss analysis provides access to loan-level data that is often buried within multiple levels of service transfers and documents usually housed within different systems. That claim data is then carefully evaluated to determine if each line item was paid in full or curtailed. If curtailed, the expressed reasoning (whether interest calculations, recoverable expenses, non-recoverable/over-the-allowable expenses, etc.) must then be verified against FHA guidelines and regulations. Finally, reconciliation file documentation is required on confirmed losses and follow-up actions to recoup additional funds through supplemental claims or indemnity requests. All of this must be appropriately constructed for audit purposes later.According to the FHA’s Single-Family Loan Performance Trend Report, it takes servicing companies an average of 12 months to convey a foreclosed property to the FHA, yet nearly 80% of FHA claims filed received an interest curtailment penalty because of a missed timeframe. Given the opportunity for extensive loan-level losses from incorrect FHA claims filings and the prospects of penalties for fraudulent claims, servicers are correctly concerned about the issue. While mortgage loss analysis can be a complex process to execute properly, there is value in servicers gaining a detailed look into each loan, finding gaps in upstream processes, recognizing vendors that consistently cause losses, and identifying opportunities to recover additional funds. Doing so positions servicers to maximize recouped expenses and avoid the costly, systemic errors that generate penalties repeatedly over time.center_img Tagged with: Loss Mitigation Demand Propels Home Prices Upward 2 days ago The Week Ahead: Nearing the Forbearance Exit 2 days ago Demand Propels Home Prices Upward 2 days ago The Best Markets For Residential Property Investors 2 days ago Governmental Measures Target Expanded Access to Affordable Housing 2 days ago Sign up for DS News Daily Share Save The Best Markets For Residential Property Investors 2 days ago Subscribe Home / Daily Dose / A Proactive Approach to Loss Mitigation About Author: Denis Brosnanlast_img read more

first_imgbenoitrousseau/iStock(NEW YORK) — While the Northeast and Midwest are experiencing record-breaking cold, dog sledding fans are struggling with warmer temperatures in Alaska.Jennifer Hawks of Willow, Alaska, is the media communications coordinator for the Joe Redington Sr. Knik 200 race. For mushers around the world, it’s an important race, often used to qualify for the Iditarod or Yukon Quest.Hawks lives in what she calls a “semi-remote area of Alaska,” where she lives a “subsistence lifestyle.”She told ABC News’ “Start Here” podcast on Thursday she has about a half a moose, a year’s supply for her, hanging in her yard right now.“Normally, when Alaska is acting like Alaska, I usually just hang the meat from a meat pole in my side yard all winter long,” Hawks said. But this year, she said, the January air is too warm to keep raw meat — and it’s way too hot for mushing.She said it’s the latest in a pattern of rising temperatures changing the Alaskan way of life.The Knik 200 is “the first real big race of the season,” Hawks said. Traditionally, it’s the first weekend in January, and all conditions on the trail must be precisely right for the safety of the mushers and dogs.“Not only do we need snow on the trail, we need the trail not to be ice — because you don’t want the dogs to cut their pads on the ice. You don’t want them running too fast. And you also need to make sure that the thickness of the ice on the lakes is sufficient for all the teams,” Hawks said.That ice needs to bear the weight of about 40 racing teams — up to 12 dogs per team, plus the musher, plus the weight of the sled.“The trail will degrade over time, with each passing team,” Hawks explained. These conditions are put in jeopardy when the temperatures rise above freezing.Hawks said the Knik and other races are desperately trying to keep up with the problems as they arise.“We have routes, and we have alternate routes, we’ve moved the race this year — we postponed the race until February,” she said. “And then we realized there was already open water up to one of our checkpoints. It’s just not safe.”With a warm stretch moving in, Hawks decided to cancel the race altogether.“We knew, OK, this isn’t going to work,” she added. “It’s already not safe. It’s just going to get worse.”She saw the danger of the weather’s effects earlier this winter when two snow mobile riders died on a major lake.“They live there, and they fell through the ice,” Hawks said. “It’s a real threat.”Meanwhile, the continental U.S. is enduring extremely cold weather — Chicago had a minus-52 windchill on Wednesday and more than a dozen people have died in connection to the frigid temps.“Ironically, you know the folks in the lower 48 who are not prepared for these colder temperatures are actually experiencing much colder the weather than we are right now,” Hawks said.As for marquee races like the Iditarod, “I don’t know what they’re going to do this year,” Hawks said. “They may not even know yet. The weather is just crazy from one day to the next. You don’t know. We’re about to enter into another cold spell again this week. So who knows what’s going to happen now.”The Knik tracks “mushers from literally all over the world,” she said. “And we have people coming from a long distance and it’s very expensive for them to travel here for this race.”Hawks said the unpredictable conditions are “brutal” for teams because many rely on the Knik trails to give their dogs a test run or ease them into racing to prepare them for larger races like the Iditarod.Climate change may permanently affect dog sledding, and many fans could struggle to accept that, she added.“I don’t think people really want to look at ‘What is the future of sled dog mushing in Alaska?’ because it’s not only a lot of mushers’ livelihoods, it’s their passion,” Hawks said. “They live and they breathe it.”This story was featured in the Friday, Feb. 1, 2019, episode of “Start Here.”“Start Here” is the flagship daily news podcast from ABC News — a straightforward look at the day’s top stories in 20 minutes. Listen for free every weekday on Apple Podcasts, Google Podcasts, iHeartRadio, Spotify, Stitcher, TuneIn, or the ABC News app. On Amazon Echo, ask Alexa to “Play ‘Start Here’” or add the “Start Here” skill to your Flash Briefing. Follow @StartHereABC on Twitter, Facebook and Instagram for exclusive content, show updates and more.Copyright © 2019, ABC Radio. All rights reserved.last_img read more

first_imgNewmethods of recruitment, measuring and assessing performance, successionplanning and testing competency are among the approaches organisations haveadopted. Other organisations have looked at the terms and conditions they canoffer staff and tailored them to attract the applicants they need. Newtechnology can often play an important role. If your team has developed strongapproaches to recruitment and retention you should be entering this award. FrazerJones Award for Innovation in Recruitment and Retention SponsorFrazer Jones wants to stress the importance of looking at recruitment beyondthe phase of hiring new staff. “Recruitment and retention is one of themost visible ways that HR can add value to an organisation,” says partnerMark Brewer. “In our view retention is as important as recruitmentalthough in many organisations less emphasis is put on it, which simply doesn’tmake sense. We see our business as not just hiring but enabling clients to keepthe best available talent.” Categorysponsor Has yourteam developed recruitment approaches that seek out the most talented staff andensure they stay with the organisation?Then why not enter this year’s PersonnelToday Awards? Inaddition, the company empowers its staff to provide an outstanding servicethrough first-class communication, an attentive and focused approach and highlyrelevant solutions. Frazer Jones is part of the SR Group, a global group ofrecruitment firms specialising in the tax, legal and management consultancymarkets. Previous Article Next Article With thecurrent backdrop of skills shortages and the war for talent, this award couldnot be more timely or important. It is designed to recognise innovativeapproaches in selection, recruitment and retention of employees. The judge willlook for an HR team that has adopted a clear approach to selecting employeesand developing, motivating and retaining them in line with strategicobjectives. center_img Personnel Today Awards 2001On 10 Apr 2001 in Personnel Today Closingdate for entries: 15 June 2001 Related posts:No related photos. Entry forthe awards is free. Comments are closed. FrazerJones is a specialist recruitment consultancy working exclusively within the HRmarket, with offices in London, Leeds, Manchester and Sydney. Its philosophyhas always centred on developing and maintaining mature business partnershipswith clients. It consistently adopts the most progressive recruitment methodsand invests them with traditional values of honesty, commitment,professionalism and accountability.last_img read more

first_imgOnlinerecruitment is surging ahead, but is there a danger that it may discouragepotential applicants? HR professionals had their say at a roundtablediscussion. Nic Paton reports    Even the most Luddite of HR professionals cannot afford to ignore the riseand rise of online recruitment. From a standing start five years ago, theonline recruitment market in the UK is now a multi-million pound industryattracting millions of jobseekers to a vast array of sites. Only last month (August) jobs website GoJobsite claimed 82 per cent ofjobseekers considered the internet to be the simplest way to source new jobopportunities, while 84 per cent thought it the easiest way to apply for jobsand 55 per cent found it the best way to land a position. And a survey of 9,000 people by online recruiter Workthing in May – part ofthe Guardian Media Group – found some 36 per cent of internet users – or anestimated 6.3 million people – had sought jobs online – a 50 per cent increaseon last year. Yet it’s still early days. Online recruiter Totaljobs estimates onlinerecruitment still only makes up about 5 per cent of the multi-billion poundrecruitment market. To find out, then, how HR professionals should best exploit this potentiallylucrative market – and make sure they are not left behind – Personnel Todayorganised a roundtable debate on the issue. We invited senior HR practitionersfrom both the private and public sectors to discuss online recruitment – thebenefits, the challenges and its future. Does online recruitment bring real business benefits? Even those who admitted to a fair degree of scepticism – such as Martin Tiplady,HR director at the Metropolitan Police – accept that online recruitment canproduce real business benefits. He said he had been surprised by the quantityof internet job enquiries the Met had received. “Last year, we recruited between 2,500 and 3,000 people from 60,000enquiries and 25 per cent of those came through e-mail and the internet. We arenow thinking we will not only want enquiries through it, but applicationstoo,” he said. The challenge, argued Helen Williams, resourcing development manager atSafeway, is how to reduce spend on external websites and attract passivejobseekers. The supermarket chain has set up careers pages on its corporatewebsite, which has been running for around two months. Even at a relatively basic level, online recruitment can bring easy costbenefits, she said. “Our website is not actually a key source ofattraction. We are directing people to it once they have made some sort ofcontact with us. But we do see benefits in cost savings. We’re not posting outapplication forms and we’re saving a lot of time because the response isimmediate.” But if you wish to make savings it is important to be focused on what sortof candidate you want, argued Charles Macleod, head of recruitment atPricewaterhouseCoopers. Online recruitment has a reputation for ‘scattergun’job hunting, offering too many jobs on too many sites without the ability tofilter applications adequately, so actually adding to HR’s workload. “The last thing you want to do is to attract everybody. We probablydeal with about 15,000 applications from graduates a year, but if you can focusyour applications on those who are potentially viable with a decent and fairlyrobust selection process, then the web can be very powerful as a way of drivingdown your selection costs,” he said. Does it find the right people? The most problematic element of online recruitment for all of the roundtableparticipants is whether using the web produces the right kind of people for thejob, and the right blend of candidates. “Our experience is that it hasbeen particularly good at attracting graduates but not particularly good atattracting anybody else,” said John Ainley, HR director at Norwich Union,which has had an online recruitment site for nearly four years. Where online recruitment beats conventional recruitment hands down is in itspotential to allow an employer to build an ongoing relationship with a possiblecandidate, he added. Even if there is not a suitable job available at the current time, e-mailallows an employer to keep in touch and keep them interested – a distinctadvantage to just sending out a form letter and slotting the CV away in afiling cabinet. For graduates, applying online is often simply an extension of their normalworking methods, argued Macleod. But employers need to remember the internet isless attractive to others. Many workers, particularly the lower paid or thosein the public sector, for instance, may not have access to a computer. While the number of older workers who are computer literate is increasing,there are still many who are not. With workforce demographics changing, andforthcoming legislation which will ban age discrimination in 2006, employersneed to be careful they don’t discriminate, or harm their chances of gettingthe best candidate simply because they’ve gone completely over to online. “I don’t think we’re quite in a position where the web is the ‘silverbullet’, certainly not in terms of online applications or online selecting,we’re still some way off from that,” said Macleod. The issue of who you want to attract or put off is very problematic, agreedMaureen MacNamara, head of HR at the Law Society. This is particularly the casewhen dealing with people with disabilities, which may not be immediatelyapparent if someone is applying online. “We are trying to be incrediblycareful about it, as I am sure are lots of other organisations, to ensure thateveryone is treated exactly the same,” she said. Pfizer receives about 150 CVs a month, explained Sarah Jordan, resourcingadviser at the pharmaceuticals firm. “What we are finding is thatgraduates and young scientists are using it but medics won’t touch it with abarge pole. They like to be courted. It is still about understanding the typeof people you want to attract and whatever you need to get from them,” sheexplained. In the US Pfizer recruited 70 people from its database for $400-$500 a head,as opposed to £2,500 a head in the UK. “It is certainly reducing costs.The difficulty we’re having is we don’t understand the expectation of peoplewho put their CVs online. How often do they expect to be contacted? Whatcontact do they expect to have? Those sorts of things,” she added. Nigel Baldwin, HR director of Marconi Capital cited the example of a majorblue-chip organisation that moved to internet-only applications for itsgraduates. It found the number of applicants reduced in the first year from13,000 to 5,000. While the people were of a suitable calibre, the company nolonger achieved the ethnic or social mix of applicants it wanted. One way round this is for organisations to use application forms rather thanCVs, argued the Law Society’s MacNamara. But this brings its own problems. People may be reluctant to go to the trouble of filling in a large form,said Siobhan Holland, client director at DHC, and organisations often do notthink them through. “Employers do not offer any download facilities sopeople have to stay online, they can’t leave it and come back to it and that’sgoing to lose an awful lot of candidates. “If you are filling in an average-sized application form, it is goingto take 40 minutes and I think a lot of businesses miss a trick. Those tinylittle things can make a difference whether or not people carry through to theend. “Some don’t use pre-selection questions so a candidate gets threequarters of the way through and then realises it is not appropriate for them.That is really going to disenfranchise not only the potential candidate butalso, depending on your business, potential customers as well,” she added.How far can online recruitment go? Online recruitment is becoming increasingly sophisticated, with ever-moreorganisations using data mining techniques, candidate selection andpre-selection tools. But as the number and range of sites increase, andquantity of jobs that can be accessed grows, the roundtable group expressedconcern about where technology was leading employers and candidates. One of the key complaints the panel have is the sheer number of sites in themarketplace. This leads to worries that good candidates are being missed orsimply not able to find the best jobs for them. “Jobseekers have got to bevery clear about what sites they are searching to find out about opportunities.There are a million and one sites that are advertising an awful lot. One canget put off simply by the sheer volume,” said the Met’s Tiplady. One answer might be for specialist journals to run online jobs listingpages, with employers paying to be included, rather than taking outconventional advertisements, suggested Janet Lytwynchuk, HR director at travelfirm Accoladia. “I think the clumsiest bit for an applicant is the route to take toaccess the diversity of companies you feel you might be interested in. We oftenlook at online recruitment as employers trying to attract people, rather thanfrom the applicant’s point of view and what they might want or find useful andhelpful,” she said. How you keep a potentially suitable candidate interested if there is not an immediatevacancy is one of the key challenges facing employers, added DHC’s Holland. She cited the example of a big electronics company that analysed its CVs topick up information about valuable potential candidates and their hobbies andfamilies, to ensure it kept in touch with them. It then began e-mailing peoplewho, for example, said they liked skiing with information about good skiresorts. “The danger is that you stray into the virtual version of junkmail,” warned PricewaterhouseCooper’s Macleod. “If your brand isabout employment and you start sending people other stuff, there’s a risk theywon’t come back again. So you have to be really, really careful.” “It has got to be appropriate and timely,” agreed Holland. Where next? The future development of online recruitment could be just as much tied inwith the continuing evolution of the workplace, suggested Andreas Ghosh, headof personnel and development at the London Borough of Lewisham. “Is e-recruitment going to start leading us to think differently abouthow we employ people in the same way it is leading us to think differentlyabout our processes? Will we be recruiting people at all or entering into adifferent type of contractual relationship, or will we be trying to havelife-long relationships as employers and employees?” he asked. The difficulty for any HR professional is the speed in which the technologyis evolving, agreed PricewaterhouseCooper’s Macleod. “At some point youhave to push the button and say ‘I’m going to buy this recruitment managementsystem for X100,000 pounds and you know the next day there is going to beanother come along that’s slightly better and so you put it off and put it offbut eventually have to dive in.” Ultimately, the Met’s Tiplady believes, despite much progress, HRprofessionals have still yet to use online recruitment to its full and bestpotential. “Maybe it’s tardiness on our part, but we haven’t really risento the challenge that internet recruitment has set out for us,” he said.”We haven’t really grabbed it and said ‘let’s make this a success’.” In theory recruitment websites ease the process of recruiting globally. Butwhat’s the reality? Roundtable participantsJohn Ainley, HR director, Norwich Union; Nigel Baldwin, HRdirector, Marconi Capital; Bryan Finn, head of HR, MMD; AndreasGhosh, head of personnel and development, London Borough of Lewisham;SiobhanHolland, Client director, DHCGroup; Sarah Jordan, Pfizer, JanetLytwunchuk, HR director, Accoladia; Charles Macleod, head of recruitment, PriceWaterhouseCoopers;Maureen MacNamara, head of HR, the Law Society; Bruce Robertson, HRdirector,Levi Strauss, Martin Tiplady, HR director, Metropolitan Police Service; HelenWilliams, resourcing development manager, Safeway, Andrew Wilson, HRpolicy manager,Scottish &Newcastle Retail Related posts:No related photos. Previous Article Next Article Comments are closed. E-recruitment: does it work?On 3 Sep 2002 in Personnel Todaylast_img read more

first_img Written by Barnes recently completed his first season on the Aggies’ staff and played an instrumental role in Utah State winning 28 games, the third-most in school history. Tags: Craig Smith/National Association of Basketball Coaches/Tramel Barnes/USU Men’s Basketball FacebookTwitterLinkedInEmailLOGAN, Utah-Tuesday, Utah State men’s basketball director of operations Tramel Barnes was named as one of the Top 30 coaches under the age of 30 by the National Association Basketball of Coaches. Head basketball coach Craig Smith lauded Barnes, calling him “intelligent and personable,” asserting he [Barnes] “has a bright future in our profession.”center_img April 16, 2019 /Sports News – Local USU Men’s Basketball Assistant Tramel Barnes Named Top 30 Under 30 The Aggies also won a share of the regular season tournament and the Mountain West conference tournament. Associated Presslast_img read more