3 Scams to Avoid When Job Hunting

3 Scams to Avoid When Job Hunting Job hunting can be hard enough, and sometimes it feels as though the world must simply be against you. In the following three cases, at least, you would be right. These notable scams target job hunters at their most vulnerable. Learn them and remember them, so as not to be suckered in by predators taking advantage of your desperation to get hired. Scam  #1: Application FeesBeing out of work can be humiliating enough; don’t fall victim to a scam this outlandish. This is illegal in most states, and could even be considered a form of discrimination. If a company, even an employment agency or placement service, asks for this, you’ll know immediately that it cannot be trusted. Stick to reputable channels.Scam #2: Identity ThievesAs if it’s not enough to have to be on the lookout for people trying to take your money, you should probably also watch out for anyone trying to get any personal information they could use for identity theft purposes. No job will ask you for your social security number, for example, until the hiring process has already begun. Do not disclose this information any sooner.Scam  #3: The Recruiter is Overly EnthusiasticMeeting an enthusiastic recruiter can feel like gift from the heavens. Still, it’s best to be wary. It could very well be too good to be true. Avoid giving out any personal information here too, and ask as many questions up front as you can. That way you’ll never think you’re going in for a fancy â€Å"marketing† job to stand around giving out smoothie samples in the mall.

Breast Cancer Essays

Breast Cancer Essays Breast Cancer Paper Breast Cancer Paper The article ‘DDT and breast cancer in young women: new data on the significance of age at exposure’ is a study conducted by Barbara A. Cohn, Mary S. Wolff, Piera M. Cirillo and Robert I. Sholtz. This study sought to identify whether exposing young women to DDT when the DDT is at peak is likely to result to development of breast cancer. Cohn et al (2007) conducted this study prospectively using a nested-control approach. The sample constituted of women who were participating in the Child Health and Development Studies (CDHS) in Oakland, California. These women were members of the Kaiser Permanente Health Plan and had gone for obstetric services between 1959 and 1967 (this time spans the period prior to banning of DDT use and a period when DDT use was very high). Selection of the subjects adhered to ethical guidelines including informed participant’s consent as required of human participants in research studies. To identify breast cancer cases, the authors of this study, the California Cancer registry and California Vital Status Records were referred and 133 cases of breast cancer patients or person who died of breast cancer prior to reaching the age of 50 years were identified for the study. After assaying blood samples collected from the women within three days after giving birth, it was identified that 129 cases had breast cancer prior to reaching the age of 50 years. By selecting 129 controls who matched with the birth years of the cases, serum assays for p. p’DDT showed that women who were born after 1931 had a 5 times likelihood of developing breast cancer and at the time when DDT use was at peak, the girls were usually aged below 20 years. No relationship between DDT exposure and breast cancer for women who were never exposed to breast cancer prior to 14 years of age. Pamela C. Regan and Ramani S. Durvasula conducted a study titled: predictors of breast cancer screening in Asian and Latina university students. This study involved 240 Asians (165 Latinas and 75 Asians) and Latina women aged 18 years and over. The women were recruited from a university in the Los Angeles Metropolitan area. The authors of the study had the study approved by necessary ethical committees as required of human participant studies including participant’s informed consent. Using questionnaires, the authors of this study assessed the subjects’ household income, ethnicity, and age as demographic measures. The subjects also responded to questions that sought health-related beliefs more so concerning breast cancer screening. Other important measures included sexual experience, cancer knowledge, family history of cancer, acculturation and breast cancer screening behavior. Using regression analyses, Regan and Durvasula (2008) are able to predict whether Latino and Asian university students are likely to have breast cancer screening. In the article ‘advancing social workers responsiveness to health disparities: the case of breast cancer screening’ is authored by Mary Alpeter, James Mitchell and Joan Pennell. This takes a descriptive and an exploratory approach. The sample for the 4-year prospective study was selected using a probability sampling method thus recruiting 1,046 women participants aged 18 years and above who had no symptoms of breast cancer. The sample was made of white and African American women only from eastern North Carolina in two rural counties. By the end of the 4-year project, there were only 853 respondents. Several predictor variables were used to determine the likelihood of women seeking breast cancer screening. These included age, cultural beliefs and social economic status among others. Using regression analyses, Alpeter, Mitchell and Pennell (2005) were able to predict the likelihood of women in the study seeking breast cancer screening as well as breast cancer awareness. From the three studies, the first study by Cohn et al (2007) is more reliable and valid since it is a primary research and is more experimental than predictive. The study follows all the ethical procedures required when dealing with human participants in research. Furthermore, the prospective nature of the study makes the results appear more valid. The third study by Alpeter, Mitchell and Pennell (2005) is questionable since there is no evidence of consent obtained from the subjects or adherence to ethical guidelines. Furthermore, it is of secondary nature and heavily relies on literature rather than actual findings. References Alpeter, M. , Mitchell, J. and Pennell, J. (2005). Advancing social workers responsiveness to health disparities: the case of breast cancer screening. Health and Social Work, 30(3): 221+. Web. 15, July 2010. Questia. com. Cohn, B. A. , Wolff, M. S. , Cirillo, P. M. and Sholtz, R. I. (2007). DDT and breast cancer in young women: new data on the significance of age at exposure. Environmental Health Perspectives, 115(3): 201+. Web. 15, July 2010. Questia. com. Regan, P. and Durvasula, R. S. (2008). Predictors of breast cancer screening in Asian and Latina university students. College Student Journal, 42(4): 1152+. Web. 15, July 2010. Questia. com.

Expand the report that will be send later. Focusing on training and Research Paper

Expand the report that will be send later. Focusing on training and development, staff turnover, reward and benefit as well as r - Research Paper Example The company achieved a 27% revenue growth over the three years ending in 2007 (Seeking Alpha 2011). This paper will evaluate whether the recruitment and selection, training and development, staff turnover, and reward and benefit policies of McDonalds are strategic or not. The paper will analyse if those policies have assisted the organisation to achieve its goals and objectives. Recruitment and selection The market success of any business largely depends on its product quality and service efficiency. It is clear that high quality products can be designed, produced, and delivered only if high quality people are employed. AsRioux and Bernthal (1999) point out, for any business like McDonalds offering customised services, efficiency in employee recruitment, selection, and retention is particularly vital to meet customer satisfaction and thereby promote market share growth. While analysing McDonald’s recruitment and selection policy with reference to related practices such as trai ning and development, staff turnover, and rewards and benefits, the policy seems strategic. ... 004, the company employed 43,491 people in its restaurants and they embraced 40,699 hourly paid workers, 2,292 managerial personnel, and 500 office staff. McDonald’s US franchisees employed further 25,000 people in 2004 (The Times 100, n.d). Most of the McDonald’s employees are paid based on an hour-rate system and those employees are referred to as crew members. In order to ensure the efficiency of employee recruitment and selection process, McDonalds’ management has specifically outlined skills and behaviours that an applicant should possess. According to this, â€Å"for each position there is a job description outlining typical duties and responsibilities and a person specification defining personal skills and competences.† (The Times 100, n.d). The McDonald’s recruitment policy makes its individual restaurants responsible for appointing adequate number of hourly-paid workers. The company’s Management Recruitment department coordinates all activities associated with the recruitment process (McDonald’s Restaurants Limited 2004). In order to recruit skilled and efficient hourly-paid employees, the organization follows some typical requirement approaches including advertising in restaurants, local job centres, career fairs, and other local facilities (The Times 100, n.d). Throughout the company history, it seems that McDonald’s management mainly uses advertising in restaurants technique to hire quality staff. The company believes that this recruitment policy would assist to find out quality workers from local people and/or friends of existing workers. The management collects applications from huge number of candidates and prepares a short list of applicants to be interviewed based on specific criteria. Over 60% of the McDonald’s crew members are aged 20