Podcasts about applicants

  What if hiring the right assistant could completely change the way you run your business?    In this episode, Erik Van Horn sits down with Kasim Aslam to talk about why most entrepreneurs hire virtual assistants the wrong way—and how elite executive assistants can unlock massive leverage inside a company.   Instead of hiring cheap offshore labor, Kasim explains the process his company uses to find world-class executive assistants from around the world. With a hiring funnel that can take over 1,000 applicants to find one elite EA, the result is talent capable of running projects, managing teams, and freeing entrepreneurs to focus on growth.   They discuss how one EA helped build an entire research operation, manage a thriving community, and even contribute to writing a bestselling book.   If you're an entrepreneur, franchise owner, or operator looking to reclaim your time and scale your business, this conversation will change how you think about hiring.   Timestamps: 00:00 Technology EA Running Circles Around In-House Teams 01:16 "This Changed My Life" — Entrepreneurs Getting Out of Their Inbox 02:35 Why Kasim Says: Don't Hire a VA, Hire an EA 03:27 The Wild Hiring Funnel: 1,000 Applicants for One Assistant 04:00 Why Paying More Gets You 10x Better Talent 05:30 The EA Who Built an Entire Business (Including a Book) 06:27 From Executive Assistant to Millionaire Business Partner 10:34 Why a Trained EA Outperforms Most Tech Teams 12:08 The "Navy SEAL" Bootcamp That Produces Elite Assistants 19:08 The 2-6-2 Delegation Rule Every Entrepreneur Should Know   Connect with Erik Van Horn:

APPLICATION FORM https://forms.gle/dCjQPF3AZ6wAkBJH8MEMBERSHIP SITE 50% OFFhttps://www.policefit.com.au/armoury.htmlIf you want more information on training and nutrition specific to Police Officers and Applicants please head to my free members page. https://www.facebook.com/groups/1725385161090146If you are an applicant in NZ also head of to my NZ support group https://www.facebook.com/groups/1522770991943100If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956If you are an applicant in SA also head over to my SA support group https://www.facebook.com/groups/1723828061032038If you are an applicant in NT also head of to my NT support group https://www.facebook.com/groups/2376032615894654Also check us out at www.policefit.com.auIf you have any questions feel free to reach out to me directly on Facebook https://www.facebook.com/bradley.williams.5059 or email brad@policefit.com.auAlso check out the team https://www.3zeroscoffee.com.au/ and use code 3zerospolicefit for 10% off your order. 

Male workers expect a salary of €64,000 when they apply for a job, compared with €53,000 for women, according to new research from IrishJobs.ie. To discuss these research findings we heard from Emma Howard, Economist with Technological University Dublin.

Male workers expect a salary of €64,000 when they apply for a job, compared with €53,000 for women, according to new research from IrishJobs.ie. To discuss these research findings we heard from Emma Howard, Economist with Technological University Dublin.

It's YOUR time to #EdUp with Andrew Hsu, President, College of CharlestonIn this episode, President Series #448, powered by ⁠⁠⁠Ellucian⁠⁠⁠, & sponsored by the ​ELIVE 2026​ Conference in Denver, Colorado, April 19-22, & the ​HigherEd PodCon​ II happening July 16 & 17YOUR cohost is Samyr Qureshi, Executive Chairman, KnackYOUR host is Elvin FreytesHow does a 256 year old public university grow from 11,000 to 32,000 applicants, launch doctoral programs, & achieve record enrollment by focusing on undergraduate education & student success in a city where Boeing, Volvo & the hospitality industry create the perfect real world lab?What happens when you spend an entire academic year developing a strategic plan with campus wide buy in, use it like a GPS to stay on course, & find your niche instead of trying to be everything to everyone?How does an AI integrated campus become the first in the country to close an AI developed donation, train faculty to incorporate AI into curriculum, & prepare students for future workforce needs through intentional AI as its 10 year Quality Enhancement Program?Listen in to #EdUpThank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp!Connect with YOUR EdUp Team - ⁠⁠⁠⁠⁠ ⁠⁠⁠⁠Elvin Freytes⁠⁠⁠⁠⁠⁠⁠⁠⁠ & ⁠⁠⁠⁠⁠⁠⁠⁠⁠ Dr. Joe Sallustio⁠⁠⁠⁠● Join YOUR EdUp community at The EdUp ExperienceWe make education YOUR business!P.S. Want to get early, ad-free access & exclusive leadership content to help support the show? Become an #EdUp Premium Member today!

In this special edition of Talk'n the Beat, Sgt. Kevin Coates and Officer Larry Reynolds sit down with Lt. Dave Allen to discuss the Sterling Heights Police Department's active recruitment campaign. SHPD is seeking to hire 12 new police officers and encourages qualified candidates to apply.To connect directly with potential applicants, the department will host two Recruitment Nights on March 26 and April 22, from 6 to 8 p.m. Officers from across the department will be available to answer questions, explain the hiring process, and highlight opportunities in specialized units such as SRT, Traffic, and the Detective Bureau. A virtual option will also be available for those who cannot attend in person.Applications are open March 3 through May 2, 2026. Candidates must pass the EMPCO exam with a score of at least 80% prior to submitting an application through the City of Sterling Heights website. Applicants who meet the requirements will advance in the selection process, with 12 candidates ultimately selected to join the department.Send Your Questions to Sgt. Coates and Officer Reynolds!Email us at ttb@sterlingheights.gov and your question may be used in an upcoming podcast episode.

In this session, Partner and Attorney Min Kim and Client Services Manager Arianna Gonzalez, MBA broke down a recent federal court decision addressing EB-1 extraordinary ability petitions.This was the first decision to hold that USCIS impermissibly created and applied the EB-1A two-step, or “final merits,” framework without proper notice and comment. While the ruling did not completely overhaul EB-1 adjudications, it marked an important development and provided a helpful tool for navigating EB-1A filings and challenges.The session covered what the court actually held, what the decision did (and did not) change, and how it could be used strategically in EB-1 extraordinary ability cases.Listen In!

In this episode of the DIGA Podcast, we are joined by Dr. Erika Tvedten, current dermatology resident at Cooper University and newly matched Mohs fellow. Dr. Tvedten shares her journey from becoming the first DO to match at her program to building a competitive application that set her apart. She discusses the realities of dermatology residency, what it truly takes to stand out, and why protecting your passions is essential to building strength in every season. Whether you're preparing to apply or navigating training now, we hope you enjoy!---DIGA Instagram: @⁠⁠⁠⁠⁠⁠derminterest⁠⁠⁠⁠⁠⁠Connect with Dr. Tvedten: @dr.erikatvedtenToday's Host, Marissa: @marissamarieruppe---For questions, comments, or future episode suggestions, please reach out to us via email at ⁠⁠⁠⁠⁠derminterestpod@gmail.com⁠⁠⁠⁠⁠---District Four by Kevin MacLeodLink:⁠ ⁠⁠⁠⁠⁠https://incompetech.filmmusic.io/song/3662-district-four⁠⁠⁠⁠License:⁠ ⁠⁠⁠https://filmmusic.io/standard-license

APPLICATION FORM https://forms.gle/dCjQPF3AZ6wAkBJH8MEMBERSHIP SITE 50% OFFhttps://www.policefit.com.au/armoury.htmlIf you want more information on training and nutrition specific to Police Officers and Applicants please head to my free members page. https://www.facebook.com/groups/1725385161090146If you are an applicant in NZ also head of to my NZ support group https://www.facebook.com/groups/1522770991943100If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956If you are an applicant in SA also head over to my SA support group https://www.facebook.com/groups/1723828061032038If you are an applicant in NT also head of to my NT support group https://www.facebook.com/groups/2376032615894654Also check us out at www.policefit.com.auIf you have any questions feel free to reach out to me directly on Facebook https://www.facebook.com/bradley.williams.5059 or email brad@policefit.com.auAlso check out the team https://www.3zeroscoffee.com.au/ and use code 3zerospolicefit for 10% off your order. Check out CODE ONE CAREERS to book your free interview and psych Prep consult appointment https://www.codeonecareers.com/book

Almost one in five of Ireland's top companies have experienced significant cyber attacks in the last two years, new data shows today. The findings come as national domain registry .IE launches Ireland's first Digital Trust Mark. Described as an NCT for your online identity, websites and emails carrying the distinctive wolfhound symbol will give customers confidence that businesses of all sizes are operating to the highest digital standards. "If you have an online presence, you can now be assessed on DigitalTrust.ie in just a few clicks," said Louise McKeown Doogan, Chief Growth Officer at .IE. "Once an organisation applies, their website, email and domain setup is assessed using a proprietary scoring evaluation that checks against industry-defined best practice. "These checks confirm that digital fundamentals are correctly configured, responsibly managed and set up to support trust and reliability online. "Once you receive your Digital Trust Score, you will either be entitled to carry the mark or you will have clear next steps to reach the required standard. "We live in an age where some ransomware companies now have customer care departments, and the online health of the nation needs to improve as a consequence." The research found that 17pc of Ireland's key organisations have experienced a significant cyber attack since 2024. Conducted by Amárach on behalf of .IE, it surveyed 354 essential Irish firms in January. It follows last week's Garda data that fraud-related crimes more than doubled in the last 12 months, up 137pc – mainly due to bank scams, phishing and smishing. "Our findings are concerning, particularly when we know phishing scams (60pc) and the exploitation of system weaknesses (21.3pc) are the most common ways attackers gain access," said Ms McKeown Doogan. "An online presence that appears to function may not always demonstrate the authenticity and trustworthiness customers expect. "Until now there has been no visible way for consumers to know that a website meets a recognised standard – and no way for businesses or organisations to signal that they do. "The mark signals that they demonstrate authenticity, responsible digital practice and a trustworthy online experience. "We hope it will become a digital equivalent of the NCT and an essential part of interacting online in Ireland within the next year." The Digital Trust Mark is not just for .ie domains but is open to .com and other domains used by Irish organisations. Applicants will receive a grade by the next working day, and if an A-rating is achieved, businesses can display the mark on their website or in their email signature for the following 12 months. Domains that do not reach an A-rating will be given a detailed outline of what and how they can improve. See digitaltrust.ie for more information. More about Irish Tech News Irish Tech News are Ireland's No. 1 Online Tech Publication and often Ireland's No.1 Tech Podcast too. You can find hundreds of fantastic previous episodes and subscribe using whatever platform you like via our Anchor.fm page here: https://anchor.fm/irish-tech-news If you'd like to be featured in an upcoming Podcast email us at Simon@IrishTechNews.ie now to discuss. Irish Tech News have a range of services available to help promote your business. Why not drop us a line at Info@IrishTechNews.ie now to find out more about how we can help you reach our audience. You can also find and follow us on Twitter, LinkedIn, Facebook, Instagram, TikTok and Snapchat.

Want to Start or Grow a Successful Business? Schedule a FREE 13-Point Assessment with Clay Clark Today At: www.ThrivetimeShow.com   Join Clay Clark's Thrivetime Show Business Workshop!!! Learn Branding, Marketing, SEO, Sales, Workflow Design, Accounting & More. **Request Tickets & See Testimonials At: www.ThrivetimeShow.com  **Request Tickets Via Text At (918) 851-0102   See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire   See Thousands of Case Studies Today HERE: www.thrivetimeshow.com/does-it-work/  

Why Spending More on Job Ads Doesn't WorkBy month three of advertising, most vet clinics assume the problem is reach.Not enough applications?   Then not enough visibility.Not enough visibility?  Spend more.Premium placement.Featured listings.Boosted posts.Maybe even a recruitment agency.But the real problem isn't reach. It's recognition.In this episode of Veterinary Voices, Julie South unpacks what actually happens around week ten of the recruitment cycle—when rewriting hasn't worked, posting everywhere hasn't worked, and the numbers start looking impressive while the applications still don't.Because exposure isn't the same as recognition. And paying to be seen doesn't fix being unknown.Julie explains why month three is when budgets escalate, agencies start circling, and something more dangerous begins to build: the wrong kind of recognition. The clinic that's been advertising for 10 weeks. The clinic people start questioning.This episode contrasts two very different outcomes: The clinic that keeps upgrading listings and reinforcing concern… And the clinic that fills a role within days—not because their ad was premium, but because they weren't unknown.Stay to the end for two questions about what your recruitment budget is actually building.In This Episode00:00 – Introduction: Month three and the instinct to spend more 01:44 – Premium placement and the visibility trap 02:30 – Exposure vs recognition: why big numbers don't mean results 03:33 – The uncomfortable money conversation 05:07 – The recognition you're building (and why it's not good) 06:12 – What actually creates the right kind of recognition 07:26 – Why premium placement amplifies but doesn't create trust 08:13 – The exhausted clinic at the $2,000 mark 09:01 – The clinic that fills the role in three days 09:53 – Two questions about what you're really paying forAbout Julie SouthJulie South is the founder of VetClinicJobs and host of Veterinary Voices.She works with forward-thinking veterinary clinics that want to stop escalating job ad spend and instead build recognition before they need to hire—so when they do advertise, they're not paying to be unknown.Struggling to get results from your job advertisements? If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic. The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

APPLICATION FORM https://forms.gle/dCjQPF3AZ6wAkBJH8MEMBERSHIP SITE 50% OFFhttps://www.policefit.com.au/armoury.htmlIf you want more information on training and nutrition specific to Police Officers and Applicants please head to my free members page. https://www.facebook.com/groups/1725385161090146If you are an applicant in NZ also head of to my NZ support group https://www.facebook.com/groups/1522770991943100If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956If you are an applicant in SA also head over to my SA support group https://www.facebook.com/groups/1723828061032038If you are an applicant in NT also head of to my NT support group https://www.facebook.com/groups/2376032615894654Also check us out at www.policefit.com.auIf you have any questions feel free to reach out to me directly on Facebook https://www.facebook.com/bradley.williams.5059 or email brad@policefit.com.auAlso check out the team https://www.3zeroscoffee.com.au/ and use code 3zerospolicefit for 10% off your order. Check out CODE ONE CAREERS to book your free interview and psych Prep consult appointment https://www.codeonecareers.com/book

Show Notes: Sarah Pomeranz, founder of Consultants for Impact, provides an overview of the organization. Sarah explains that Consultants for Impact was born out of her own struggle as an early-career consultant at Accenture during the COVID-19 pandemic. She felt a dissonance between the problems she solved at work and broader societal issues, leading her to explore how her skill set could address global challenges like pandemics, climate crises, and democracy preservation. Sarah took a one-year leave of absence from Accenture to explore opportunities for high-impact work and decided to help other consultants build careers in the public interest.  What Consultants for Impact Does The organization offers a peer-to-peer advising approach and matches former corporate consultants with social impact roles. They provide resources like career check-in templates and Career Conversations to help consultants identify their core values and find impactful roles. The process involves self-paced reflection prompts, one-on-one conversations with an advisor, and access to a network of consultants and high-impact organizations. The Advising Process Sarah describes the first step in the process: applying for a Career Conversation on their website. Applicants are matched with advisors, who are all former consultants, and are given curated resources based on their interests and background. The Career Conversation involves reflection prompts on values, problem areas, and previous roles, followed by a one-on-one discussion to address uncertainties and challenges. Participants join the Consultants for Impact community, gaining access to opportunities, events, and resources. Career Guidance for Consultants Sarah explains that the career guidance is personalized, depending on the individual's starting point and career goals. She uses the example of an independent consultant curious about impact to illustrate the process, emphasizing the importance of career as a tool for making the world better. The organization encourages consultants to think critically about where their skills can have the most impact, using the SELF framework (Significance, Efficacy, Leverage, Fit) to evaluate opportunities. The goal is to find roles that offer high impact, credible interventions, and opportunities for outsized effect. Job Search in the Impact Sector Sarah emphasizes the importance of thinking critically about problem areas and interventions, rather than just focusing on personal interests. She discusses the concept of Value Over Replacement Player (VORP) to highlight the importance of choosing roles where you provide more value than the next-best candidate.. The organization encourages consultants to consider unusual organizations and problem areas where their skills can have a significant impact. Roles for Consultants Sarah outlines various roles that consultants can transition into, including entrepreneurship, chief of staff roles, policy positions, product management, and grantmaking. She provides examples of successful transitions and the range of compensation levels, from bare-bones salaries to high six-figure earnings. The discussion includes the trade-offs between income and impact, with Sarah sharing her own experience of sacrificing future income increases for a more meaningful career. The organization helps consultants navigate these trade-offs and find roles that align with their non-negotiable values. Applying to the Impact Sector The conversation turns to preparing resumes and LinkedIn profiles for the impact sector. Sarah advises being thoughtful about solving core problems for resource-constrained clients and avoiding a salesy approach. She emphasizes the importance of demonstrating impact with metrics and specific examples. The organization coaches consultants on how to portray their experience in a way that builds trust and credibility in the impact sector. Building Relationships with NonProfits Sarah discusses how Consultants for Impact has built relationships with nonprofits and foundations around the world and created a reputation for providing high-quality referrals. Early efforts focused on building personal relationships and attending conferences in relevant cause areas. The organization now receives more referrals than they can handle, thanks to their reputation for curating top candidates. They also partner with other ecosystems like Umbrex to reach more consultants and build awareness of their services. Evaluating the Impact of Nonprofits Sarah advises evaluating the impact of nonprofits by focusing on the significance of the problem they address and the neglected nature of the issue. She recommends looking for organizations with external evaluators and focusing on real impact metrics rather than vanity metrics. Consultants for Impact works with third-party evaluators and foundations to assess the efficacy of nonprofits and ensure they are having a significant impact. They also provide resources and recommendations for high-impact organizations, helping consultants make informed decisions about their career paths. Promotion of Services Sarah explains how Consultants for Impact promotes their services through ads on LinkedIn, Meta, and Reddit, targeting consultants who are interested in self-discovery and career change. They also participate in workshops and events to raise awareness and connect with potential clients. The organization is committed to finding product-market fit and continuously improving their services based on feedback and referrals. Sarah invites listeners to visit their website and attend upcoming workshops to learn more about their offerings and connect with the community. Timestamps: 02:12: Consultants for Impact's Mission and Services 03:26: The Career Conversation Process 08:01: Personalized Career Guidance and Impact Framework 10:30: Sophisticated Job Search Strategies 15:05: Roles and Compensation in the Impact Sector 22:19: Preparing Collateral for the Impact Sector 24:39: Reaching Out to Nonprofits and Building Reputation 31:14: Evaluating the Impact of Nonprofits 36:17: Promoting Consultants for Impact and Future Plans Links: Consultants for Impact's website Application for free 1:1 career advising Consultants for Impact Career Check-In Template  Understanding your Value Over Replacement Player (VORP): School for Moral AmbitionConsultants for Impact LinkedIn Refresh Guide Sign up for the Consultants for Impact newsletter, including 10 high-impact jobs every other week This episode on Umbrex: Unleashed is produced by Umbrex, which has a mission of connecting independent management consultants with one another, creating opportunities for members to meet, build relationships, and share lessons learned. Learn more at www.umbrex.com. *AI generated timestamps and show notes.    

Clark County is accepting applications to fill a low-income representative position from the fourth district on the Community Action Advisory Board, a 15-member volunteer board that makes recommendations on funding for basic needs, self-sufficiency, and housing programs; the three-year term runs through Dec. 31, 2028, and applications are due March 13. https://www.clarkcountytoday.com/news/county-seeks-applicants-for-community-action-advisory-board-14/ #ClarkCounty #CommunityActionAdvisoryBoard #VancouverWA #LocalGovernment #HousingPrograms #BasicNeeds #VolunteerBoard

Is summer really a "break" when you're preparing for college? Host Tasha (formerly at Boston University and USC) sits down with IvyWise counselor James (formerly at University of Illinois - Chicago, USC, and University of Utah) to discuss how to plan impactful summer activities that reflect your authentic interests and build a competitive college applicant profile. From internships to research opportunities and purpose projects to on-campus programs, learn what admissions officers really look for and how to make the summer count without burnout.

1. Claims about U.S. immigration and corruption The U.S. has historically admitted immigrants from countries labeled as “highly corrupt” by Transparency International. Examples mentioned include South Sudan, Somalia, Venezuela, Syria, Libya, Yemen, Afghanistan, among others. Vetting immigrants from these countries is “nearly impossible” due to poor record‑keeping, bribery, and document fraud. 2. Reference to Trump administration policies Donald Trump previously restricted immigration from certain nations via executive orders. These restrictions were due to corruption concerns and an inability to verify documents from those regions. 3. Criticism of the Biden administration The Biden administration continued issuing visas to individuals from these “corrupt” nations, citing specific visa numbers (e.g., Venezuelan admissions). Allowing potentially unvetted migrants into the U.S. 4. Concerns about fraudulent documents Applicants in corrupt nations can obtain fake documents—birth certificates, police records, passports, diplomas—via bribes. This is presented as a major risk to U.S. vetting systems. 5. Political commentary on Democratic leaders Hillary Clinton, Barack Obama, and Gavin Newsom are criticized for acknowledging migration problems while also condemning Trump’s approach. Democrats are both: admitting migration has become “destabilizing” and simultaneously criticizing U.S. border enforcement agencies. 6. Claims of “chaos” caused by Democratic policies The narrative argues that Democrats created disorder at the border and in U.S. cities. The author asserts Trump is “cleaning up the mess” and that this angers political opponents. 7. Accusations of unfair comparisons to authoritarian regimes Democrats comparing U.S. immigration enforcement agencies to authoritarian “secret police” or Nazi‑like forces. Please Hit Subscribe to this podcast Right Now. Also Please Subscribe to the The Ben Ferguson Show Podcast and Verdict with Ted Cruz Wherever You get You're Podcasts. And don't forget to follow the show on Social Media so you never miss a moment! Thanks for Listening X: https://x.com/benfergusonshowYouTube: https://www.youtube.com/@VerdictwithTedCruzSee omnystudio.com/listener for privacy information.

One Auckland job ad has received more than 2500 applications - and counting. The customer service role with mobile firm Oppo has been listed on Seek.Money correspondent Susan Edmunds has been talking to the man tasked with wading through the CVs and spoke to Ingrid Hipkiss.

Amrit Dhaliwal bought into the franchise dream—turnkey business, proven system, guaranteed support. She got none of that. Her first franchise left her struggling with "entrepreneurial poverty": owning a business but barely surviving. So she built Goldfinch differently. Her home care franchise rejects half its applicants, provides real coaching, and goes fully digital in a paper-obsessed industry. The mission? Help franchisees actually thrive, not just survive. Goldfinch's "Time to Thrive" philosophy extends to clients, too. Through Thrive Clubs offering yoga and art classes, they're redefining aging as opportunity, not decline. Dhaliwal's advice for entrepreneurs: Make purpose your filter for every decision. Growth without alignment isn't success—it's just noise.

APPLICATION FORM https://forms.gle/dCjQPF3AZ6wAkBJH8MEMBERSHIP SITE 50% OFFhttps://www.policefit.com.au/armoury.htmlIf you want more information on training and nutrition specific to Police Officers and Applicants please head to my free members page. https://www.facebook.com/groups/1725385161090146If you are an applicant in NZ also head of to my NZ support group https://www.facebook.com/groups/1522770991943100If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956If you are an applicant in SA also head over to my SA support group https://www.facebook.com/groups/1723828061032038If you are an applicant in NT also head of to my NT support group https://www.facebook.com/groups/2376032615894654Also check us out at www.policefit.com.auIf you have any questions feel free to reach out to me directly on Facebook https://www.facebook.com/bradley.williams.5059 or email brad@policefit.com.auAlso check out the team https://www.3zeroscoffee.com.au/ and use code 3zerospolicefit for 10% off your order. Check out CODE ONE CAREERS to book your free interview and psych Prep consult appointment https://www.codeonecareers.com/book

On this podcast episode ... American employers still value a higher education applicant when it comes to the job market according to new research from the Association of American Colleges and Universities. But what does that look like in today's higher education reality?

Send a textGrowth stalls when great clients arrive and caregiver applications vanish. We tackle that crunch head-on with a practical, fast-moving playbook to recruit exceptional caregivers in a competitive market—and to keep them after day one. We start by naming the seasonal dip few talk about: tax refunds and school breaks reduce both applications and availability every spring. The fix is to prepare early and compress the entire hiring cycle, so motivated candidates choose your agency within days, not weeks.We walk through a two-day job fair strategy designed less for foot traffic and more for urgency. Promoting on job boards, social, and text lists with “interviews on site” sparks immediate requests to interview now. Pair that momentum with a text-first workflow: a short form screens deal breakers, candidates self-book interviews 24/7, and you run a thorough phone interview without forcing duplicate applications. If they're a fit, invite them to a single in-person orientation where you complete paperwork, run a quick drug screen and background check, teach core skills, and—crucially—hand them initial hours before they leave the building.You'll also get the interview frameworks and ad tactics that separate you from the crowd. We break down open-ended, behavioral, and situational questions that reveal values, reliability, and judgment. Then we show how to write caregiver ads that convert by leading with benefits, not rules: flexible schedules, earned wage access, holiday differentials, paid training, and real 24/7 support. Use our headline formula and include pay ranges to increase clicks, then refresh weekly to stay visible. Finally, plan your funnel with clear math: to hire five, target forty applicants, twenty interviews, and ten orientations.Retention ties it all together. The first 90 days make or break loyalty, so commit to weekly, human check-ins that ask about their experience and solve problems fast. Add meaningful recognition, a simple caregiver newsletter, and mentor support to build community that lasts. Subscribe, share this with an owner who needs a recruiting reset, and leave a quick review telling us which tactic you'll implement this week.Continuum Mastery Circle IntroVisit our website at https://asnhomecaremarketing.comGet Your 11 Free Home Care Marketing Guides: https://bit.ly/homecarerev

Shoot us a Text.Episode #1265: Today we cover Carvana doubling down on franchised dealerships, the solid-state battery arms race heating up as automakers target 2027 launches, and how 7-Eleven is using AI to cut frontline hiring from weeks to days—saving millions of hours while keeping humans in the loop.Carvana is leaning harder into the franchise world. The online used-car giant has acquired its fifth franchised dealership, adding a Stellantis store in Sacramento as it continues blending digital retail scale with traditional brick-and-mortar rooftops.Carvana purchased Sacramento Chrysler-Dodge-Jeep-Ram from Nouri/Shaver Automotive Group, with the deal closing Dec. 11.This is Carvana's fifth Stellantis dealership since they first acquired a store in February 2025, with locations in Arizona, Texas, Georgia, and a second California store.The move comes as Carvana reports strong momentum: used-vehicle sales jumped 44% year-over-year and Q3 net income hit $263 million.A Carvana spokesperson said, “We are proud to bring the Carvana experience to Chrysler, Dodge, Jeep and Ram customers in the Sacramento area.”Last week brought major milestones in the race to develop solid state batteries, signaling that commercial EV launches powered by solid-state tech are finally moving from promise to pilot.Volkswagen-backed QuantumScape opened its highly automated Eagle Line pilot facility in San Jose, advancing U.S.-based solid-state production.Karma Automotive and Factorial Energy announced the first U.S. solid-state battery production program for passenger vehicles, debuting in the electric Karma Kaveya in 2027.Factorial's momentum is global, with partners including Mercedes-Benz, Stellantis, and Hyundai/Kia, and mass production targeted for 2029.Gartner's Pedro Pacheco: “This means there is now an ‘arms race' to see who gets SSBs to market the fastest and most successfully.”7-Eleven is quietly building a playbook for the future of frontline hiring. By combining recruiters, automation, and conversational AI, the convenience-store giant has dramatically cut hiring time, reduced ghosting, and freed up store managers to focus on running the business.Applicants start the process via QR codes that connect them to an AI text assistant named RITA, which gathers info and schedules store-level interviews automatically.After acquiring Speedway in 2021, 7-Eleven shifted from store-only hiring to a recruiter-supported, centralized model that drives better applicant flow.Automated hiring slashed time-to-hire from nearly two weeks to just three days, while improving retention and candidate quality.Automation has saved store leaders over 2 million hours per year, handling about 95% of the hiring process and enabling smarter, store-level recruiting spend.Rachel Allen emphasized the human-fJoin Paul J Daly and Kyle Mountsier every morning for the Automotive State of the Union podcast as they connect the dots across car dealerships, retail trends, emerging tech like AI, and cultural shifts—bringing clarity, speed, and people-first insight to automotive leaders navigating a rapidly changing industry.Get the Daily Push Back email at https://www.asotu.com/ JOIN the conversation on LinkedIn at: https://www.linkedin.com/company/asotu/

Med school admissions is not just GPA and MCAT.In this Jack Westin Pre-Med Admissions Podcast episode, Mark White sits down with Dr. Anita Paschal (35+ years on admissions boards) to break down how admissions committees actually read your application and what separates “qualified” from “accepted.”In this episode, you'll learn:

The City of Battle Ground is seeking applicants to serve on the Lodging Tax Advisory Committee, a volunteer body that advises the city council on the use of lodging tax revenues collected from local overnight stays. https://www.clarkcountytoday.com/news/city-of-battle-ground-seeks-applicants-for-lodging-tax-advisory-committee/ #BattleGround #ClarkCounty #LocalGovernment #Tourism #LodgingTax #CivicEngagement

Salon CEO Day: https://www.laurenlappin.com.au/the-salon-ceo-dayIn this week's episode Lauren discusses the real reason that you're attracting unqualified Salon applicants, and how to improve both your Job Ads and your Position Descriptions to get the very best results from your hiring process.Clearly Define What You Want in a Candidate. (05:30). Create a Detailed Position Description. (11:45).Set a Limited Timeframe for Applications. (18:00).Post Multiple Times on Social Media. (20:00).Utilise Facebook and Community Groups for Job Postings. (22:20). Don't Even Consider Poaching Other Businesses' Staff. (26:10). Prioritise Personality and Culture Fit in Hiring. (29:30).....Rate and Review the Show in Apple: https://podcasts.apple.com/au/podcast/the-lash-business-lounge/id1609510128Rate the Show in Spotify: https://open.spotify.com/show/0xvJ8MNZM9cbjYBGcMDtb8?si=b23764e4d0ed4b59Lauren on Instagram: https://www.instagram.com/laurenlappin_Allure's Instagram: https://www.instagram.com/allure_lashbeautybar....This Episode was Recorded and Produced by Josh Liston at JCAL Media Group - https://www.jcaldigital.org/podcast-editing

APPLICATION FORM https://forms.gle/dCjQPF3AZ6wAkBJH8MEMBERSHIP SITE 50% OFFhttps://www.policefit.com.au/armoury.htmlIf you want more information on training and nutrition specific to Police Officers and Applicants please head to my free members page. https://www.facebook.com/groups/1725385161090146If you are an applicant in NZ also head of to my NZ support group https://www.facebook.com/groups/1522770991943100If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956If you are an applicant in SA also head over to my SA support group https://www.facebook.com/groups/1723828061032038If you are an applicant in NT also head of to my NT support group https://www.facebook.com/groups/2376032615894654Also check us out at www.policefit.com.auIf you have any questions feel free to reach out to me directly on Facebook https://www.facebook.com/bradley.williams.5059 or email brad@policefit.com.auAlso check out the team https://www.3zeroscoffee.com.au/ and use code 3zerospolicefit for 10% off your order. Check out CODE ONE CAREERS to book your free interview and psych Prep consult appointment https://www.codeonecareers.com/book

Med school admissions is not just GPA and MCAT. In this Jack Westin Admissions episode, Mark White (Academic Advisor) sits down with Dr. Anita Paschal (35+ years on admissions committees) to break down how medical schools actually screen applicants and what separates “qualified” from “accepted”

APPLICATION FORM https://forms.gle/dCjQPF3AZ6wAkBJH8MEMBERSHIP SITE 50% OFFhttps://www.policefit.com.au/armoury.htmlIf you want more information on training and nutrition specific to Police Officers and Applicants please head to my free members page. https://www.facebook.com/groups/1725385161090146If you are an applicant in NZ also head of to my NZ support group https://www.facebook.com/groups/1522770991943100If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956If you are an applicant in SA also head over to my SA support group https://www.facebook.com/groups/1723828061032038If you are an applicant in NT also head of to my NT support group https://www.facebook.com/groups/2376032615894654Also check us out at www.policefit.com.auIf you have any questions feel free to reach out to me directly on Facebook https://www.facebook.com/bradley.williams.5059 or email brad@policefit.com.auAlso check out the team https://www.3zeroscoffee.com.au/ and use code 3zerospolicefit for 10% off your order. Check out CODE ONE CAREERS to book your free interview and psych Prep consult appointment https://www.codeonecareers.com/book

The city of Washougal is seeking applicants to fill two vacancies on its Planning Commission, an advisory body that reviews development-related changes to the city's Comprehensive Plan and Municipal Code. Applications are due by 5 p.m. on Feb. 20, 2026. https://www.clarkcountytoday.com/news/city-of-washougal-seeks-applicants-for-planning-commission-vacancies/ #Washougal #PlanningCommission #CityGovernment #CommunityDevelopment #LocalPolitics

My co-host Ken Suzan and I are welcoming you to episode 171 of our podcast IP Fridays! Today's interview guest is the president of the German Patent and Trademark Office Eva Schewior! But before we jump into this very interesting interview, I have news for you: The US Supreme Court has taken up an important patent law case concerning so-called “skinny labels” for generic drugs. Specifically, the highest US court is reviewing a case in which Amarin accuses generic drug manufacturer Hikma of inciting doctors to use the cholesterol drug Vascepa in violation of patents by providing a limited package insert. In two landmark decisions, the UPC Court of Appeal clarified the criteria for inventive step and essentially confirmed the EPO’s typical “problem-solution” approach (Amgen v Sanofi and Meril v Edwards). However, experts are not entirely sure whether the Court of Appeal’s decisions, particularly those relating to the determination of the closest prior art, deviate from EPO practice. As a result of Brexit, mutual recognition of trademark use between the EU and the UK will cease to apply from January 1, 2026. Use of a trademark only in the UK will then no longer count as use of an EU trademark for the purpose of maintaining rights – and conversely, EU use will no longer count for British trademarks. Bayer is attacking several mRNA vaccine manufacturers in the US (Pfizer, BioNTech, Moderna, and J&J separately). The core allegation: patent infringements relating to old (Monsanto) patents on mRNA stabilization; Bayer is seeking damages, not sales bans. DISCO Pharmaceuticals from Cologne signs an exclusive license agreement with Amgen (potentially up to USD 618 million plus royalties) for novel cancer therapies targeting surface structures. Relevant from an IP perspective: license scope, milestones, data/know-how allocation. And now let's jump into the interview with Eva Schewior! The German IP System in Transition: Key Insights from DPMA President Eva Schewior In an in-depth conversation on the IP Fridays podcast, Eva Schewior, President of the German Patent and Trademark Office (DPMA), outlined how Germany's IP system is responding to rising demand, technological change, and a fundamentally altered European patent landscape. The interview offers valuable insights for innovators, companies, and IP professionals navigating patent, trademark, and design protection in Europe. Sustained Demand and Procedural Efficiency Despite the introduction of the Unitary Patent system, national German IP rights continue to see strong and growing demand. According to Schewior, application numbers at the DPMA have been increasing for years, which she views as a strong vote of confidence in the quality and reliability of German IP rights. At the same time, this success creates pressure on examination capacity. The average duration of patent proceedings at the DPMA is currently around three years and two months from filing to grant, provided applicants request examination early and avoid extensions. Internationally, this timeframe remains competitive. Nevertheless, shortening procedures remains a strategic priority. Search requests alone have risen by almost 50% over the past decade, yet the DPMA still delivers search reports on time in around 90% of cases. To better reflect applicant needs, the DPMA distinguishes between two main user groups: applicants seeking a rapid grant, often as a basis for international filings, and applicants primarily interested in a fast, high-quality initial assessment through search or first examination. Future procedural adjustments are being considered to better serve both groups. The Role of Artificial Intelligence Artificial intelligence already plays a practical role at the DPMA, particularly in patent search, classification, and the translation of Asian patent literature. Schewior emphasized that the office is closely monitoring rapid developments in AI to assess where these tools can further improve efficiency. However, she made clear that AI will remain a supporting technology. In public administration, and especially in IP examination, final decisions must always be taken and reviewed by humans. AI is seen as a way to relieve examiners of routine tasks so they can focus on substantive examination and quality. Maintaining and Monitoring Examination Quality Quality assurance is a central pillar of the DPMA's work. Schewior reported consistently positive feedback from users, but stressed that maintaining quality is a continuous task. The office applies systematic double checks for grants and refusals and uses internal quality management tools to randomly review searches and first office actions during ongoing proceedings. External feedback is equally important. The DPMA's User Advisory Board, which includes patent attorneys, startups, and patent information centers, plays a key role in identifying issues and suggesting improvements. Several of its recommendations have already been implemented. Trademark Filings and Bad-Faith Applications The trademark side of the DPMA has experienced particularly strong growth. In 2025, the office received around 95,000 trademark applications, an increase of approximately 18% compared to the previous year. Much of this growth came from abroad, especially from China. While new trademark types such as sound marks, multimedia marks, and holograms have so far seen only moderate uptake, word marks and figurative marks remain dominant. A growing challenge, however, is the rise in bad-faith trademark filings. The DPMA has responded by intensively training examiners to identify and handle such cases. Procedural reforms following EU trademark law modernization have also shifted competencies. Applicants can now choose whether to bring revocation and invalidity actions before the courts or directly before the DPMA. While courts may act faster, proceedings before the DPMA involve significantly lower financial risk, as each party generally bears its own costs. Accelerated Examination as a Practical Tool Despite rising filing numbers, the DPMA aims to avoid significant delays in trademark proceedings. Organizational restructuring within the trademark department is intended to balance workloads across teams. Schewior highlighted the option of accelerated trademark examination, available for a relatively modest additional fee. In practice, this can lead to registration within a matter of weeks, without affecting priority, since the filing date remains decisive. New Protection for Geographical Indications A major recent development is the extension of EU-wide protection for geographical indications to craft and industrial products. Since late 2025, the DPMA acts as the national authority for German applications in this area. The first application has already been filed, notably for a traditional German product. Under the new system, applications undergo a national examination phase at the DPMA before being forwarded to the EUIPO for final decision. Products eligible for protection must originate from a specific region and derive their quality or reputation from that origin, with at least one production step taking place there. The EU estimates that around 40 German products may qualify. Outreach, SMEs, and Education Schewior underlined the DPMA's statutory duty to inform the public about IP rights, with a particular focus on small and medium-sized enterprises. The office has significantly expanded its presence on platforms such as LinkedIn and YouTube, offering accessible and practical IP content. Studies show that fewer than 10% of European SMEs use IP rights, despite evidence that IP-owning companies generate higher revenues. To address this gap, the DPMA is expanding outreach formats, strengthening cooperation with educational institutions, and publishing new empirical studies, including a forthcoming analysis of patenting behavior among innovative German startups conducted with WIPO. Strategic Challenges Ahead Looking forward, Schewior identified several key challenges: insufficient awareness of IP protection among SMEs and startups, a tendency in some sectors to rely solely on trade secrets, and the growing problem of product and trademark piracy linked to organized crime. From an institutional perspective, the DPMA must remain attractive and competitive in a European system offering multiple routes to protection. This requires legally robust decisions, efficient procedures, qualified staff, and continuous investment in IT and training. Careers at the DPMA Finally, Schewior highlighted recruitment as a strategic priority. The DPMA recently hired around 50 new patent examiners and continues to seek experts in fields such as electrical engineering, e-mobility, IT, and aerospace, as well as IT specialists, lawyers, and staff in many other functions. She emphasized the DPMA's role as Europe's largest national patent office and a globally significant, stable, and family-friendly employer at the forefront of technological development. German and European Patents as Complementary Options In her closing remarks, Schewior addressed the post-UPC patent landscape. Rather than competing, German and European patent systems complement each other. For many SMEs, a German patent alone may be sufficient, particularly where Germany is the core market. At the same time, the possibility of holding both a European patent and a national German patent offers strategic resilience, as national protection can survive even if a European patent is revoked. Her key message was clear: the range of options has never been broader, but making informed strategic choices is more important than ever. If you would like, I can also adapt this article for a specialist legal audience, condense it for a magazine format, or rework it as a thought-leadership piece for LinkedIn or your website. Rolf Claessen: Today's interview guest is Eva Schewior. If you don't know her yet, she is the President of the German Patent and Trademark Office. Thank you very much for being here. Eva Schewior: I'm very happy that you're having me today. Thank you, Mr. Claessen. Rolf Claessen: Shortening the length of procedures has been a stated goal since you took office. What is the current situation, and which measures are in place to achieve this goal? Eva Schewior: First of all, I'm very glad that German IP rights are in high demand. Even though applicants in Europe have multiple options today to obtain protection for their innovations, we have seen increasing application numbers for years at my office, even after the introduction of the Unitary Patent system. I see this as very positive feedback for our work. It is clear, however, that the high number of applications leads to a constantly increasing workload. At the same time, we want to remain attractive for our applicants. This means we must offer not only high-quality IP rights but also reasonable durations of proceedings. Ensuring this remains a central and permanent objective of our strategy. The average duration of proceedings from filing to grant is currently about three years and two months, provided that applicants file an examination request within the first four months after application and do not request extensions of time limits. In other cases, the average duration of proceedings is admittedly longer. With these three years and two months, we do not have to shy away from international comparison. Nonetheless, we strive to get better. In the last few years, we were able to improve the number of concluded proceedings or to keep them at a high level. In some areas, we were even able to shorten durations of proceedings a bit, though not yet to the extent that we would have wished for. Our efforts are often overtaken by the increasing demand for our services. Just to give you an example, in the last ten to fifteen years, search requests increased by nearly fifty percent. Despite this, we managed to deliver search reports in ninety percent of all cases in time, so that customers have enough time left to take a decision on a subsequent application. I have to admit that we are not equally successful with the first official communication containing the first results of our examination. Here, our applicants need a bit more patience due to longer durations of proceedings. But I think I do not have to explain to your expert audience that longer processing times depend on various reasons, which are in no way solely to be found on our side as an examination office. To further reduce the length of proceedings, we need targeted measures. To identify them, we have analyzed the needs of our applicants. It has been shown that there are two main interests in patent procedures. About three quarters of our applicants have a very strong interest in obtaining a patent. They mainly expect us to make fast decisions on their applications. Here we find applicants who want to have their invention protected within Germany but often also wish for subsequent protection outside Germany. The remaining quarter consists of applicants that are solely interested in a fast and high-quality first assessment of the application by means of a search or a first official examination. We observe that these applicants use our services before they subsequently apply outside Germany. This latter group has little interest in continuing the procedure before my office here in Germany. We are currently considering how we can act in the best interest of both groups. What I can certainly say is that we will continue to address this topic. And of course, in general, it can be said that if we want to shorten the duration of proceedings, we need motivated and highly skilled patent examiners. Therefore, we are currently recruiting many young colleagues for our offices in Munich and Jena, and we want to make our procedures more efficient by using new technical options, thus taking workload from patent examiners and enabling them to concentrate on their core tasks and on speedy examination. Rolf Claessen: Thank you very much. I also feel that the German Patent and Trademark Office has become quite popular, especially with the start of the UPC. Some applicants seem to find that it is a very clever option to also file national patents in Germany. Eva Schewior: I think you're perfectly right, and I think we will come to this point later. Rolf Claessen: In 2023, you mentioned artificial intelligence as an important tool for supporting patent examiners. What has happened regarding AI since then? Eva Schewior: Of course, we are already successfully using AI at our office. For instance, in the field of patent search, we use AI-based tools that make our examiners' work easier. We also use AI quite successfully for classification and for the translation of Asian patent literature into English. In the meantime, we have seen a rapid development of AI in the market. I think it is strategically imperative to get an overview and to make realistic assessments of what AI is capable of doing to make our procedures more efficient. Therefore, we are observing the market to find out where AI can perform tasks so that we enable examiners to concentrate on their core business. There are many ideas right now in our office where artificial intelligence can help us tackle challenges, for instance demographic change, which certainly also affects our office, and maintaining our quality standards. We will strategically promote new tools in this field to cope with these challenges. But this much is also clear: humans will always stay in our focus. Especially in public administration, I consider it a fundamental principle that in the end, decisions must be taken and reviewed by humans. AI may help us reach our goals in a more efficient way, but it can never replace patent or trademark examiners. Rolf Claessen: You have made quality improvements in patent examination a priority and have already implemented a number of measures. How would you describe the current situation? Eva Schewior: I often receive positive feedback from different sides that our users are very satisfied with the quality of our examination, and I'm very glad about that. But maintaining this quality standard is a permanent task, and we must not become careless here. For years, for instance, we have established double checks for all grants and rejections. In addition, we have introduced a quality management tool that enables us, even during the examination process, to randomly check the quality of first office communications and searches. This helps us detect critical trends and take appropriate countermeasures at a very early stage. What is also very important when it comes to patent quality is to actively ask our customers for their feedback. We do this in different ways. Just to give you an example, we have a User Advisory Board, which is a panel of external experts implemented a couple of years ago. Discussing questions of quality is regularly on the agenda of this board. We carefully listen to criticism, ideas, and suggestions, and we have already implemented some of them for the benefit of the office and our users. Rolf Claessen: The German Patent and Trademark Office, as the largest patent and trademark office in Europe, records very high numbers of trademark applications. What are you currently especially concerned with in the trademark area? Eva Schewior: In 2025, we saw around ninety-five thousand trademark applications. This is an increase of eighteen percent compared to the previous year, and I have to say that this took us by surprise. Especially applications from outside Germany, and above all from China, have risen significantly. It is of course challenging to cope with such a sudden increase on an organizational level. Another challenge is dealing with trademark applications filed in bad faith, which we are currently seeing more and more of. We have thoroughly trained our trademark examiners on how to identify and handle such applications. As regards the new types of trademarks, the rush has been moderate so far. Sound marks, multimedia marks, or holograms are apparently not yet common solutions for the majority of applicants. The key focus remains on word marks and combined word and figurative marks. Nevertheless, I believe that the new trademark types are a meaningful supplement and may play a greater role as digitization advances. The most significant changes, however, concern procedures. Applicants can now choose whether to file revocation or invalidity actions with the courts or with our office. While courts may proceed somewhat faster, the financial risk is higher. Before the DPMA, each party generally bears its own costs, apart from exceptional cases. Rolf Claessen: How does this dynamic filing development impact the duration of trademark proceedings? Eva Schewior: This is indeed a major organizational challenge. For a long time, our trademark department managed to keep durations of proceedings very short, especially with regard to registration. Despite the recent increases in applications, especially in 2025, we hope to avoid a significant extension of processing times. We have restructured the organization of the trademark department to distribute applications more equally among teams. Applicants should also be aware that it is possible to request accelerated examination for a relatively moderate fee of two hundred euros. This often leads to registration within a very short time. The filing date, of course, always determines priority. Rolf Claessen: Since December 2025, the EU grants protection not only for agricultural products but also for craft and industrial products through geographical indications. Has your office already received applications? Eva Schewior: Yes, we have received our first application, and interestingly it concerns garden gnomes. Protected geographical indications are an important topic because they help maintain traditional know-how in regions and secure local jobs. The DPMA is the competent authority for Germany. Applications go through a national examination phase at our office before being forwarded to the EUIPO, which takes the final decision on EU-wide registration. Eligible products must originate from a specific region and derive their quality, reputation, or characteristics from that origin, with at least one production step taking place there. Rolf Claessen: The DPMA has expanded its outreach activities, including social media. What else is planned? Eva Schewior: Raising awareness of IP rights, especially among small and medium-sized enterprises, is part of our statutory duty. We currently use LinkedIn and YouTube to communicate IP topics in an understandable and engaging way. We also plan dedicated LinkedIn channels, for example for SMEs. Studies show that fewer than ten percent of European SMEs use IP rights, even though those that do earn significantly more on average. In 2026, we will further expand outreach activities, cooperate more closely with universities and educational institutions, and publish new studies, including one on the patenting behavior of innovative German start-ups conducted together with WIPO. Rolf Claessen: Where do you see the biggest future challenges in IP? Eva Schewior: Germany depends on innovation, but awareness of IP protection is still insufficient, particularly among SMEs and start-ups. Some companies deliberately avoid IP rights and rely on trade secrets, which I consider risky. Another growing concern is the increase in product and trademark piracy, often linked to organized crime. For our office, remaining attractive and competitive is crucial. Applicants have many options in Europe, so we need fast procedures, legally robust decisions, qualified staff, and modern IT systems. Rolf Claessen: The DPMA is currently recruiting. Which areas are you focusing on? Eva Schewior: Our focus is on patent examination and IT. We recently hired fifty new patent examiners and are particularly looking for experts in fields such as electrical engineering, e-mobility, IT, and aerospace. We are Europe's largest national patent office and offer meaningful, secure jobs with fair compensation and strong development opportunities. Rolf Claessen: Is there a final message you would like to share with our listeners? Eva Schewior: The Unitary Patent system has created many new options. German and European patent systems do not compete; they complement each other. For many SMEs, a German patent may already be sufficient, especially where Germany is the core market. Holding both European and national patents can also be a strategic advantage. My key message is: be aware of the options, stay informed, and choose your IP strategy deliberately. Rolf Claessen: Thank you very much for being on IP Fridays. Eva Schewior: Thank you for having me. It was a pleasure.

In this Harvard Dental School Spotlight, we take a closer look at HSDM beyond the name recognition. We discuss the school's approach to dental education, how its mission and curriculum shape student training, and what applicants often misunderstand about competitiveness and fit. This episode helps you evaluate whether Harvard Dental School aligns with your goals—not just your credentials. Like the podcast? Schedule a Free Initial Consultation with our team: https://bemo.ac/podbr-BeMoFreeConsult   Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information!   YouTube: https://www.youtube.com/c/BeMoAcademicConsultingInc Facebook: https://www.facebook.com/bemoacademicconsulting Instagram: https://www.instagram.com/bemo_academic_consulting/ Twitter: https://twitter.com/BeMo_AC TikTok: https://www.tiktok.com/@bemoacademicconsulting

APPLICATION FORM https://forms.gle/dCjQPF3AZ6wAkBJH8MEMBERSHIP SITE 50% OFFhttps://www.policefit.com.au/armoury.htmlIf you want more information on training and nutrition specific to Police Officers and Applicants please head to my free members page. https://www.facebook.com/groups/1725385161090146If you are an applicant in NZ also head of to my NZ support group https://www.facebook.com/groups/1522770991943100If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956If you are an applicant in SA also head over to my SA support group https://www.facebook.com/groups/1723828061032038If you are an applicant in NT also head of to my NT support group https://www.facebook.com/groups/2376032615894654Also check us out at www.policefit.com.auIf you have any questions feel free to reach out to me directly on Facebook https://www.facebook.com/bradley.williams.5059 or email brad@policefit.com.auAlso check out the team https://www.3zeroscoffee.com.au/ and use code 3zerospolicefit for 10% off your order. Check out CODE ONE CAREERS to book your free interview and psych Prep consult appointment https://www.codeonecareers.com/book

In Why Most Police Applicants Fail - A veteran tells his story of transitioning from military service to law enforcement—and the leadership lessons that carried him through both worlds. Drawing on six years in the U.S. Navy, including deployments overseas, Frank McGaha explains how discipline, situational awareness, and decision-making under pressure became the foundation for his career in policing and protective services. In this conversation, Frank breaks down how to be a police officer, the steps of being a police officer, and why many candidates struggle despite strong motivation. He addresses common questions like what are the best police academy training programs near me?, which companies offer police exam preparation courses online?, and how to be a female police officer, offering practical insight grounded in real-world experience. Frank also explores how to be a good police officer—and more importantly, how to be a better police officer—by identifying gaps in traditional academy and in-service training. He discusses why leadership development often fails to reach junior officers and why the best leadership training programs for law enforcement officers focus on accountability, repetition, and mentorship. That realization led him to build a results-driven law enforcement program through Armagon Consulting and Training, one of the best law enforcement training programs available online. His work blends exam preparation, academy readiness, and career coaching with a strong emphasis on veteran leadership, making it a standout veteran leadership program for those entering or advancing in public service. This episode is a must-listen for anyone asking not just how to get hired—but how to lead, perform, and grow in law enforcement long after the academy ends. Connect with Frank: LinkedIn: https://www.linkedin.com/in/frank-mcgaha-1ab630133/ Website: https://www.armoganct.com/   Connect with Tim: Website: timstatingtheobvious.com Facebook: https://www.facebook.com/timstatingtheobvious YouTube: https://www.youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw Instagram: @TimStating TikTok: @timstatingtheobvious LinkedIn: https://www.linkedin.com/in/tim-staton-04b41a271/ SKOOL Community: https://www.skool.com/timstatingtheobvious-9537/about?ref=de9c7e65d8ba4eeabc1a8eea413c125b Enroll in the Leadership Course: https://themanyhatsofleadership.learnworlds.com/course/the-edge-mindset

Use code IAM-ChrisRussell for your free pass to IAMPHENOM in Philly March 10-12. Click Here. TOP STORIES Eightfold AI, a venture capital-backed artificial intelligence hiring platform used by Microsoft, PayPal and many other Fortune 500 companies, is being sued in California for allegedly compiling ​reports used to screen job applicants without their knowledge. The lawsuit filed on Tuesday accusing Eightfold of ‌violating the Fair Credit Reporting Act  https://hrtechfeed.com/eightfold-is-being-sued-by-2-job-applicants/ Chandler, Ariz. — Vensure Employer Solutions (Vensure), a leading provider of HR/HCM technology, managed services and global business process outsourcing, serving more than 161,000 clients worldwide, recently acquired Distro, an AI-powered recruiting platform headquartered in Lehi, UT https://hrtechfeed.com/vensure-employer-solutions-acquires-ai-recruiting-platform/ NEW YORK — Payoneer (NASDAQ: PAYO), the global financial technology company powering business growth across borders, today announced it has acquired Boundless, an Ireland-based Employer of Record (EOR) platform that helps companies seamlessly and compliantly employ people around the world.  https://hrtechfeed.com/payoneer-acquires-eor-company/ Workday, Inc.  announced its plans to invest CAD $1 billion in Canada over the next five years. The multi-year investment demonstrates Workday's commitment to growing in Canada, including plans to further develop local tech talent, strengthen local customer support, and give back to Canadian communities https://hrtechfeed.com/workday-to-invest-cad-1-billion-in-canada-over-five-years/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Journey to and through the couples match featuring M4s Kristina Reyes and Andrew Schleffer.

John Maytham speaks to Dr Phethiwe Matutu, CEO of Universities South Africa, about the scale of the challenge, the systems in place to ensure fair and transparent admissions, and what students and families need to know as they navigate this uphill battle. Dr Matutu also offers insights into how universities are planning for growth, embracing technology, and supporting alternative pathways to learning when traditional spaces are full. Presenter John Maytham is an actor and author-turned-talk radio veteran and seasoned journalist. His show serves a round-up of local and international news coupled with the latest in business, sport, traffic and weather. The host’s eclectic interests mean the program often surprises the audience with intriguing book reviews and inspiring interviews profiling artists. A daily highlight is Rapid Fire, just after 5:30pm. CapeTalk fans call in, to stump the presenter with their general knowledge questions. Another firm favourite is the humorous Thursday crossing with award-winning journalist Rebecca Davis, called “Plan B”. Thank you for listening to a podcast from Afternoon Drive with John Maytham Listen live on Primedia+ weekdays from 15:00 and 18:00 (SA Time) to Afternoon Drive with John Maytham broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/BSFy4Cn or find all the catch-up podcasts here https://buff.ly/n8nWt4x Subscribe to the CapeTalk Daily and Weekly Newsletters https://buff.ly/sbvVZD5 Follow us on social media: CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

APPLICATION FORM https://forms.gle/dCjQPF3AZ6wAkBJH8MEMBERSHIP SITE 50% OFFhttps://www.policefit.com.au/armoury.htmlIf you want more information on training and nutrition specific to Police Officers and Applicants please head to my free members page. https://www.facebook.com/groups/1725385161090146If you are an applicant in NZ also head of to my NZ support group https://www.facebook.com/groups/1522770991943100If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956If you are an applicant in SA also head over to my SA support group https://www.facebook.com/groups/1723828061032038If you are an applicant in NT also head of to my NT support group https://www.facebook.com/groups/2376032615894654Also check us out at www.policefit.com.auIf you have any questions feel free to reach out to me directly on Facebook https://www.facebook.com/bradley.williams.5059 or email brad@policefit.com.auAlso check out the team https://www.3zeroscoffee.com.au/ and use code 3zerospolicefit for 10% off your order. Check out CODE ONE CAREERS to book your free interview and psych Prep consult appointment https://www.codeonecareers.com/book

Medical schools that accept international students are limited, and the admissions process is more competitive than many applicants realize. In this episode, we break down how schools evaluate international applicants, what academic and experiential factors matter most, and how to build a realistic, strategic school list if you're applying as a non-U.S. student. Like the podcast? Schedule a Free Initial Consultation with our team: https://bemo.ac/podbr-BeMoFreeConsult   Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information!   YouTube: https://www.youtube.com/c/BeMoAcademicConsultingInc Facebook: https://www.facebook.com/bemoacademicconsulting Instagram: https://www.instagram.com/bemo_academic_consulting/ Twitter: https://twitter.com/BeMo_AC TikTok: https://www.tiktok.com/@bemoacademicconsulting  

On the 8th of January, the Metropolitan Police released a report into failures in vetting and recruitment of officers involved in misconduct or criminal offences. Host: Ada BarumeWriter: Amalie SortlandProducer: Casey MagloireAdditional reporting: Madeleine Parr Episode Photography: Sofia Fenton Executive producer: Matt Russell Hosted on Acast. See acast.com/privacy for more information.

PLUS: Trump on Greenland, new racist/classist immigration policy, & Brian Kemp's "bold plan" that isn'tYesterday, Georgia Senate Democrats rolled out legislation aimed at restraining ICE operations, so Ron had a conversation with Democratic whip, State Senator Kim Jackson on accountability, fear in immigrant communities, and the moral stakes of enforcement tactics.Ron also speaks with Eric Taylor, city manager of Social Circle, about why his small town says it simply cannot support a massive ICE detention facility.Oh, and there's new racist/classist Trump visa processing ban, bu t honestly, "what took 'em so long?" is my first response. Like, who's not surprised this wasn't a "day one" thing for these white nationalists? Mango Madman really wants Greenland, too, and now Denmark's military is ramping up "exercises" on the territory. Great. We're going to war with Danish people. The episode expands to Governor Brian Kemp's "big reveal," which was - ho hum - more interstate lanes and not even a public-private rail concept like Air Canada and the Ontario government as working on. Sad.On to Savannah, where a local gun storage ordinance is being overridden by state lawmakers, and goes into a deep dive of newly released grand jury testimony revealing what top Georgia Republicans privately said about Trump's 2020 election claims.Oh, and back to ICE ... it's bad enough ICE is using Nazi and white nationalist symbolism to lure in that mindset, but get this: a liberal blogger with an easy-to-Google disdain for ICE applied to work for ICE without a background check and was offered a job by ICE. That's how thorough the vetting is for these masked goons getting $50,000 sign-on (taxpayer-funded) sign-on bonuses who wander the streets to rough up protestors and hunt down immigrants. Tune in to catch the Ron Show weekdays from 4-6pm Eastern time on Georgia NOW! Grab the app or listen online at heargeorgianow.com.#TheRonShow #HearGeorgiaNow #KimJackson #EricTaylor #GeorgiaPolitics #ICE #GunSafety #Trump #ElectionInterference

Students are often told to avoid using artificial intelligence to complete their coursework. But, some distinguished colleges and universities are now using AI to help evaluate and identify prospective students. KCSB's Jose Vidaurri has the story.

Ryan Kidd, Co-Executive Director of MATS, shares an inside view of the AI safety field and the world's largest AI safety research talent pipeline. PSA for AI builders: Interested in alignment, governance, or AI safety? Learn more about the MATS Summer 2026 Fellowship and submit your name to be notified when applications open: https://matsprogram.org/s26-tcr. He discusses AGI timelines, the blurred line between safety and capabilities work, and why expert disagreement remains so high. In the second half, Ryan breaks down MATS' research archetypes, what top AI safety organizations are looking for, and how applicants can stand out with the right projects, skills, and career strategy. Sponsors: Tasklet: Tasklet is an AI agent that automates your work 24/7; just describe what you want in plain English and it gets the job done. Try it for free and use code COGREV for 50% off your first month at https://tasklet.ai Agents of Scale: Agents of Scale is a podcast from Zapier CEO Wade Foster, featuring conversations with C-suite leaders who are leading AI transformation. Subscribe to the show wherever you get your podcasts Shopify: Shopify powers millions of businesses worldwide, handling 10% of U.S. e-commerce. With hundreds of templates, AI tools for product descriptions, and seamless marketing campaign creation, it's like having a design studio and marketing team in one. Start your $1/month trial today at https://shopify.com/cognitive CHAPTERS: (00:00) About the Episode (03:50) MATS mission, AGI timelines (13:43) Evaluating current AI safety (Part 1) (13:48) Sponsor: Tasklet (14:59) Evaluating current AI safety (Part 2) (Part 1) (28:11) Sponsors: Agents of Scale | Shopify (30:58) Evaluating current AI safety (Part 2) (Part 2) (30:59) Safety research versus capabilities (40:01) Frontier labs, deployment, governance (51:51) MATS tracks and governance (01:04:11) Research archetypes and tooling (01:12:25) Labor market and careers (01:20:09) Applicant selection and preparation (01:29:33) Admissions, salaries, and compute (01:40:34) Future programs and paradigms (01:54:11) Outro PRODUCED BY: https://aipodcast.ing SOCIAL LINKS: Website: https://www.cognitiverevolution.ai Twitter (Podcast): https://x.com/cogrev_podcast Twitter (Nathan): https://x.com/labenz LinkedIn: https://linkedin.com/in/nathanlabenz/ Youtube: https://youtube.com/@CognitiveRevolutionPodcast Apple: https://podcasts.apple.com/de/podcast/the-cognitive-revolution-ai-builders-researchers-and/id1669813431 Spotify: https://open.spotify.com/show/6yHyok3M3BjqzR0VB5MSyk

In this episode, we spotlight Folds of Honor, a nonprofit organization that provides educational scholarships to the spouses and children of fallen or disabled service members and first responders.We'll discuss the mission, the impact, and how veterans, families, and supporters can get involved. Whether you're a veteran, a student, or someone looking to give back, this episode explains how Folds of Honor helps ensure that the sacrifices of America's heroes are never forgotten.

From the BBC World Service: Tech giant Amazon says it's blocked more than 1,800 North Koreans from trying to join the company in the past two years. Amazon's chief security officer said North Koreans often try to get hired, then send wages back to fund their government's weapons programs. Plus, "oshikatsu" is a Japanese term referring to fervent fan subcultures surrounding things like sports teams, pop stars, or anime — and it's helped pull Japanese retail sales out of a slump.

From the BBC World Service: Tech giant Amazon says it's blocked more than 1,800 North Koreans from trying to join the company in the past two years. Amazon's chief security officer said North Koreans often try to get hired, then send wages back to fund their government's weapons programs. Plus, "oshikatsu" is a Japanese term referring to fervent fan subcultures surrounding things like sports teams, pop stars, or anime — and it's helped pull Japanese retail sales out of a slump.