Arrange $200,000 and entrepreneur and founder of US spacecraft firm SpaceX Elon Musk will take you there. Related Items
Ethel Booba twits Mocha over 2 toilets in one cubicle at SEA Games venue Duterte wants probe of SEA Games mess Don’t miss out on the latest news and information. MOST READ Ararao nips Garcia for Southern Series title; Pamplona tops Pro class Trending Articles PLAY LIST 00:50Trending Articles00:50Trending Articles00:50Trending Articles02:42PH underwater hockey team aims to make waves in SEA Games01:44Philippines marks anniversary of massacre with calls for justice01:19Fire erupts in Barangay Tatalon in Quezon City01:07Trump talks impeachment while meeting NCAA athletes02:49World-class track facilities installed at NCC for SEA Games02:11Trump awards medals to Jon Voight, Alison Krauss Catholic schools seek legislated pay hike, too Sports Related Videospowered by AdSparcRead Next ‘Rebel attack’ no cause for concern-PNP, AFP LATEST STORIES DA eyes importing ‘galunggong’ anew Two-day strike in Bicol fails to cripple transport Private companies step in to help SEA Games hosting “We put the bull’s-eye squarely on our chests,” he said. “Everybody knows Justin (Brownlee). Everybody’s having their scheme against [him].” Ray Parks. Photo by Tristan Tamayo/INQUIRER.netIt doesn’t matter that Blackwater will be bringing in a new dimension to its attack with rookie Ray Parks finally suiting up. As far as Barangay Ginebra coach Tim Cone is concerned, it doesn’t matter who the Kings open their PBA Commissioner’s Cup title defense against.“Whether it’s Blackwater, San Miguel or TNT … It’s really a first step and we’re [just concerned] about getting off the right foot,” Cone said on Thursday, ahead of the team’s clash with Blackwater at Smart Araneta Coliseum on Friday. “[We hope] to make sure we set the tone for the whole conference.”ADVERTISEMENT “Hopefully we come out with a good defensive mind-set,” he added. “That’s what we want to do in the first game and its first few minutes.”Parks and import Alex Stepheson provided the firepower for the Elite in their victory over Meralco and rookie coach Aris Dimaunahan—a former Ginebra guard—hopes the two will come out blazing against the Kings.FEATURED STORIESSPORTSPrivate companies step in to help SEA Games hostingSPORTSPalace wants Cayetano’s PHISGOC Foundation probed over corruption chargesSPORTSSingapore latest to raise issue on SEA Games food, logistics“We’ll make up the best game plan possible, so we could hopefully get another win,” he said.The Kings will be prepared for that. Cayetano: Senate, Drilon to be blamed for SEA Games mess View comments
By Kushan Sarkar Paris, Feb 13 (PTI) Enhancing a brand is topmost on the agenda of all big sporting institutions and French football giants Paris Saint-Germain certainly have their plans well-chalked out on how to build on their ever growing reputation in the European circuit. While they are an emerging force in club football, the club is now keen to build a support base with kids as young as five years. In association with sport equipment giant Nike, the PSG have started pay and play academy called Urban Football with 11 such academies functional in various parts of the French capital. “This PSG Academy is an effort to create a link between the kids and the brand. Kids aged between 5 and 12 years can join the PSG academy, learn basic skills at a cost of Euro 420 a year. Its been functional for only three years,” Fabien Allegre, Director (Brand Diversification) told PTI today. The Academy is an indoor one with small artificial turf for five-a-side games between kids. “This is a start and we are not even thinking of whether some of these boys will make it to the main youth wing known as CFA. If they make it, we will consider it as bonus,” Allegre said. For PSG the brand initiatives are taken seriously as they want to break into the Indian market. The Champions League match against Chelsea is being shown on prime channel Ten Sports who are broadcasters in India. With 8,00,000 fans from India in Facebook, PSG aims to be associated with growth of football in India. PTI KHS SSC SSCadvertisement
As one of the largest resources to find jobs in the U.S., Glassdoor is becoming more closely aligned to the underlying U.S. job market and the broader global economy. And our community of job seekers, employees and employers are interested in staying on top of trends in today’s economy—and that means making sense of the latest job market numbers.Today, the Bureau of Labor Statistics released its February jobs report. As expected, it was another strong jobs report, with big gains in jobs and yet another drop in the unemployment rate to 5.5 percent. Here are three things job seekers and hiring managers should take away from today’s report:#1. More Signs of a Strong and Growing Job MarketAll indicators point to the strongest job market in a generation. The economy has added an average of 275,000 new jobs per month over the last 12 months. The last time that happened was way back in March, 2000. We’re finally escaping the long shadow of the 2007-09 “Great Recession,” and this is the best time in a decade to be looking for a new or better job.Most economists agree that 5 percent unemployment is a sign of a healthy and sustainable job market. The official rate (known as “U3” by economists) fell to 5.5 percent in February. That’s dramatically down from 10 percent at the end of the last recession six years ago. There’s still room for improvement, but the drivers’ seat in today’s job market is clearly shifting from employers to job seekers.For workers who aren’t in an ideal career position, now is the best time in a decade to start job searching. For employers facing increasing competition for great candidates, now’s time to shore up your employment brand and start getting creative about attracting talent for open positions.#2. Sidelined Workers Are Starting to Get Back into the Job MarketOne of the hallmarks of the last recession was the huge number of workers who were sidelined, stuck in part-time jobs or dropping out of the labor force entirely. There are around 6.5 million workers not in the labor force who say they want a job. That’s up from around 4.5 million in normal times.Thankfully, we’re now starting to see evidence that these workers are starting to re-join the labor force—great news for those concerned that today’s job market prosperity isn’t being widely shared. Two key figures to watch from the BLS are the “labor force participation rate” and a broader measure of unemployment that includes discouraged and other sidelined workers known as “U6” by economists.In February, the labor force participation rate essentially held steady at 62.8 percent, down only 0.1 percent from last month. It has been on a long, secular decline in recent years due to retiring Baby Boomers leaving the job market, but a steady rate suggests rejoining of sidelined workers is helping offset that decline. Also, the broader “U6” unemployment rate fell sharply to 11.0 percent in February, down from 11.3 percent the month before. That’s historically still high, but the decline is a sign that many discouraged workers are finally rejoining the U.S. labor market.#3. Wages Are Still Growing – SlowlyIn a normal year, wages should be growing at around 3 to 4 percent per year. The last few years have been anything but normal, with wage growth lagging far behind the norm at around 2 percent a year. The new February numbers confirm this trend, with average hourly earnings growing only 2.0 percent from a year ago to $24.78 per hour.Following the recent move by Walmart, T.J. Maxx and other retailers to boost wages for retail workers, most economists expect to see stronger wage growth soon. Wages have been on the upswing in food service and retail, and employees are expecting more. In fact, in a recent Glassdoor survey, we found one-third of workers report they’ll look for new jobs if they don’t get a raise this year.What to Watch for Next Month: As labor markets tighten, watch for a return to 2.5 – 3.0 percent annual growth in average hourly earnings. However, economists teach that worker productivity, not just a tight labor market, is what drives wages in the long run. Productivity is down sharply for U.S. workers since the 1990s, growing at just 1.7 percent per year today compared to 4 percent in past decades. Until productivity turns around, we shouldn’t expect rapid or sustained growth in America’s paychecks.
The job market is booming, unemployment is at an eight year low and salaries are ticking higher, all of which bodes well for job seekers. One area that is expected to see continued strength as companies grabble with filling open positions: demand for temporary workers.“We have full employment in a lot of places which means for open positions there isn’t a warm body to do the job,” says David Dourgarian, Chief Executive of TempWorks. “The way it affects the staffing industry is it prevents them from growing.” According to FlexJobs, the number of temporary workers has increased nearly 50 percent since the recession and in 2015 alone, the temporary workers market grew 6 percent.While it may be an ideal time for job seekers looking for a temp job, it’s important to recognize that not every industry is created equal. Some fields are more in demand for temp workers while others may not need as much.Healthcare, accounting, IT, hot areas for temp workersSo where can temp workers land a new gig? According to Dourgarian, healthcare is one area of the market where there is a lot of need for temp workers. There is also demand for temp workers in information technology, accounting and administration. Any industry that is seeing growth is likely looking for more temp workers while ones that are facing slowdowns aren’t. Take the oil industry for one example. With oil prices plummeting there isn’t going to much need for temp workers. But in healthcare with baby boomers aging there is a lot of demand for temp staffers. “Temporary jobs are attractive to employers because they give them a chance to get a specific set of skills and expertise, for a set period of time, without having to onboard a traditional employee,” says Brie Reynolds, Director of Online Content at FlexJobs. “It helps companies adapt quickly to their changing industries and markets, and there are definitely tax and cost benefits for companies.”When it comes to temporary work, job seekers can approach it in two ways. Because temp work is often for a limited amount of time they can work on projects through a staffing company or they can use the temp position as a way to get a foot in the door. Time is money and companies are looking for employees who can quickly get up to speed. Temp work is a perfect way for someone to showcase their skills and get noticed. That could easily turn into a full time job if the temp worker plays their cards right. “In the white collar segment employers want to convert temp workers to full time employees as quickly as possible,” says Dourgarian. “As the CEO of a software company I occasionally have recruiters’ source candidates and I want those candidates to put down roots as quickly as possible.”Turning temp into full-timeAccording to Reynolds, workers who want a temp job to parlay it into a full time job should look for language such as temp to perm in the job description. That signals that the company is looking for a permanent employee if things work out. She says it’s also ok to ask the staffing company or during the interview process if there is a possibility the job will become a permanent one.At the end of the day, job seekers thinking of going the temp route have to make sure it is really what they want. On the one hand you will have the freedom to choose the projects you want to work on. Not to mention it exposes you to a wider variety of clients and companies. But on the other hand if you are worried about the fact that the projects do end and you aren’t guaranteed more employment than temping may not be right for you. You’ll also have to cover your retirement savings and paying for any health expense if you remain a temp worker. “As long as you feel like you can handle changing jobs more frequently, and handling your own healthcare and retirement benefits (which temp jobs do not usually offer), temporary work may be a great fit for you,” says Reynolds.
50 Most Common Interview Questions “References are similar to mentors. They are a must-have.” Career coach Jenn DeWall doesn’t mince words when it comes to the importance of choosing and securing the right references who can vouch for your professional and personal value as an employee. When you are applying to a job, it’s easy to think that the interviews and the resume are the most important parts of the process and that references are just HR’s way of making sure you’re not a crazy liar. However, that’s far from the truth. Recruiters and those in HR use references as a way to fill in the gaps about a candidate, to learn more about a candidate’s work style, their track record of success, and the things that they are passionate about beyond the job description. As a job seeker and candidate, it is essential to have a list of people who can provide glowing references about who you are as a person and a hard worker.“Think about it as trying to create your power team of people that advocate for you,” says DeWall, “that is the goal of initiating and maintaining these relationships. The more people you have to speak in your favor, the better your chances are of receiving strong recommendations but also future career opportunities. If you don’t have them, it’s time to get them!”Here’s how to secure recommendations and references that will be the difference between a recruiter saying “Thanks, but, no thanks” and “We’d love to offer you a job!”Step 1: Find your power team.“Try to initiate and maintain at least 3-4 individual relationships that you could use as references,” says DeWall. These are people or mentors who you regularly go to for professional advice and who can attest to your work ethic and how you problem solve.Step 2: Ask the right person to write you a reference.While you may have a power team, you may not need to tap each person for a reference. Like finding the perfect role, think about the person on your team who would be a perfect fit to write a recommendation or reference for you. Three things DeWall advises considering when choosing this person are:1. How strong are the writer’s skills? Are they able to show how great you are on paper? 2. How much experience do you have working with that person? The more experience the more examples they can utilize throughout the letter. It will seem more personalized and not as generic.3. What does their schedule look like and do they have enough time to complete it? Make sure that they have the time to do the letter in a timely fashion. If they have a busy schedule and can’t write the letter don’t take it personal, find someone else!When asking for a reference, DeWall reminds us, “Be professional and have an expectation of what you would want from the reference and include that when asking them to be a reference.”21 Words To Never Include In Your ResumeStep 3: Help them help you.Often times the people we ask for references are busy folks. Executives and managers can get asked for references all the time and be bogged down with other work. To ensure a stellar reference, help them out a bit. “It can be helpful for you to paint the picture of what the company is looking for so the reference can show you in the best light possible.” Remind them of projects you worked on together, or instances where you collaborated. The goal is to help provide anecdotes that your power team can use when talking to a recruiter or writing you a letter of recommendation. “There are typically stronger examples when you work directly with someone in a job but you could also develop similar experiences with someone that you have done group projects with in school.”Step 4: Use social media wisely.Recruiters regularly look at LinkedIn and social media to see what professional contacts say about you as a candidate. Use your website or professional social channels as additional tools in your “get hired” arsenal. “Testimonials and reviews have taken the place of what letters of recommendation did,” says DeWall. “If you’re not doing it now start asking for reviews and testimonials of your work on LinkedIn. It’s one of the first places employers will look to determine if you’re a good fit so you want to have all the positive reviews you can get.”25 Amazing Companies Hiring in All 50 StatesStep 5: Say thank you and be consistent.It’s easy to get caught up in the craziness of job applications, but remaining in touch with your power team and saying thank you to nurture the ongoing relationship are key to your professional growth. Be mindful of the give and take in the relationship, as well. “The biggest mistake people make is choosing references that they have inconsistent relationships with them or choose people who don’t respect them. These are the references that will flop because they will not advocate for you,” says DeWall. “Make sure it’s a reference that you have open lines of communication with, meaning they will help you develop and not hold your mistakes against you, also make sure it’s someone that respects you and genuinely likes you. If you have a reference that knows, likes and trusts you and is armed with the right information or way to describe your experience, you will receive a stellar reference!” Also on Glassdoor: 9 Attention-Grabbing Cover Letter Ideas
4.5★ 23 hours ago 23h 3.7★ Browse Open Jobs Speech/Language Pathologist CCC/CF Community Rehab Associates Lake Worth, FL 23 hours ago 23h 23 hours ago 23h The No. 1 Way to Land Your Dream Job? Kindness 23 hours ago 23h 3.6★ When it comes to job interviews, there’s no room for guesswork or mistakes. That’s why preparing for the phone call or in-person chat is vital. But instead of wasting your time reading generic interview questions, get focused by seeing what candidates at the particular company have said about the interview and what the process is like. Check out hundreds of interview reviews on Glassdoor to get the inside scoop.Want a bit more help in preparing for your interview? Sure, no problem. We reached out to the 2017 Best Place to Interview winners to ask what they want to see from you, the candidate. Here’s they break down what skills, attributes and answers they want to get from you when you interview for them. Dig in and prepare like a pro.“The skills that I would want to see from senior candidates are the soft skills needed to be successful in the particular position that aren’t teachable or very hard to teach such as, the ability to be flexible, put others first, have a concern for safety first, customer service skills, etc. In most cases, you can teach hard skills. Qualities and characteristics in senior candidates should consist of a polished and professional demeanor. Senior candidates should possess flexibility and an open mind yet be strong enough to support his/her thoughtsand suggestions. Senior candidates should be confident in their ability to do the job as well as be a mentor or coach for those that are new. A good senior candidate will know the job and the skills needed to be successful but will be open to learning new ideas and processes. Must be open to learning new skills and information.” —Whitney Fugate, Team Leader in the Adult Acute Unit at SSM Health DePaul Hospital“Research our company so you can have a smart conversation about things like the conscientious ways we get products to market, or our commitment to the community. Anytime a candidate can talk about the company beyond ‘I like your clothes! I’ve been buying them since I was a kid,’ I’m super impressed.” —Recruiters at Gap Inc.“No two candidates are the same, nor would we want them to be! Each candidate has their own unique personality, skill set, goals and potential. At Cerner, we focus on key attributes like agility, accountability, innovation, and collaboration that we believe are crucial to an associates success. A candidate that is able to articulate how they have displayed these attributes in the past and how they can bring these strengths to our culture at Cerner is a candidate that stands out above the rest.” —Heather Evans, Sr Recruiting Partner at Cerner Corporation“It’s important to have integrity, a sense of servanthood, and a sense of humility. These qualities translate into doing the right thing, putting the care of others first, and relating well to others.”—Kirsten C., Recruiter at Baylor Scott & White Health“If you have an interview with a hiring manager, either on the phone or face to face, you have that person’s name. Take the time to look them up on LinkedIn — not to recite their entire résumé back to them, but to show that you have a level of investment in the position. That makes you different from candidates who don’t bother to do a little extra.” —Recruiters at Gap Inc.“Positive energy, team player, dedicated to our mission/values, patient-focused, compassionate, open to change, forward thinking, and driven are some of the characteristics that most stand out to me.” —Jessie Pace, Talent Specialist at SSM Health“The work we do is challenging and transformative, so we look for candidates that can articulate personal motivations and commitment to shape the future of our industry. When discussing previous employment, it’s great when a candidate can highlight their accomplishments and successes through specific examples and business impacts. Innovating at the intersection of technology, health, and care, our environment is ever-changing. We look for future Associates that demonstrate flexibility and adaptability while taking on a variety of responsibilities.” —Jessica Lamb, Manager & Lead Campus Recruiter at Cerner Corporation“Booz Allen has exceptional people empowered to change the world – to excel, do right, and to generate positive change in everything we do. We bring bold thinking and a desire to be the best in our work of solving our clients’ complex challenges. So we’re looking for senior candidates that are technical experts that also possess a business mindset — leaders who are working at the bleeding edge of technology within their lines of business. The right senior leader approaches problems consultatively and is a great representation of Booz Allen. This translates into senior leaders who empower their teams to proactively seek innovative strategies for solving the missions of our clients in ways you can see and touch.” —Scott Barish, Digital Solutions Recruiting Lead at Booz Allen Hamilton“I want them to be good listeners, intelligent and open to making mistakes and learning from them. I also want them to be humble and supportive with their teams.” —Stormy Anderson, HR Leader at SSM Health“One of the important qualities I look for in a senior candidate is their enthusiasm about the opportunity. They may have the required experience and background, but I want to be able to see that they genuinely want to work for our company. We want to hire the candidate that has the experience and shows us why they want the job, not the candidate that just has the experience.” —Brian Abucay, Senior Recruiter at Cadence Design System“Someone that is vulnerable in the interview. Not just giving canned answers but someone who is honest and leads with humility and is relatable. High emotional intelligence and maturity; Candidates that think strategically as opposed to reactively.” —Hiring Managers at Academy Sports + Outdoors“The skills qualities and characteristics I look for in a candidate: A connection in some way to our value statement. I look for word choices in key questions such as why did you select health care: “I love to care for patients, I am compassionate, my family has been a patient here and the staff is increasable and I want to do that – make a difference in someone’s life.” —Jenny Bothun, Registered Nurse at SSM Health Maintenance Worker- Relief/Temp Clinical Support Options Northampton, MA RN – Grandview Medical Center – 5 West – Full Time – Nights – **$12,500 Sign-On Bonus Kettering Health Network Dayton, OH 23 hours ago 23h 3.2★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 3.4★ 3.6★ Line Cooks Red Robin Clackamas, OR Retail Store Manager Plow and Hearth, LLC Moosic, PA 2.9★ Adolescent Substance Abuse Therapist – Jeffersonville *Sign on Bonus LifeSpring Health Systems Jeffersonville, IN Sr. VP_CFO and Administrative Services Spire Credit Union Falcon Heights, Ramsey, MN 3.6★ 3.2★ Diesel Mechanic – Experienced Clarke Power Services, Inc. Jackson, MS 2.6★ 23 hours ago 23h CNA – Certified Nursing Assistant Interim HealthCare Ogden, UT Restaurant Manager Cracker Barrel Tewksbury, MA
Police Officer Metropolitan Police Department of Washington DC Washington, DC 2.9★ Browse Open Jobs 23 hours ago 23h Innovative Outpatient Family Medicine Opportunity Near FedEx Field Steele Healthcare Solutions Capitol Heights, MD 3.1★ 4.1★ Marketing Communications Specialist Allied Telecom Group Arlington, VA 23 hours ago 23h Executive Assistant Municipal Securities Rulemaking Board Washington, DC Browse More Jobs 4.0★ 3.9★ 23 hours ago 23h CDL-A Dedicated Truck Driver USA Truck Washington, DC N/A N/A Front waiter – Clyde’s of Georgetown Clyde’s Restaurant Group Washington, DC 23 hours ago 23h 23 hours ago 23h Director of Rehabilitation Kindred Healthcare Washington, DC 23 hours ago 23h 3.0★ Having a professional role that both engages and challenges you is a cornerstone of job fit. Savvy managers are aware of this, and make team members’ professional development a priority.Glassdoor’s recent report “Why Workers Quit” implicates career stagnation as a leading cause of turnover. Morgan Smart, Glassdoor Data Scientist who authored the report, writes: “It should come as little surprise that employers who offer attractive culture and values and provide clear upward career paths for employees are more likely to retain workers who are looking for the next job in their careers.”A stretch assignment is one way your employer can provide that path and keep you engaged in your role. It’s a nod that management recognizes your diligence, skill and talent and has confidence in your ability to take it to the next level. Mikaela Kiner, founder and CEO with uniquelyHR, explains that “A stretch assignment might be deliberately created to advance talented employees, or it may be the result of organizational growth, an unexpected vacancy, or a new product or initiative.”Whatever prompted you to earn the nod, you’ll recognize a stretch assignment because it seems a bit lofty. Kiner further explains: “The assignment should help you do one or more of the following: Build new skills, increase your visibility, try out a new discipline or geography, or gain an experience like managing people that you haven’t had before.” While this may seem a bit intimidating, Kiner assures: “Leadership will only ask you to take on a stretch assignment if they believe that you can do the work and that it will develop your skills.”If you’ve been invited to take on a stretch assignment, and it stands to drive your career in a direction that excites you, consider taking the leap.“How can I be sure it’s a stretch assignment?”Kiner asserts: “A higher volume of work is not a stretch assignment, it’s just more work!” To actually be a stretch assignment, it should enable you to grow in a new direction. Kiner explains: “The stretch should be interesting and challenging and include skills you want to learn or an opportunity to do something new. . . It’s ok to feel a little intimidated but you should also be excited.”How to Become Head of Engineering in 9 Months: Slack’s Julia Grace on Climbing the Corporate Ladder“How can I tell if I’m ready?”You’re probably not totally ready for this, but that’s the point. Management believes that you have the ability to stretch into this. It’s a vote of confidence in your abilities, an investment in your potential.Kiner advises: “Don’t be a perfectionist and pass up an opportunity just because it’s something you’ve never done before. You may worry that your performance rating will go down, and it might. But if you feel like this role is going to help you meet your long term career goals, then it’s worth it.”Compare the possibility of taking too big a chance or not taking a big enough chance, which sounds more daunting?5 Excuses You’re Making To Avoid Taking a Risk At Work“How should I prepare?”Taking this professional leap reciprocates the trust that your leadership team has shown in you. It shows leadership that you trust them too. In order for this to be a good experience, you need to ensure that management understands and supports you. Kiner points out that “Taking on a stretch assignment is like being thrown in the deep end, and you don’t want to be there without a life preserver.”Your management team functions as that life preserver. It’s important to discuss that as you work through the logistics of the assignment.Kiner shares these tips:Make sure goals and deliverables are clearFind someone who can mentor you in this role (that may be different than your current mentor)Check in early and often with your manager for direction and feedbackIf the assignment is dramatically different from your current role for example you’re moving abroad or inheriting a large team, see if your company will pay for an executive coach.Remember we all make mistakes when we’re learning something new to be ready to make mistakes and learn from your failures.A new role can be exhausting! Plan some down time and make sure you’re sleeping and eating well, exercising, etc.“What if I can’t stretch at this time?”There are times in every career when stretching is simply not possible, maybe there are child or elder care responsibilities that limit the number of hours you can work or another factor renders you spread too thin. There’s no shame in this. It’s better to be clear about your limitations than to risk taking on more than is manageable.Kiner advises: “You have to be true to yourself. There may also be room to negotiate the details. . . Recognize and appreciate the opportunity by thanking the person who offered it to you. Acknowledge it as a vote of confidence and let them know how much that means to you. Be honest about why it’s not the right choice for you now.”Remember, if you have the bandwidth, consider embracing the opportunity. Kiner assures: “Most learning happens on the job, so these are some of the best chances you’ll get to broaden your skillset.” 3.8★ Cybersecurity Program Associate Noblis Washington, DC 23 hours ago 23h 23 hours ago 23h 2.9★ 23 hours ago 23h 10 Companies With Amazing Work-Life Balance Hiring Now LPN Washington Fertility Center Annandale, VA 23 hours ago 23h Sales Director Federal SUSE Washington, DC
Cura Cannabis SolutionsWhere Hiring: Portland, OR; Detroit, MI; Ventura, CA; Sacramento, CA & more.Open Roles: CBD Product Manager, Financial Analyst, Production Technician, General Manager for Future Growth, Brand Ambassador, Human Resources Business Partner, Account Executive, Corporate Financial Analyst, Lab Technician, Sales Operations Team Member, VP of Retail Marketing & more.What Employees Say: “I’ve been at Cura for a year and a half and have been promoted 3 times. They are growing fast but continue to care about all the employees. I’ve made a lot of good friends and seen many move up. And the pay rates are some of the best in the industry!” —Current EmployeeBrowse Open Jobs EazeWhere Hiring: San Francisco, CAOpen Roles: Director of IT, Growth Strategy Associate, Operations Strategy Manager, Director of Corporate Development, Senior Product Designer, Public Affairs Manager, Senior Backend Engineer, General Manager, Head of Analytics, Eaze Brand Ambassador, Office Coordinator & more.What Employees Say: “Good work/life balance and unlimited PTO: there are times when the team has to put some extra hours but most of the time we’re flexible and we encourage each other to take time off then we need.” —Current EmployeeBrowse Open Jobs Scotts Miracle-GroWhere Hiring: Marysville, OH; Columbus, OH; Temecula, CA; Fort Madison, IA & more.Open Roles: Integrated Marketing Manager, Director of Manufacturing Operations, Production Supervisor, Quality Assurance Supervisor, Shipping Clerk, Senior Analyst of Advanced Marketing Analytics, SAP Basis Administrator, Cloud Application Engineer, Warehouse Associate & more.What Employees Say: “Great/fair benefits, opportunities for growth, interesting work. If you work hard, develop strong communication skills, and execute your responsibilities you will get promoted. Scotts definitely has its own unique culture.” —Current Finance EmployeeBrowse Open Jobs Legal cannabis has created thousands of jobs throughout the United States. Nearly every occupation is needed in this budding industry, from financial analysts to data scientists and marketing pros.According to a report from Vangst, a recruitment and job placement agency focused on the cannabis industry, the cannabis industry is projected to grow 220% in 2019 alone. If you’re looking to take your skills to the marijuana industry, look no further than these top companies that are hiring fast.TilrayWhere Hiring: Nanaimo, Canada; Seattle, WA; Toronto, Canada; London, England; Vancouver, Canada & more.Open Roles: Mergers and Acquisitions Analyst, Director of Corporate HR Services, Senior Manager of Project Management, Retail Coordinator, Trade Marketing Manager West,, Senior Financial Analyst, Learning & Development Manager, Marketing Manager & more.What Employees Say: “The people are amazing. I have never worked with such a such smart, diverse group of people! To be passionate about what we do and have fun doing it.. even if its stressful sometimes its what working should be like. There is room to advance if you put in your time and work hard. Great benefits and perks. The quality of the cannabis and ensuring a comfortable and safe work environment for employees are very important. They take good care of their people. I have met some of my best friends here.” —Current Senior AssociateBrowse Open Jobs MedMenWhere Hiring: Los Angeles, CA; Buffalo, NY; Las Vegas, NV; Tallahassee, FL; Culver City, CA; San Diego, CA; Scottsdale, AZ; Sarasota, FL & more.Open Roles: Real Estate Analyst, Hospitality Lead, Sales Administrator, Cost Accountant Manager, Senior Desktop Support Analyst, Talent Acquisition Coordinator, Plant Manager, Purchasing Coordinator, Analytical Lab Manager, Regional Director of Government Affairs 7 more.What Employees Say: “Startup culture with lots of work to do. This is not for the faint of heart, we have a lot of work to do. The team is passionate about what we’re doing and how we’re changing the stigma around Cannabis.” —Current EmployeeBrowse Open Jobs CanndescentWhere Hiring: Desert Hot Springs, CA; Santa Barbara, CA; Los Angeles, CA & more.Open Roles: Systems Integration Specialist, Nursery Manager, Compliance Manager, Marketing Assistant, Assistant Nursery Manager, Cultivation Technician & more.What Employees Say: “Amazing people. Culture is a huge focus for Canndescent and it truly shows. The team is filled with unique people that bring fresh perspectives. Everyone in the company has equity and cares about the company’s success. Our products are received well and have a great following. We have 401k, medical, dental, and we actually receive a check which is not the norm for the industry. The cannabis industry is fast-paced and a new industry, there is so much to contribute to help with growth. Overall an amazing company and industry to be a part of.” —Current Regional Sales ManagerBrowse Open Jobs Canopy GrowthWhere Hiring: San Francisco, CA; Columbus, NE; Toronto, Canada; Ottowa, Canada; Smiths Falls, Canada & more.Open Roles: Agronomist, Scientific Writer & Receiver, Compliance Counsel, ERP Specialist, IT Project Manager, Tweedtender, Shop Lead, Validation Associate, Project Administrator, Manager of Patient Networks & more.What Employees Say: “Employee focussed culture, great benefits, share options, endless opportunities to progress and a down to earth, fun to interact with team.” —Current Operations ManagerBrowse Open Jobs CBD BioCareWhere Hiring: Phoenix, AZ; Las Vegas, NV & more.Open Roles: Work From Home Sales Representatives & Remote Sales RepresentativesWhat Employees Say: “This company is changing the lives of so many. I get to watch and listen to people using our products and get their life back from conditions and symptoms they’ve had. CBD BioCare brings hope to everyone!” —Current EmployeeBrowse Open Jobs HexoWhere Hiring: Belleville, Canada; Gatineau, Canada; Ottawa, Canada & more.Open Roles: Project Manager, Business Analyst, Accountant, Capital Project Coordinator, Internal Auditor, IT Technician, Building Operator, Training Specialist, Manager of Dried Processing, Global Total Rewards manager, Payroll Administrator & more.What Employees Say: “Massive Growth. Great team and atmosphere.” —Current EmployeeBrowse Open Jobs How to Land a Cannabis Job Here are 13 pieces of advice that will strengthen your job search and help you get a job that fits your life.1. Pay attention to your social media presence.Recruiters and hiring managers will be looking at your resume, of course—but they also want to see complementary online content, too, such as your LinkedIn profile and online resume. In fact, one recruiter told Glassdoor she likes to see attachments, project work, videos, or blogs, too. Read More: The Printed Resume vs. The Online Profile: Why You Still Need Both2. Highlight your transferable skills.You want to show off why you’re right for a particular role. But you also want to make clear why you’re right for any role, we’ve heard recruiters say. So, when it comes to your resume and cover letter, focus on the skills and experience you have that would make you an ideal candidate anywhere. Then, in an interview, be ready to share how you’ll relay those skills in the new role. 3. Use your words.And more specifically, use the right words. Applicant tracking systems scan resumes in search of keywords, and throw out any that don’t contain them before they have the chance to be seen by human eyes. So how can you game the tech? It’s easy. Read the job description for the job you’re applying—then see how those words stack up against similar job postings. Words that repeat across multiple listings belong on your resume—preferably at the top, as well as in context.4. Tell a compelling story in your cover letter.You don’t want to simply repeat what’s on your resume when you write your cover letter. Rather, you want to dig a little deeper, answering questions a potential employer might ask such as: what makes this company your go-to choice, and why is this company special to you? Answer the questions in as much detail as possible to stand out from the crowd.5. Catch your resume mistakes.It’s not enough to run a simple spell check on your resume. You’ll need to employ some special editing tactics—such as reading your resume backward and asking a friend to proofread for you—in order to catch every mistake on the page. There’s even editing software specifically for resumes. If you allow an error to sneak in, you are sending the employer an unintended and incorrect message that you are sloppy and don’t care about your work. 6. Prepare for an interview before you get it.You won’t be caught off guard by an interview question if you’ve studied the common questions asked by recruiters and managers alike. Plus, knowing your responses in advance will keep you cool, calm, and collected during the interview—confidence any employer will be pleased to see.7. Dress for the job you want.It’s not enough to slip out of sweatpants and put on something fancy. You have to dress for success and be comfortable in what you’re wearing. If you’re uncomfortable, you might lose some confidence in the interview. But if you look and feel good, your job savvy should easily shine through.8. Show off your likable side.An interview doesn’t have to be all business. In fact, applicants willing to show their personalities are received better by managers than people who remain tight-lipped during the interview. That’s because this manager could become your boss—and he or she wants to make sure you can get along well. Share your personality when answering questions and resist the urge to respond robotically.9. Always send a thank-you note.A recent study found that 86 percent of hiring managers said not sending a thank-you note shows lack of follow-through. So follow-up—and show off your manners—with a handwritten note on nice paper or even in an email. The point is to do it, and do it promptly; the medium doesn’t matter as much. In the note, thank your potential employer for his or her time, and be sure to share about something you learned during the interview. Why? Sharing the lesson shows you were paying attention to the employer, and you’re serious about the role.10. Avoid getting too personal in interviews.Turns out, some of the answers you think are appropriate to share—like your favorite childhood memory when asked question, “Tell me about yourself”—are actually a turnoff to recruiters, and in some cases, can cost you the job. So just like you’ll practice what to say in the interview, you should also research what not to say to a potential employer.11. Don’t talk about money during an initial interview.Bringing up any salary questions during an initial interview—especially a phone interview—is a big no-no, career experts say. Why? It’s simply not the appropriate time, because you haven’t made it far enough into the interview process. So save the money talk for a second or third interview, when it’s clear you’re taking steps toward landing the job.12. Be proactive during the interview.Rather than allow for the recruiter or hiring manager to ask you all of the questions, be confident and proactive during your time together. You’ve researched the company’s culture and mission on Glassdoor, and you’re looking for a job that fits your life. Therefore it’s important to dig deeper. If you ask questions about management style, professional development, performances measurements and team collaboration, you’ll show a potential employer you’re both an informed candidate and serious about the job. 13. Use social media to brand yourself.Hopefully, you know by now that Facebook statuses that describe wild nights with friends can a turnoff to potential employers. But did you know that you can use social media to build a personal brand, making you more attractive to a hiring manager? One easy way to do just that is to expand from what’s on your resume—you can post pictures or summaries of projects you’ve worked on, include a short bio about your skills, or share articles that show you’re an expert in your industry.14. Seal the deal by negotiating.The final stage of getting a job is negotiating the package. While compensation often comes to mind first, remember that there are far more facets of the job that you can customize than you think. From benefits to work-from-home options, stock options to a travel stipend, there’s a lot on the table. Make a list of the things that are most important to you and that you’ll need to execute your job well. Be sure to check Know Your Worth to make sure their base salary offer is competitive with the market. Then, speak to your hiring manager and the recruiter about whether those needs can be fulfilled. These days, negotiating is an expected part of the job search process. Ask as many questions as you need and get the answers you need to make the best job decision for you.
Franck Lebouef has claimed that Chelsea manager Antonio Conte would be making the right decision to sell Diego Costa – if the Spaniard was upsetting the dressing room.Costa revealed recently that Conte had told him via text message that he was no longer in the Italian’s plans.The pair have had a fractured relationship dating back to January when Conte vetoed Costa’s move to Chelsea. And despite scoring 20 goals for the league champions last season, Lebouef reckons it’s better to cut ties for the sake of team morale.”I don’t know if it’s a mistake (to let him go), I’m not in the dressing room,” Leboeuf told ESPN.”We heard some noises, sounds, saying Antonio Conte and Costa had a fight in the dressing room when Costa wanted to leave Chelsea for China. “I don’t know what’s going on and if it’s for the best of the club I think it’s better to get rid of him and make sure the dressing room is okay and everybody works the same way for the same goal.”
The brother of contract rebel Gigio Donnarumma has defended the AC Milan goalkeeper.Antonio Donnarumma took to Instagram to hit out at critical fans.”I turn to those people who have done nothing but insult Gigio and all of our family,” Antonio Donnarumma wrote on Instagram, accompanied by a picture of his brother’s Milan memorabilia.“Gigio has been a Milan fan since he was little, it was a dream for him to play in the Milan shirt.“He has always honoured that shirt and given his soul for it. He cried after every defeat.“Until yesterday you were all behind Gigio, now without knowing anything you are insulting our whole family, writing things that our family wouldn’t wish on our worst enemy.“Our family has been overjoyed and have wept along with all you fans. Milan has an incredible history, and nobody can ever question that.“For those who have written messages of support for Gigio, I want to tell you that you truly understand the kind of person Gigio is, anything he’s done, any phrase he’s said or written has been done out of love for Milan.“Above all, Gigio is a Milan fan like you, and anyone who insults him isn’t a Milan fan. You can fill this photo with insults now, but leave our family out of it.“They always taught us the real values of life.”
AC Milan fans are calling on the club to keep contract rebel Gigio Donnarumma and bench him for a year.Giancarlo Capelli, the leader of Milan’s Curva Sud, says fans are furious with the goalkeeper for rejecting a new contract.“What’s happened is scandalous,” he told Corriere dello Sport.“Milan did everything to keep him. Now, in my opinion, Donnarumma must be benched for a year.“The thing that makes us even angrier is that we’re back to making personalised chants just for him.“Him, the person that had kissed [Milan’s] badge in our area of the stadium after the match against Juventus.“But how dare he? There’s a need to curb the powers of agents.“He, after not giving any messages about his situation, had sent a message on what would happen.“We, as a Curva, confirm our support and backing for the club, like we showed last week.”
Stoke City are eyeing AA Gent winger Moses Simon.Het Nieuwsblad says the Potters are keen on Simon, a 21-year-old Nigerian.However, Stoke have competition for the youngster’s signature, with Swansea City also reported to be fans of a player who scored five goals last season.Both Swansea and Stoke will have been encouraged by comments the player made earlier this week.He said: “I love England and will love to play in the EPL some day, but I can only talk about a move when talks are ongoing.”
Manchester United is becoming increasingly optimistic about their pursuit of Benfica right-back Nelson Semedo.According to The Sun, the Portuguese club have already lined up their replacement for the 23-year old in Pedro Pereira.The 19-year old spent his youth career with Benfica before leaving for Sampdoria in 2015.He recently signed a five-year deal with the club when he returned from Italy in January.Benfica boss Rui Vitoria is reportedly confident enough to hand the reins over to Peirera once Semedo completes the move to United.
Everton have been informed they must go higher to sign Swansea City attacker Gylfi Sigurdsson.They have been told to increase their offer for Sigurdsson after a £30million bid failed.Swans chairman Huw Jenkins insisted last week his star player would only depart if the Welsh club received an offer they could not refuse.He said: “It’s hard to suggest what sort of value Gylfi has in today’s market but to us he is priceless and we’ve got to make sure we do everything in our power to make sure he stays.”
Dutch hero Ronald de Boer has no doubt Pep Guardiola can bring success to Manchester City next season.De Boer played with Guardiola at Barcelona.He said: “He will improve Manchester City next season, without doubt.“I say this because he’s the best manager. He changes games. He makes teams play. People in the street look at his teams and think, ‘Wow, OK, I want to see this!’.“At Barcelona, you were almost afraid to go to the toilet. You knew that, if you did, there was the possibility of missing something special. He can get Manchester City to that level.“Fans will come to the stadium because they will see something happen. The result may not always be great, but they know the players will be playing attractively. They will do everything in their power to win games.“They might concede, but the supporters will enjoy watching them so much. And, yes, they will do better next season.”
Posted on September 15, 2016October 4, 2016By: Sarah Hodin, Project Coordinator II, Women and Health Initiative, Harvard T.H. Chan School of Public HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Duncan Fisher (Family Initiative) and Dr. Ana Langer (Women and Health Initiative)Not surprisingly, public health professionals, researchers and clinicians in the maternal and child health field have traditionally focused primarily on the mother and the child. Interventions aimed at encouraging antenatal care attendance, facility-based delivery and exclusive breastfeeding have generally targeted the pregnant woman or mother, often without much attention to her partner, surrounding family or social network.Duncan Fisher, Co-Founder and Director of the Family Initiative, traveled from the United Kingdom to give a lecture at the Women and Health Initiative at the Harvard T.H. Chan School of Public Health about the importance of expanding the focus of maternal health. While there has been some effort to engage men in maternal health, few studies examining this issue have been conducted and even fewer interventions have been designed, implemented or evaluated.Fisher noted that throughout human history, even before we were homo sapiens, child rearing has been a communal effort: fathers, family and even other community members have been instrumental in helping mothers to raise children. In fact, fathers experience similar hormonal changes to mothers (albeit somewhat less intensely) when they hold their babies, triggering a biological, instinctual sense of attachment. “An aspect of patriarchy and gender inequality,” Fisher suggested, “is suppressing that nurturing activity in men.”Engaging fathers, family members and women’s communities of care during pregnancy, delivery and postpartum may have numerous health benefits for mothers and babies. Not involving fathers during pregnancy is one missed opportunity. Fisher recalled a visit he made to a clinic in Nigeria where fathers rarely accompanied their pregnant wives to antenatal care appointments. When he asked a large room full of pregnant women, “Do you think your husband should be here?” the room erupted into chaos: “Do not ask us to tell him everything because he just thinks we’re nagging—you tell him!” many of the women responded. In many settings around the globe where men typically do not accompany their pregnant wives to antenatal care appointments, health care providers assume that their pregnant patients will relay all of the information discussed to their husbands. In reality, as the women at the Nigerian clinic stated, this assumption more often results in fathers being uninformed and uninvolved. Similarly, despite the important role that fathers and family members play in supporting mothers to breastfeed, efforts to encourage breastfeeding often target new mothers in isolation.Because of the potential negative consequences of promoting male involvement in maternal health and the diversity of family structures—particularly those that do not include a father—focusing on women’s families and communities of care more broadly is crucial. In its 2015 report, the World Health Organization (WHO) emphasized the importance of engaging families and communities to improve maternal and child health outcomes. Much work is needed to mobilize efforts to address these WHO recommendations, including developing consensus on the definition of “family inclusive maternal health care”, conducting research to understand global perspectives on the issue and designing effective, inclusive interventions that improve not just the health of mothers and babies, but also the functioning of family units and communities of care.—Learn more about engaging fathers and families in maternal and infant health from Family Included.Explore perspectives on the Child and Family Blog.Subscribe to receive updates from the Women and Health Initiative.Share this: ShareEmailPrint To learn more, read:
Married to My Phone I’m going to level with you. I make a lot of calls to a lot of members every week, and while many see it as a chore, it is singularly the most rewarding part of my job. And I’m not the only one who feels this way! Recently, we had 10 super Freelancers Union members help us toward our $10,000 PAC fundraising goal by phone banking fellow members (that’s some of them in the photo to the right!) Lynn, one member, was so transformed from a cold-calling phobic to a phone banking phenom during our past lobbying efforts for the Freelancer Payment Protection Act that she blogged about it! What’s more, Lynn’s time on the phone helped us get this historic bill passed in the New York State Assembly, and we are now working diligently to make sure it gets passed in the next session – which means turning out members in target districts to meet with their elected officials and tell them to move the bill through the Senate! How do we arrange for members to meet with their senators? By calling them! And that’s why the phone is my partner-in-crime. But it’s not like I have an exclusive thing with the phone – if you find yourself in New York, you can jump in, too! ** Who’s There?** From bill collectors to prank calls from the miscreant up the street, to an unknown number on your caller ID, we want to know: Who is it? When it’s a surprise phone call from a person (or organization!) you care about, it can be the best call of all. In an era of Facebook wall posts, the sound of a human being on the other end of the line is refreshing. For me, the sound of my old college roommate’s voice from Texas (Hi Kayla!) can take me right back to warm memories in a way that a text or an email never could. Sometimes, we just catch up about our lives. Other times, one of us might be calling to ask a favor-which is ok, too! I’d like to hope that getting a call from us can help you feel the very same way as a call from your best friend. **We know you’re busy tracking down gigs and making ends meet, so we’d like to be that sliver of sunshine on the line reminding you that you’re not alone in this freelance endeavor. **When we call about events like working together to pass bills that protect freelancers, Freelancers Union is asking because we have your back, just like I know Kayla has mine. And when we call, we come in peace! Pose questions. We’re happy to answer them – it’s part of making our pitch, letting you know we can talk, that we’re in this together. Jump On the Line For those voiceover artists, expert social media communicators, or love-birds-in-an-intense-long-distance-Skype-relationship- with-your-freelancer-travel-journalist-partner in our midst: we could really use your soothing cords and persuasive personality and phone call endurance on the lines next month. We’ll be making thousands of calls to fellow members in target districts to tell them about the legislation. I can’t do it alone. You’ll get to speak with fellow freelancers and be the friendly voice behind those subway ads. And for this particularly phone bank, we’re pulling together a Phone Bank Leader Board for some good old-fashioned competition. The top volunteer during the two-week Freelancers Union Phone Bank Challenge will win a $50 Amazon gift card. For everyone else – count on being showered with candy and praise during your time with us. So, can I count on you to sign-up for a short phone bank shift between Monday, September 12 and Friday, September 23 in our DUMBO headquarters? Times are flexible during the day and evening and I’ll call you (fancy that!) to set up a concrete and convenient window of time. While you’re considering it, drop us a line on your thoughts. What’s it like getting a call from us? What do you want to talk to us about? Also, can’t make it to the city to phone bank? Let me know in the comments where I can find the best breakfast taco in Austin, so I can repay Kayla for all her kind phone calls when I visit. I want to be in guacamole heaven. Kaitlyn Freelancers Union Organizer Questions? Find Kaitlyn tweeting at @organizerkait!
Who are the clients you naturally gravitate towards?In my experience as a business coach for creative freelancers and entrepreneurs, I’ve learned that graphic designers, website designers, and photographers often target other small creative businesses as clients. The reasons being that (a) they relate to them (b) they get excited about the launch of a new business (c) there is more perceived freedom in these projects.I say “perceived” because the opposite is often true. While wonderful people, small business owners tend to be emotionally attached to their business and unwilling to relinquish control. Not to mention, they usually have small budgets.If your goal is to build a viable business that you can grow, you need to make money. For most of us, that means we need to upgrade our mindset and reach for better-paying clients. Is it uncomfortable? Sure. Will it require work? Absolutely. But the good news is, it takes the same amount work to position your business to clients with money as it does to clients with no money. If you’re convinced, but feel a little intimidated about getting started, here are four ways to get better paying clients:1) Know what you offer and the results you deliverI can’t tell you how many times I’ve asked a freelancer what they do and they say “Oh, everything”. And when I ask what types of clients they work with, they say “Everyone”. It’s human nature to cast a wide net, hoping that we’ll catch more fish.But the fact is, the high-caliber clients that you’re targeting aren’t looking for a generalist. They want someone who specializes in solving the exact issue they have. By defining your niche, your work will become stronger (building your reputation within your field), you can market your services to a much smaller group of clients (which is actually a relief) and you can charge more for your services because people will pay for specialized services.2) Know who your ideal client isWhen I first started my coaching practice, my target clients included design school graduates. While I still love participating in college workshops and panels (that youthful energy is hard to resist!), there are a couple of reasons why students are not my ideal clients; (1) my background in creative management was solely focused on representing high-level and established talent.I realized that it didn’t make sense for me to target an entirely different group of people whose needs I didn’t understand as well (2) students don’t have any money, so the people I’d need to market to were the parents, requiring me to develop a whole new list of contacts.3) Create an “impression of increase”I just heard this term and I love it. It takes a lot to get us to make a big investment, so it’s crucial we feel the quality of our lives and income will increase as a result. That’s why aspiration and emotion sells and facts alone don’t. Ask yourself, “Am I creating an impression of increase”? Here are a few things that will help you create that impression:A nicely designed business cardA well-designed, well-written and easy-to-navigate websiteGlowing testimonials and LinkedIn recommendationsDressing and looking the partWriting and speaking directly to your ideal clients.If they feel confident that you understand their needs, they are more likely to buy from you.4) Package your ServicesIf you want to land better paying clients, you need to make it really easy for them to work with you. Creating packages that are tailored to your ideal client’s needs demonstrates that you understand and value their time and resources.Not sure how to package your services? Start by learning what your clients really need (which is often different from what you think they need). Then create packages that speak to those needs (feel free to use the packages on my website as a guide). There’s no doubt about it, creating packages requires time and effort, but the quality of clients that you get will make it totally worthwhile.Attracting better-paying clients starts with a premium product or service, and a commitment to do whatever it takes to make your goals a reality. It’s as much of a personal journey as a professional one. Keep learning, keep growing and enjoy your evolution.There really is nothing sweeter than knowing your worth and being respected for the value that you bring. If you like the steps I shared in this article and would like more, you’ll love my free guide “How to Find High-Quality Clients & Get Paid What You’re Worth” Download yours and start getting better clients today!Justine Clay has been helping freelance creative talent build thriving careers for more than 15 years. She began her career in creative representation and, in 2010 Justine launched her coaching business.With over 300 contributors and 2 million readers, the Freelancers Union Blog is the foremost publication dedicated to empowering the independent workforce. Write for us!
Ready to hit the slow-travel road?Once you’ve done your research, don’t wait around too long to take the leap. No amount of reading will teach you everything, so be prepared to learn on the road and recallibrate.Finally, beware: once you join the slow-travel community, you may never turn back.Sophie McAuley is Growth Strategist at AND CO from Fiverr. As a digital nomad, she’s seeking the perfect integration of travel, work andlife. She writes about her travels at Vuja De View. Are you able to maintain value for your clients without being physically present? Internet connectivity and time zones are two of the biggestchallenges you’ll have to factor in. So ask yourself: will your clients in the US expect you to attend Skype meetings while it’s 4am in Bali? Or can your hours be flexible? Did your Airbnb have excellent reviews, but failed to mention the daily power cuts? Make sure you always double-check internet connectivity for prospective accomodation and have a Plan B in case issues should arise. How good are you at staying focused when there are distractions around you? The potential for distraction will be at an all-time high when you’re in a new place, and surrounded by new people. It’s essential that you’re able to motivate yourself to stay on task. They say you can only pick two: comfort, lifestyle or cost. At the end of the day, you’ll have to make compromises that work for you. Think about whether it’s financially viable to have any outstanding expenses back home, or whether you should cut those off before you leave. Until you get used to surprise expenses, and maintaining financial commitments at home, you might want to consider a cheaper country with a lower cost of living. This is a post from a member of the Freelancers Union community. If you’re interested in sharing your expertise, your story, or some advice you think will help a fellow freelancer out, feel free to send your blog post to us here.As a freelancer, you often have the freedom to work from wherever you choose — be it your home office, the local park, or your favorite cafe. In fact, you could be in a different country each week, if you wanted to.While the “digital nomadism” trend is definitely on the rise — with new remote workers more likely to work from a foreign country than those who’ve been remote for longer — the numbers are still relatively small, at just 9%.So why aren’t more freelancers taking advantage of this? Traveling while you work is not an easy route, but it’s an inspiring one. That’s especially true if you take your time. Here’s why you should consider taking your freelance career on the road, slowly.What is slow travel?Slow travel urges people to step away from sightseeing to-do lists and Instagram-worthy photo opps, and instead settle down somewhere. Just like the “slow food” movement, it’s about connection. By embracing what a community has to offer rather than location-hopping, you can control costs, prevent burnout, and take it easier on the environment. Here are some of the benefits.FinancialStaying in one location for at least a month will make your budget stretch further in all areas. Swapping your lease in expensive city for a monthly Airbnb in Thailand or Mexico, for example, will dramatically lower your expenses, and many places offer long-term discounts. If you choose accommodation with a kitchen, you can save on eating out and experience the local produce. And of course, staying for a while will get you more bang for your buck on airfares.Work-life balanceStaying in one place for a significant period means that you won’t have to spend all your time planning your next move. Instead, you’ll have more time to enjoy the simple pleasures of really living in another place — rather than just travelling through.If you’re one of the 30% of remote workers who cite lack of community as the number one challenge to their happiness, consider a work and travel program like Remote Year or Unsettled. These are designed for digital nomads and location-independent freelancers, and provide the benefits of a community away from home.ImmersionWhen you visit somewhere for a short time, how often do you get a local SIM card or shop at the local supermarket? Slow travel allows you to take part in the more mundane activities of that place. While this may not sound as exciting as visiting the local tourist hotspots, it’s by living like the locals that you’ll truly learn about their living experiences, and interact with them too. You may even pick up on some of the local language.ConsiderationsBefore you pack up your laptop, remember the 70-20-10 rule: 70% research, 20% planning and 10% improvisation.Research: