Tourism Research

Question: What is the effect of the film the travel industry supportability on nature from a network point of view? Answer: Foundation of film the travel industry manageability: In the course of recent years, Film the travel industry has been expanding its prominence in the general public. One of the major gainful parts of the film the travel industry is that the filmmaking gives monetary advantages to the neighborhood network and society. A few limited time exercises of the film the travel industry have been encouraging the travel industry business in a compelling way. Despite the fact that the travel industry has been developing in a compelling way, film the travel industry contributes in elevating distinctive vacationer spots to the network individuals. The travel industry income is on the significant results of the film the travel industry, as it is answerable for fortifying the countrys monetary structure in a proper way (Connell, 2012). Then again, the filmmaking gives financial advantages to the neighborhood network by producing cash through recording duties and expenses. Film the travel industry gets such gainful results by utilizing neighborhood cre wmembers including camera administrator and make-up craftsmen. With the contribution of the nearby network, the film the travel industry can continue their business in the worldwide stage. In addition, the film the travel industry encourages in investigating new and alluring visitors spots to the individuals (Kim, 2012). Subsequently, it improves the travel industry esteem for that specific spot. Thus, it tends to be surveyed that the nearby network can encourage the film the travel industry to maintain its manageability in a viable way. Film the travel industry has been giving nature manageability the network point of view. Then again, the nearby network encourages the film the travel industry in improving the adequacy of the business in the worldwide stage. Examination point/sub-questions: The point of the examination is to investigation the effect of the film the travel industry maintainability on nature from a network viewpoint. With the contribution of the examination investigation, the film business will have the option to comprehend the tremendous effects of the network on the travel industry manageability. The result of the examination will encourage the future activities to be researched in an effective way. Besides, the specialist investigations the examination theme in a nitty gritty methodology for acquiring an advantageous result. Worldview: The analyst will choose the interpretive worldview and subjective procedure for exploring the exploration concentrate in a definite way. Interpretive perspectives have an alternate type of inceptions in various controls. The interpretivism worldview has encouraged as an evaluate of positivism in the sociology (Robson McCartan, 2016). The developing fame of the interpretive worldview has encouraged the analyst to choose a similar methodology so as to acquire productive result from the exploration study. In this situation, the scientist has chosen interpretivism structure, as it includes the specialist to decipher components of the examination. The interpretive methodology depends on two perspective including relativist metaphysics and value-based or subjectivist epistemology. Relativist philosophy recommends reality, which depends on the understanding and importance on the test and social levels (Mackey Gass, 2015). Then again, the value-based epistemology depends on the conviction th at the individuals and information are indistinguishable. It demonstrates the obvious line between the examination subjects and scientist. Henceforth, it tends to be surveyed that the interpretivism approach is socially developed. The analyst has used the specific type of approach so as to acquire the one of a kind, explicit and freak result from the exploration. Procedure: The procedure incorporates a few examination exercises including research types, research process, research structure, approach, research plan, unwavering quality and legitimacy and moral thought. The scientist has distinguished the exploratory examination configuration so as to upgrade the unwavering quality and suitability of the examination subject. Then again, the scientist has picked the interpretive exploration approach so as to get the dependable result of the examination. The analyst has included the subjective exploration approach for examining the examination theme in a nitty gritty way (Taylor, Bogdan DeVault, 2015). Besides, the key experts from the film the travel industry have helped the scientist examining the exploration concentrate in a methodical way. The specialist has included the subjective exploration approach so as to accomplish the points and target of the specific examination theme. In this situation, the scientist has included the essential information assor tment strategy for get-together solid information on the exploration subject of the effects of film the travel industry on nature supportability from a network point of view. Subjective essential information assortment process has encouraged the scientist guaranteeing the more noteworthy degree of profundity of comprehension of the examination point (Panneerselvam, 2014). In the information assortment process, the analyst incorporates the meeting procedure for acquiring nitty gritty examination on the exploration subject. Also, the examination investigation has encouraged the scientist in distinguishing the key creating issues on the exploration point. In this specific situation, the specialist incorporates the subjective methodology, as the key experts give a nitty gritty conversation on the examination theme, and they explore the point bases on their own encounters. Techniques: Examination techniques incorporate information investigation and information assortment, study strategy, research constraint and the distinctive exploration process. In this unique circumstance, the scientist has chosen the essential information assortment dependent on the subjective examination approach. With the contribution of the subjective exploration technique, the analyst has acquired sufficient data on the examination theme (Flick, 2015). Essential information assortment has encouraged the analyst in amassing the dependable information and data on the film the travel industry and its effects on nature maintainability. The scientist has included the semi-structure meet for the key experts of the film the travel industry. With the inclusion of the semi-organized meeting process, the specialist has assessed the components affecting film the travel industry for acquiring natural supportability in a successful way. Information assortment: Information assortment has two particular parts including essential information assortment and auxiliary information assortment. The scientist has stayed away from the optional information assortment so as to amass dependable data on the examination theme in a powerful way (Billig Waterman, 2014). With the inclusion of the optional information, the analyst collects information and data on the examination point from auxiliary sources including books, papers, magazines, diaries, online entrances, and so forth. In this specific case, the analyst has chosen the semi-organized meeting for exploring the exploration point in a viable way. With the association of the subjective examination approach, the specialist has effectively researched the effects of the film the travel industry on nature supportability from network point of view (Green, Camilli Elmore, 2012). Then again, the essential information assortment can be partitioned into two gatherings including subjective and quantitative information investigation. Quantitative exploration techniques include some the respondents so as to amass data on the examination theme dependent on the current market measurement. Subjective examination techniques don't include the respondents and scientific estimation (Miller et al., 2012). It is related with the words, sentiments, sounds, feelings, hues and other non-quantifiable components. In this specific situation, the 6 key experts of the film the travel industry have given sufficient information on the effects of the film the travel industry maintainability from network points of view. Subjective investigations center around the more noteworthy degree of profundity and comprehension of the examination theme. Subjective information assortment strategy incorporates the meetings, open-finished surveys, center gatherings, perceptions and contextual inves tigations. Examination populace, test, and test size: Inspecting is one of the main considerations for the exploration examination. With the inclusion of the best possible inspecting technique, the analyst will have the option to spare the expenses of the examination in a viable way. It makes the exploration of any size reasonable (Reynolds et al., 2014). Additionally, it gives satisfactory open doors in preparing the data in progressively successful way. It additionally quickens the speed of the essential information assortment in the examination. Likelihood and non-likelihood testing techniques are two unmistakable types of examining strategy. In this situation, Probability testing proposes the arbitrary choice procedure, while the non-likelihood examining process doesn't rely upon the irregular determination (Chaawla Sondhi, 2012). The analyst has chosen 6 key experts from the film the travel industry to explore the examination concentrate in a successful way. In this situation, the analyst has chosen the key experts relying upon the likelihood examining procedure. The specialist has chosen the arbitrary examining so as to lessen the predisposition from the examination. Consequently, the example size is 6 key experts of the film the travel industry. The scientist has not included the bigger example measurement so as to spare the expense of the examination in a successful way. Likelihood examining technique can be ordered into three segments including straightforward arbitrary testing, methodical irregular inspecting and, def ined irregular examining. The scientist has chosen the straightforward arbitrary determination so as to reduce the predispositions from the examination. Information examination: Subjective and quantitative are two types of the information examination plan. The specialist ha

A Study of Jack Londons Belief in Darwinism Essay Example For Students

A Study of Jack Londons Belief in Darwinism Essay Jack London has a solid faith in Darwinism, natural selection, during the late 1800s through the mid 1900s, when he composed. All through his works, numerous characters show Londons confidence in Darwinism. In the novel, The Call of the Wild, Jack Londons faith in the Darwinian Jungle is depicted by creatures connecting with people, one another, and the earth. This can be appeared through Buck, a house hound turned sled hound, associating with his lords, different mutts, and the Yukon wild. As Buck heads out from ace to ace over the span of the novel he learns, through experimentation, what conduct brings rewards, and that which brings discipline. had never been struck by a club in his life, and didn't comprehend. he knew that it was a club, yet his franticness knew no alert. Multiple times he charged, and as regularly the club broke the run after and crushed him London 18. Buck had taken in the exercise, and in all his eternity he always remembered it. That club was a disclosure. the exercise was driven home to Buck: a man with a club was a lawgiver, an ace to be obeyed London 20. Buck figured out how to do as his lords state. he developed genuinely to regard them. He expediently discovered that Perrault and Francois were reasonable men London 21. Buck likewise realized when and how to safeguard himself against man. Londons portrayal of Bucks battle to figure out how to get by in a new situation has been contrasted with western societys battle with infringing socialism. The investigation of Jack Londons work turned into a reflection of the fierce McCarthy time Veggian 2. Through these battles, Buck had the option to adjust and get by in a world constrained by man. Buck additionally needed to realize when and how to battle different mutts. In the end Buck Fought and murdered Spitz to become lead hound. Buck stood and looked on, the effective boss, the prevailing early stage mammoth who had made his execute and thought that it was acceptable London 42. London frequently saw these canine battles and this affected his composition. he found the primary fruitful topic for his writing in a last wilderness spend lavishly Walker 12. Despite the fact that Buck experienced difficulties with his new friends, he likewise had an incredible clash with his new home. Buck additionally should adjust to get by in his new home, the Yukon Wilderness: In Londons Klondike, the round of Natural Selection implied natural selection. It was a universe of brutal cold, of blinding day off, of unexpected snowstorms that darken the path and predict a demise by freezing Tuttleton 290. The principal Lesson Buck learns is that he should rest covered in the snow to remain warm for the time being. Buck chosen a spot and continued to burrow a gap for himself. In a trice the warmth from his body occupied the kept space and he was snoozing London 25. This shows how Buck immediately adjusted to live in this new condition. Another technique inâ which Buck figured out how to keep warm was to remain nearby to the pit fire. Buck before long learned of scalawags, and from battling with different canines Buck could now guard himself. In The Call of the Wild, Buck speaks to the fair monster or the Nietzschean dog, the creature which battles, and subsequently endures Tuttelton 293, Kazin 88. Another pundit, Maxwell Geismar, additionally accepts that The Call of the Wild is a festival of creature senses 153. The pundits and I both feel that London believes in Darwinism, and he depicts this conviction all through the novel. This additionally shows the novel is consistent with life, since it utilizes Natural Selection, a reality of nature.

General Motors and United Auto Workers Union Case Study

General Motors and United Auto Workers Union - Case Study Example Be that as it may, there is a whole other world to be done if GM is to stay away from insolvency, or rise up out of a redesign procedure as a monetarily solid organization. This paper will inspect the alternatives that the UAW, GM, and their administration have, and cause proposals with respect to dealing with the time-based compensation issues at GM. The UAW's time-based compensation is separated into three principle classifications and a few sub-classes. As of December 2008, the absolute remuneration was contained the time-based compensation of $30 every hour, premium installments of $10 every hour, and present and future advantages of $33 (Sherk). Premium installments incorporate extra time pay, move premiums, and excursion and occasion pay. Advantages incorporate wellbeing and disaster protection, incapacity, joblessness advantages, and benefits installments. The wellbeing and retirement benefits paid to retirees is viewed as a present remuneration cost, and as per Sherk, Since there are more resigned than dynamic representatives this causes it to give the idea that GM workers gain unmistakably more than they really do. Diminishing the hourly remuneration to the $50 objective will necessitate that GM and the UAW take a gander at all these zones with an end goal to discover cost sparing chances. A focal key to sparing work costs is diminishing the size of the workforce. At present GM has set up a 'buyout' program that remunerates the worker with up $45,000 money promptly (Bunkley 2). Consequently, the representative cuts off all ties with GM, and the expense of present and future advantages is decreased to zero. While the ongoing round of buyouts brought about 7500 laborers leaving GM, 14000 stay at GM who are qualified for the program. Be that as it may, GM ended the program toward the beginning of April 2009 and has made no arrangements to reestablish or proceed with it. The cash spared through the buyout program is basic since it spares in the present moment just as the drawn out future advantages, for example, medical coverage and retirement benefits. 66% of the qualified laborers declined the plan, yet GM could expand the motivating force with an end goal to build that number. Further deliberate decreases in the workforce will permit GM to rebuild its product offerings in a domain of higher profitability with less representatives. The way that the workforce decreases are willful keeps up great worker relations just as Union/Management participation. A GM that is decreased in size will permit them to concentrate on the product offerings that have the most potential for deals development. GM has made some master dynamic moves toward this path by declaring the end of 13 plants, eliminating the Pontiac brand, and eliminating 21,000 hourly positions (GM to Phase Out Pontiac Brand). Portage, who has decreased hourly remuneration to about $55 every hour has sought after a comparative methodology and said that the figure would keep on declining as more laborers took buyouts and as the new-vehicle showcase recuperated, permitting expanded creation (Bunkley 2). An expansion of the buyout program by GM, an additional impetus for exploiting it, and the expanded profit ability would put GM comparable to Ford at $55 every hour. Further decrease in the time-based compensation could be practiced by more intently constraining the

Kelly Johnston Essays (243 words) - Visual Arts,

Kelly Johnston Ms. Nicola Thomas ENG3UE - 26 August tenth, 2018 The Hate u Give Movie Poster - Kelly Johnston For my film banner I needed it to be straightforward however important. I picked a white foundation to represent the white individuals in the novel, and I made the two individuals dark to speak to the dark individuals, for example, Starr and Khalil. I made the individuals hold signs as an approach to show that they are retaliating against the whites and standing apart from the group to have any kind of effect. I decided to place the statements in the banners that the 2 individuals are holding as a sign for what they are battling for. The 2 statements I utilized, I felt unequivocally spoke to the whole importance of the book, concentrating on the way that blacks are being dealt with unjustifiable and battling for their privileges in the public arena. The two statements I picked mean having a voice for yourself and going to bat for what you have confidence in, which is the message of the novel. I put the word loathe in red and underlined with drops of blood. I did this in light of the fact that all through the book Starr discusses how much blood there was with the passings of Natasha and Khalil and has rehashed bad dreams about it. The agony that was perpetrated was through detest which is the reason I decided to make it stand apart from the remainder of the banner. By and large, I made my banner basic yet with concealed implications. Kelly Johnston Essays (243 words) - Visual Arts, Kelly Johnston Ms. Nicola Thomas ENG3UE - 26 August tenth, 2018 The Hate u Give Movie Poster - Kelly Johnston For my film banner I needed it to be straightforward yet important. I picked a white foundation to represent the white individuals in the novel, and I made the two individuals dark to speak to the dark individuals, for example, Starr and Khalil. I made the individuals hold signs as an approach to show that they are retaliating against the whites and standing apart from the group to have any kind of effect. I decided to place the statements in the banners that the 2 individuals are holding as a sign for what they are battling for. The 2 statements I utilized, I felt unequivocally spoke to the whole importance of the book, concentrating on the way that blacks are being dealt with out of line and battling for their privileges in the public arena. The two statements I picked imply having a voice for yourself and going to bat for what you put stock in, which is the message of the novel. I put the word abhor in red and underlined with drops of blood. I did this on the grounds that all thro ugh the book Starr discusses how much blood there was with the passings of Natasha and Khalil and has rehashed bad dreams about it. The agony that was perpetrated was through detest which is the reason I decided to make it stand apart from the remainder of the banner. In general, I made my banner basic however with concealed implications.

How to Make a Job Offer (Step-by-Step Guide)

How to Make a Job Offer (Step-by-Step Guide) The concept sounds simple enough. A candidate is qualified for a job, â€" more than qualified, even â€" so all that is required is to tell the employer about the skills possessed, and make the offer, stating the compensation and benefits that he or she expects to receive. That’s all there is to it, right? Wrong!A job offer is just like the recruitment process itself. It involves several salient points and many details that must be taken care of. It also demands a lot of attention on the part of the employer or the recruiter (if the employer outsourced the recruiting process).Making a job offer is also a process. If not done properly, the results may not be what the employer expects (such as getting the desired candidate to accept the offer and the job). You will also be able to save on the resources â€" time, money and manpower â€" if you do it systematically, instead of being haphazard about it. © Shutterstock.com | PressmasterThis article will show you 1) a step-by-step guide on making a job offer and 2) best practices when making a job offer.STEP-BY-STEP GUIDE ON MAKING A JOB OFFERAs mentioned earlier, making a job offer is a process, which means there are phases and steps to be followed. Whether the recruitment was conducted in-house (by a company’s own human resources department) or outsourced to independent headhunters and recruiting companies, there are certain important steps that must not be overlooked, if you want your job offer to be accepted.Phase #1: Understanding the candidate and the role to be playedEarly on, when you set out to fill a vacant position in the organization, you already have an idea what the position entails, and what type of person would be perfect for it. But it is not enough to “just have an idea”. You have to possess a clear understanding of the position or the job and, after the candidates have expressed their interest to fill the pos ition, you have to know them, not just know of them.Be familiar with the job profile to be filled.What position or job are you supposed to fill in the organization? This is the first thing that you should be aware of, so you will know which direction to take (what to look for) when going through the list of candidates.You can start by going over the job description: the responsibilities, duties and functions, location and working conditions, compensation and benefits, and various other aspects.Conduct a job interview.It is said that the job offer is an extension of the job interview process. You can only tell so much about a person from reading documents they have submitted. Job interviews are conducted so that potential employers can get the measure â€" face-to-face â€" of the candidates. Here, they will be able to ask questions that are not answered in their CV or resume.Chances are, at this point, the choice has already been made. Or maybe the shortlist has been whittled to two o r three candidates. The job interview will aid the recruiter to make the final decision. In other cases, the choice has been made, but there is a need for that final assurance that they are making the right decision. Hence, a job interview.Perform reference checks.Many job applicants overlook the part where they have to provide character references and, even if they do provide references, they do not take it seriously, and just provide the first names that come to mind. Here’s a news flash: recruiters and companies that are hiring do make reference checks.Recruiters will get in touch with the reference checks and ask the appropriate questions that will back up the information provided by the candidate.Understand the candidate’s expectations and requirements.An employer-employee relationship is a two-way one. It’s not just the employer that has expectations and requirements; the candidate, too, which is why you have to know and understand what they are.During the job interview, you would have already discussed salient points about the job to be filled, such as the salaries and benefits and the duties and responsibilities. You have to know what the candidate thinks about these, so you could negotiate terms better later, if it comes to that.It is a good idea to, early on, lay all your cards on the table. This is so that, in the event that the candidate accepts the job offer and becomes a part of the organization, both parties are aware of what is expected of them in the relationship.Negotiate terms and start date.It is the negotiation phase that takes the most time in this whole process. It may not be so much for entry-level positions, but for highly technical or managerial positions, the negotiation could go on for days and even weeks. You should also have an idea how much time and resources you are willing to spend on the negotiations. Otherwise, you may end up spending weeks when you can do it in less than a week.Before you make the offer, you have to kn ow which points you are willing to negotiate with the candidate, and which ones you cannot budge on. This will save you both a lot of time during the actual negotiation process.Once you present it to the candidate, and he refuses to budge, much less consider budging on that matter, then it is safe to say that he is turning down the job, so you can step back before making a formal offer.Hiring managers approach negotiations differently. Some are tough about it, others are more flexible. Leading recruiters, however, suggest that you should not be too tough. Be tough, yes, but up to a point. You might be turning the candidate away because of how strict you are.Make sure you avoid the following hiring mistakes.[slideshare id=51779070doc=lindasss-131127150204-phpapp01-150818185943-lva1-app6891w=640h=330]Phase #2: Making the offerRun the approval process for making the final hiring decision.Depending on the organizational structure or setup, there is an approval process when it comes to f inalizing hiring decisions. It is not just a matter of the head of the Human Resources or the CEO of the company picking a candidate. There may be lengthy discussions, and other details that must be ironed out before the final hiring decision is made.Make the first contact.The initial contact is often done over the phone, with the recruiter calling the candidate and congratulating him for meeting all the qualifications of the job to be filled. The offer will then be made verbally.This is the preferred option because the hiring manager can immediately detect whether the candidate is enthusiastic about the news or he is hesitant, which means one of two things: he has another offer or option on the table, or he has changed his mind about wanting to work in your company.Making the initial offer this way will also save the hiring manager or recruiter from writing a formal job offer letter and going through the motions of preparing all the required documentation, only for the candidate to turn it down in the end.Phase #3: Making it officialMake the job offer official by putting it in writing.Draft the written job offer. There is nothing wrong with making an informal letter to make your job offer, but it certainly does not hurt to take a more formal approach, either. This is to make it more professional, considering that you are entering into a professional relationship with the candidate.The contents of the job offer letter include the following:The company culture and work environment, and how they align with the goals of the candidateCompensation and benefits that come with the jobOther important personnel policies, which may be included in the form of a copy of an employee manual or handbook, if availableTerms and conditions on which the job is being offered, including any conditions attached to itStarting date and time of work of the candidateThe location (division or department) that the candidate should report to on his first day of work, and thereafterThe nam e of the candidate’s immediate supervisor/s and trainor/s (if any)What the candidate should expect on his first day at work, so he would come better preparedThese are no longer new information for the candidate, but putting them down in writing will serve as a reminder, which will aid them in making that decision whether to accept or not.On the letter, you must explicitly indicate a deadline for the candidate to communicate whether he accepts the job or not. The length of time that will be given will depend on the decision of the hiring manager, or what is deemed to be reasonable for both parties.Send the job offer letter to the candidate.There are only two possibilities after you have sent the letter to the candidate. It is either he signs it, signifying acceptance of the offer, and return it to you, or he could return it to you unsigned, which means he is rejecting it. If the deadline lapses without the candidate responding to the offer, then it also means that he is turning it down.One thing you should remember is that the job offer letter is already final. This means that everything written on it have already been agreed upon between the company and the candidate.If the candidate decides to reopen the negotiations and make a counter offer after he has received the letter, this calls his integrity into question. And this will also warn you early on that he is not an employee you would want in your company.This is how you write a job offer letter in less than 5 minutes. BEST PRACTICES WHEN MAKING A JOB OFFERMake the offer attractive, and make it attractive from the outset.You can do this by checking out the competition, and what they offer to their candidates. If the company can afford it, make the salaries and wages higher. Throw in additional benefits. A signing bonus is often offered by large companies. Of course, if you are a small enterprise, this may not be fiscally feasible, but you can look for other options. Maybe the promise of an increase in sal ary after one or two years?When you make the offer, you have to highlight the good points that will appeal to the candidate from the beginning. Do not hold out when you first make the offer. It is possible that the candidate is considering multiple companies at once, and he is likely to snap up the most attractive offer.Lay your best cards on the table the first time, and see if the others can top it. This will give you an opportunity to up your offer later on, if needed.Act quickly.Recruitment, especially recruitment of top talents, is very competitive. If you are going to make a job offer, do it immediately. Right away. Putting it off for tomorrow will run the risk of some other company making an offer to the candidate and, when you finally make your offer, the candidate has already made his choice, and it’s not you.Be courteous and respectful.You may be the one offering a job, and you may be the employer or the boss once the candidate accepts it and joins the organization. But that does not give you the right to take a high-handed stance. There is also the possibility that the candidate may reject the offer because he is turned off by how less than polite you are.Aside from using polite language in your communications â€" both verbal and written â€" with the candidate, the act of giving the candidate room to negotiate certain terms and conditions is also one way of showing that you respect them.Do not just focus on the dollar signs.While it is true that candidates often look first at the part of the offer with the dollar signs on it, more of them are more concerned with other benefits, such as long-term opportunities and career advancement in the company once they accept the job. Highlight these in your job offer letter.Depending on the information you gathered about the candidate, you will be able to tell what is important to them. For example, a family man, with three kids, is more likely to be attracted to a job that comes with healthcare benefits. A s ingle mother, on the other hand, may be more attracted when the job offers flexible working hours, even if it pays less than another company offering a higher salary, but with fixed working hours.This is why most recruiters talk first about the benefits of the job, and tackle the compensation or the base salary later.Be prepared for counter offers.This is especially true if we are filling an executive or managerial position, or one that is currently in-demand that the candidate is the one being sought after by companies, not the other way around. You have to be prepared for the possibility that the candidate will make a counter offer, like adding a few more zeroes on the compensation area, or adding some perks or benefits, like a company car or being granted housing when he or she has to relocate.Anticipating this will put the company in a better position to negotiate. Also, the company would have to decide whether giving in to the demands of the candidate will be worth it, or if th ey should consider another candidate for the job.Do not drag the negotiation period too long.Expect candidates for senior positions to have more demands than candidates for entry-level or junior positions. They tend to expect more and want more, so they will definitely ask for more. We mentioned that this could take weeks, especially for senior positions. It is up to your judgment whether you will let it drag on for weeks on end, or if you want to specify a certain period of time for the negotiation to be completed.Just keep in mind that, the longer you take in filling up the position, the more time you are wasting. You could have had the candidate (or another candidate) working and contributing to the organization, instead of waiting for the current candidate you are negotiating with make up his minds about what he or she wants or expects from the company.Time to hire is one of the key recruiting metrics.[slideshare id=11804844doc=feb232012skillsurveymetricsfinal-120229160703-phpap p01w=640h=330]Be honest.Do not sugarcoat things when making your offer. This is tantamount to lying. It will also come back to you in the end since you are entering into a contract and, if you fail to deliver what you promised in the beginning, you will be liable for breach of contract.Provide facts and do not snatch random ideas out of thin air just so your job offer will come across as more attractive or appealing to the candidate.Besides, candidates are smarter now. They know that if something is too good to be true, it probably is. This will also put your company in a bad light, as your recruitment process will be put into question.Stay connected with your candidates throughout the process.You want to be available anytime, anywhere, just in case your candidate has questions, or in the event that you have to follow up on your offer. Stay in touch with them, and they will feel that you truly want them to join your team.

How to Make a Job Offer (Step-by-Step Guide)

How to Make a Job Offer (Step-by-Step Guide) The concept sounds simple enough. A candidate is qualified for a job, â€" more than qualified, even â€" so all that is required is to tell the employer about the skills possessed, and make the offer, stating the compensation and benefits that he or she expects to receive. That’s all there is to it, right? Wrong!A job offer is just like the recruitment process itself. It involves several salient points and many details that must be taken care of. It also demands a lot of attention on the part of the employer or the recruiter (if the employer outsourced the recruiting process).Making a job offer is also a process. If not done properly, the results may not be what the employer expects (such as getting the desired candidate to accept the offer and the job). You will also be able to save on the resources â€" time, money and manpower â€" if you do it systematically, instead of being haphazard about it. © Shutterstock.com | PressmasterThis article will show you 1) a step-by-step guide on making a job offer and 2) best practices when making a job offer.STEP-BY-STEP GUIDE ON MAKING A JOB OFFERAs mentioned earlier, making a job offer is a process, which means there are phases and steps to be followed. Whether the recruitment was conducted in-house (by a company’s own human resources department) or outsourced to independent headhunters and recruiting companies, there are certain important steps that must not be overlooked, if you want your job offer to be accepted.Phase #1: Understanding the candidate and the role to be playedEarly on, when you set out to fill a vacant position in the organization, you already have an idea what the position entails, and what type of person would be perfect for it. But it is not enough to “just have an idea”. You have to possess a clear understanding of the position or the job and, after the candidates have expressed their interest to fill the pos ition, you have to know them, not just know of them.Be familiar with the job profile to be filled.What position or job are you supposed to fill in the organization? This is the first thing that you should be aware of, so you will know which direction to take (what to look for) when going through the list of candidates.You can start by going over the job description: the responsibilities, duties and functions, location and working conditions, compensation and benefits, and various other aspects.Conduct a job interview.It is said that the job offer is an extension of the job interview process. You can only tell so much about a person from reading documents they have submitted. Job interviews are conducted so that potential employers can get the measure â€" face-to-face â€" of the candidates. Here, they will be able to ask questions that are not answered in their CV or resume.Chances are, at this point, the choice has already been made. Or maybe the shortlist has been whittled to two o r three candidates. The job interview will aid the recruiter to make the final decision. In other cases, the choice has been made, but there is a need for that final assurance that they are making the right decision. Hence, a job interview.Perform reference checks.Many job applicants overlook the part where they have to provide character references and, even if they do provide references, they do not take it seriously, and just provide the first names that come to mind. Here’s a news flash: recruiters and companies that are hiring do make reference checks.Recruiters will get in touch with the reference checks and ask the appropriate questions that will back up the information provided by the candidate.Understand the candidate’s expectations and requirements.An employer-employee relationship is a two-way one. It’s not just the employer that has expectations and requirements; the candidate, too, which is why you have to know and understand what they are.During the job interview, you would have already discussed salient points about the job to be filled, such as the salaries and benefits and the duties and responsibilities. You have to know what the candidate thinks about these, so you could negotiate terms better later, if it comes to that.It is a good idea to, early on, lay all your cards on the table. This is so that, in the event that the candidate accepts the job offer and becomes a part of the organization, both parties are aware of what is expected of them in the relationship.Negotiate terms and start date.It is the negotiation phase that takes the most time in this whole process. It may not be so much for entry-level positions, but for highly technical or managerial positions, the negotiation could go on for days and even weeks. You should also have an idea how much time and resources you are willing to spend on the negotiations. Otherwise, you may end up spending weeks when you can do it in less than a week.Before you make the offer, you have to kn ow which points you are willing to negotiate with the candidate, and which ones you cannot budge on. This will save you both a lot of time during the actual negotiation process.Once you present it to the candidate, and he refuses to budge, much less consider budging on that matter, then it is safe to say that he is turning down the job, so you can step back before making a formal offer.Hiring managers approach negotiations differently. Some are tough about it, others are more flexible. Leading recruiters, however, suggest that you should not be too tough. Be tough, yes, but up to a point. You might be turning the candidate away because of how strict you are.Make sure you avoid the following hiring mistakes.[slideshare id=51779070doc=lindasss-131127150204-phpapp01-150818185943-lva1-app6891w=640h=330]Phase #2: Making the offerRun the approval process for making the final hiring decision.Depending on the organizational structure or setup, there is an approval process when it comes to f inalizing hiring decisions. It is not just a matter of the head of the Human Resources or the CEO of the company picking a candidate. There may be lengthy discussions, and other details that must be ironed out before the final hiring decision is made.Make the first contact.The initial contact is often done over the phone, with the recruiter calling the candidate and congratulating him for meeting all the qualifications of the job to be filled. The offer will then be made verbally.This is the preferred option because the hiring manager can immediately detect whether the candidate is enthusiastic about the news or he is hesitant, which means one of two things: he has another offer or option on the table, or he has changed his mind about wanting to work in your company.Making the initial offer this way will also save the hiring manager or recruiter from writing a formal job offer letter and going through the motions of preparing all the required documentation, only for the candidate to turn it down in the end.Phase #3: Making it officialMake the job offer official by putting it in writing.Draft the written job offer. There is nothing wrong with making an informal letter to make your job offer, but it certainly does not hurt to take a more formal approach, either. This is to make it more professional, considering that you are entering into a professional relationship with the candidate.The contents of the job offer letter include the following:The company culture and work environment, and how they align with the goals of the candidateCompensation and benefits that come with the jobOther important personnel policies, which may be included in the form of a copy of an employee manual or handbook, if availableTerms and conditions on which the job is being offered, including any conditions attached to itStarting date and time of work of the candidateThe location (division or department) that the candidate should report to on his first day of work, and thereafterThe nam e of the candidate’s immediate supervisor/s and trainor/s (if any)What the candidate should expect on his first day at work, so he would come better preparedThese are no longer new information for the candidate, but putting them down in writing will serve as a reminder, which will aid them in making that decision whether to accept or not.On the letter, you must explicitly indicate a deadline for the candidate to communicate whether he accepts the job or not. The length of time that will be given will depend on the decision of the hiring manager, or what is deemed to be reasonable for both parties.Send the job offer letter to the candidate.There are only two possibilities after you have sent the letter to the candidate. It is either he signs it, signifying acceptance of the offer, and return it to you, or he could return it to you unsigned, which means he is rejecting it. If the deadline lapses without the candidate responding to the offer, then it also means that he is turning it down.One thing you should remember is that the job offer letter is already final. This means that everything written on it have already been agreed upon between the company and the candidate.If the candidate decides to reopen the negotiations and make a counter offer after he has received the letter, this calls his integrity into question. And this will also warn you early on that he is not an employee you would want in your company.This is how you write a job offer letter in less than 5 minutes. BEST PRACTICES WHEN MAKING A JOB OFFERMake the offer attractive, and make it attractive from the outset.You can do this by checking out the competition, and what they offer to their candidates. If the company can afford it, make the salaries and wages higher. Throw in additional benefits. A signing bonus is often offered by large companies. Of course, if you are a small enterprise, this may not be fiscally feasible, but you can look for other options. Maybe the promise of an increase in sal ary after one or two years?When you make the offer, you have to highlight the good points that will appeal to the candidate from the beginning. Do not hold out when you first make the offer. It is possible that the candidate is considering multiple companies at once, and he is likely to snap up the most attractive offer.Lay your best cards on the table the first time, and see if the others can top it. This will give you an opportunity to up your offer later on, if needed.Act quickly.Recruitment, especially recruitment of top talents, is very competitive. If you are going to make a job offer, do it immediately. Right away. Putting it off for tomorrow will run the risk of some other company making an offer to the candidate and, when you finally make your offer, the candidate has already made his choice, and it’s not you.Be courteous and respectful.You may be the one offering a job, and you may be the employer or the boss once the candidate accepts it and joins the organization. But that does not give you the right to take a high-handed stance. There is also the possibility that the candidate may reject the offer because he is turned off by how less than polite you are.Aside from using polite language in your communications â€" both verbal and written â€" with the candidate, the act of giving the candidate room to negotiate certain terms and conditions is also one way of showing that you respect them.Do not just focus on the dollar signs.While it is true that candidates often look first at the part of the offer with the dollar signs on it, more of them are more concerned with other benefits, such as long-term opportunities and career advancement in the company once they accept the job. Highlight these in your job offer letter.Depending on the information you gathered about the candidate, you will be able to tell what is important to them. For example, a family man, with three kids, is more likely to be attracted to a job that comes with healthcare benefits. A s ingle mother, on the other hand, may be more attracted when the job offers flexible working hours, even if it pays less than another company offering a higher salary, but with fixed working hours.This is why most recruiters talk first about the benefits of the job, and tackle the compensation or the base salary later.Be prepared for counter offers.This is especially true if we are filling an executive or managerial position, or one that is currently in-demand that the candidate is the one being sought after by companies, not the other way around. You have to be prepared for the possibility that the candidate will make a counter offer, like adding a few more zeroes on the compensation area, or adding some perks or benefits, like a company car or being granted housing when he or she has to relocate.Anticipating this will put the company in a better position to negotiate. Also, the company would have to decide whether giving in to the demands of the candidate will be worth it, or if th ey should consider another candidate for the job.Do not drag the negotiation period too long.Expect candidates for senior positions to have more demands than candidates for entry-level or junior positions. They tend to expect more and want more, so they will definitely ask for more. We mentioned that this could take weeks, especially for senior positions. It is up to your judgment whether you will let it drag on for weeks on end, or if you want to specify a certain period of time for the negotiation to be completed.Just keep in mind that, the longer you take in filling up the position, the more time you are wasting. You could have had the candidate (or another candidate) working and contributing to the organization, instead of waiting for the current candidate you are negotiating with make up his minds about what he or she wants or expects from the company.Time to hire is one of the key recruiting metrics.[slideshare id=11804844doc=feb232012skillsurveymetricsfinal-120229160703-phpap p01w=640h=330]Be honest.Do not sugarcoat things when making your offer. This is tantamount to lying. It will also come back to you in the end since you are entering into a contract and, if you fail to deliver what you promised in the beginning, you will be liable for breach of contract.Provide facts and do not snatch random ideas out of thin air just so your job offer will come across as more attractive or appealing to the candidate.Besides, candidates are smarter now. They know that if something is too good to be true, it probably is. This will also put your company in a bad light, as your recruitment process will be put into question.Stay connected with your candidates throughout the process.You want to be available anytime, anywhere, just in case your candidate has questions, or in the event that you have to follow up on your offer. Stay in touch with them, and they will feel that you truly want them to join your team.

Wellness and Mental Health at SLU Med [Student Interview]

This interview is the latest in an Accepted.com blog series featuring  interviews with medical school applicants and students, offering readers a behind-the-scenes look at  top medical schools and the med school application process. And now, introducing Clare†¦ Accepted: Wed like to get to know you! Where are you from? Where and what did you study as an undergrad?   Clare: I am from St. Louis, Missouri and I have a BBA in marketing and graphic design from the University of Notre Dame. After college I worked in marketing and advertising in both St. Louis and Dallas before deciding to go back to school to pursue medicine.   Accepted: Can you share 3 fun facts about yourself? Clare: 1. I play the Irish harp and placed 3rd in worlds when I was in high school. 2. I adore yoga and am hoping to become a certified yoga teacher this coming summer. 3. My favorite candy ever is MMs – all kinds.   Accepted: Can you walk us through your decision to become a doctor? What sparked the change from business to medicine?   Clare: So the decision to pursue medicine was a long one. To try to be concise, I recovered from Anorexia Nervosa during college, and a lot of what helped me recover was learning the physiological consequences of my disease. I then became increasingly interested in health and wellness, but at this point I was a senior in college with a job in marketing lined up. During my first year of work I decided to become a certified holistic health coach through the Institute for Integrative Nutrition, just to learn more and see if it would pacify my desire for more health related work. I began to coach young women part time – mostly girls that were struggling with eating disorders – and I adored the pseudo â€Å"practitioner-patient† relationship. However, I was frustrated that I so often had to refer them to their physicians for blood work and other testing, since I wasn’t qualified to do any medical work. At the same time, I was feeling uninspired by my marketing career and didn’t see myself being passionate about it going forward. Since I was happiest spending all my free time researching and learning about medicine and wellness, I decided to make the change! Accepted: We have a lot of applicants interested in postbac programs. Can you talk about how you chose the best program for you and the benefits of attending a postbac program?   Clare: I didn’t know much about postbac programs when I first applied, so I did lots of research. I mostly applied to programs at schools and in cities I was interested in living in, as well as programs like Bryn Mawr and Goucher because they were the most well known. I wanted to do a program that was one year long, had a lot of support and advising, provided lots of shadowing and volunteer experience, and had a great acceptance rate into medical school. I was accepted to a few that fit that bill, and ultimately my decision was based on where I felt the most comfortable. At UVA I got the sense that the professors and advisors were always helping out, that the students all worked together and were very close, and that I would love living in Charlottesville. Luckily I was right and cannot say enough great things about the postbac program at UVA. Accepted: Where are you currently in med school? What year?   Clare: I am currently a first year medical student at St. Louis University and, while my anatomy course is a bit overwhelming, I couldn’t be happier! Accepted: How many med schools did you apply to? How did you choose your current program? Clare: I applied to 19 medical schools which, in retrospect, is an absurd amount. The average is about 15, but I hadn’t received my MCAT score when I applied so I didn’t have a good sense of what types of schools would be reasonable for me versus which would be reaches. I interviewed at five schools and was accepted to four. I chose St. Louis University for a few reasons. First, St. Louis is home for me and after many years away I was excited to be back near family and friends. Secondly, SLU has a great focus on medical student wellness. Wellness and mental health is a big interest of mine, so I was excited to be at a place that was leading the way nationally in helping students prevent depression and anxiety. Lastly, a lot of my friends had gone to SLU med and loved it. All the student I talked to seemed very happy here.   Accepted: What are your top 3 med school application tips?   Clare: I would say my number one tip is to have a clear, well-articulated reason for wanting to become a doctor, especially as someone switching careers. Have a ton of people read over your essay – a medical school admissions advisor if possible – and make sure you express your unique interests, experiences, and desires as a physician.    Secondly, make sure you are aware of what it’s like to be a doctor these days. Educate yourself on the current politics of healthcare and issues plaguing physicians and hospitals. Admissions committees like to know that you know what you’re getting yourself into and that you can speak intelligently about the healthcare scene. Lastly, be friendly and outgoing! Admissions committees will already see that you’re well-equipped academically through your application, but show them that your personality is well suited to working with people and that you will be an active, engaged part of their medical school community. I have lots of posts on these topics on my blog,  fitting-it-all-in.com, for readers that would like to learn more! Go to the blog and search for what you’re looking for! You can follow Clares med school adventure by checking out her blog, fitting-it-all-in.com. Thank you Clare for sharing your story with us! For one-on-one guidance on your med school applications, please see our catalog of med school admissions services. Do you want to be featured in Accepted.coms blog, Accepted Admissions Blog? If you want to share your med school journey with the world (or at least with our readers), email us at bloggers@accepted.com. Related Resources: †¢Ã‚  A Second Chance at Medical School: The A-Z of Applying to Postbac Programs  [Free Guide] †¢Ã‚  Common Myths about Medical School Interviews †¢Ã‚  Med School Admissions Consulting and Editing Services