Podcasts about applicants

The Marc Cox Morning Show sits down with Matt Schwarz, president of the Missouri and Southern Illinois chapters of Folds of Honor — and the numbers he shares will stop you cold. This single golf tournament at Whitmore Country Club funds a third of their entire annual budget. This year alone, 250 scholarships went out to children and spouses of fallen military and first responders — but 150 fully qualified candidates didn't get funded because the money simply wasn't there. Every $5,000 is another scholarship. Every scholarship is another military child who gets the future their fallen parent fought for. Matt breaks down how to donate, volunteer, and get involved — and teases a moving flag folding ceremony, a surprise flyover, and fireworks on the driving range that will make every golfer there proud to be an American. Missouri Attorney General Katherine Hannaway joins the show next hour live at Whitmore — you will not want to miss what she has to say about Major League Baseball and Christian scripture. Stay tuned. HASHTAGS: #MarcCoxMorningShow #MattSchwarz #FoldsOfHonor #MilitaryFamilies #SuntropFamily #WhitmoreCountryClub #Scholarships #HonorTheirSacrifice #VeteranSupport #ConservativeRadio #STLConservative #MarcCox #PatriotVoices

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/1522770991943100NZ chat group https://m.me/ch/Abbg4_6YjjeKPQmA/?send_source=cm:copy_invite_link If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620VIC Chat Group  https://m.me/ch/AbYIPUqkaVJLEaOW/?send_source=cm:copy_invite_link If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725NSW chat group https://m.me/ch/Abb_cO4wQDAEKlxV/?send_source=cm:copy_invite_link If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956QLD chat group https://m.me/ch/AbajSLAUAqwhI0Cs/?send_source=cm:copy_invite_link  If 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

It is an unlikely migration trend: Westerners swapping their lives in Texas or London for Moscow or Nizhny Novgorod. In 2024, President Vladimir Putin introduced the Russian Shared Values visa, sometimes called the 'anti-woke' visa, offering up to three years of residency to citizens of 47 so-called ‘unfriendly' countries who say they align with Russia's traditional spiritual and moral values. Applicants do not need to speak Russian or pass a history test to qualify. Instead, they must reject the social and cultural direction of their home country. We hear the stories of people making this move. What motivates them, and how do their expectations compare with the reality of life in Russia?Presenter/producer: Dan Hardoon Editor: Mike Wendling Sound engineer: Richard Courtice A Story² Production for BBC World Service(Photo: A composite image showing a woman packing a suitcase, alongside Russian passports and a stylised Russian flag, illustrating Westerners preparing to relocate to Russia. Credit: Getty Images)

Episode Summary: In this episode, Mark Holthe and Alicia Backman-Beharry continue their series on major Express Entry reforms expected in Canada. They explain why the public consultation on minimum eligibility may not be the reform that most affects applicants, and break down the three tracks applicants need to watch: regulatory reform, CRS changes through ministerial instructions, and category-based draws. Key Topics Discussed Three-track timeline for Express Entry reforms CRS changes versus regulatory amendments Category-based draws and public consultation High-wage occupations and future job offer points Key Takeaways The eligibility merger is important, but it is not the most urgent reform for most applicants. CRS changes could arrive quickly through ministerial instructions and may significantly affect scores. Category-based draws are running on a separate clock and may become even more important as bonus points are removed. Applicants should prepare strategically by keeping as many pathways open as possible. Quotes from the Episode: Mark Holthe: “No longer can you just submit a profile, sit back, and wait for your turn.” Alicia Backman-Beharry: “It's really a matter of being really thoughtful about what you're doing, why you're doing it, and where you want it to take you.” Links and Resources Watch this episode on YouTube Canadian Immigration Podcast Book a consult Enroll in the Express Entry Accelerator and Masterclass Subscribe for MoreStay up-to-date with the latest in Canadian immigration by subscribing to the Canadian Immigration Podcast on iTunes, Spotify, or YouTube. Don't miss future episodes on policy changes, strategies, and practical advice for navigating Canada's immigration process. Disclaimer This episode provides general information about Canadian immigration and is not intended as legal advice. For personalized assistance, consult an immigration lawyer.

Fianna Fáil MEP Barry Andrews, and Fine Gael MEP Regina Doherty, discuss the proposed introduction of a new returns policy for international protection applicants being voted on in the European Parliament.

In this episode, we break down how to determine whether you're truly competitive for the PA schools on your list so you can apply confident in your PA program list.

Kerry County Council is being asked to reveal the nationalities of people who are given social housing. Independent councillor Brendan Cronin says the move would help to 'kill off the false and untrue rumours' that most social homes are being allocated to non-Irish nationals.

Episode Summary: In this episode, Mark Holthe and Alicia Backman-Beharry continue their series on major Express Entry reforms expected in Canada. They break down the two-track timeline for Express Entry changes, what is expected to change quickly through ministerial instructions, what will take longer through regulatory amendments, and how applicants should assess their current strategy before the deeper reform episodes begin. Key Topics Discussed Two-track timeline for Express Entry reforms Ministerial instructions versus regulatory amendments What is staying stable in Express Entry for 2026 High-wage occupation factors and future CRS changes Key Takeaways Express Entry is evolving, not collapsing, and many core features remain stable for now. Ministerial instruction changes could happen quickly and may affect CRS scoring factors. Regulatory reforms, including a potential merger of FSW, CEC, and FST, are expected later. Applicants should assess whether their occupation, Canadian experience, education, spouse, French, PNP, or job offer strategy may be affected. Quotes from the Episode: Mark Holthe: “Change is here. It is right on the doorstep.” Alicia Backman-Beharry: “It's so helpful to understand which reforms are coming and when they're coming.” Links and Resources Watch this episode on YouTube Canadian Immigration Podcast Book a consult Enroll in the Express Entry Accelerator and Masterclass Subscribe for MoreStay up-to-date with the latest in Canadian immigration by subscribing to the Canadian Immigration Podcast on iTunes, Spotify, or YouTube. Don't miss future episodes on policy changes, strategies, and practical advice for navigating Canada's immigration process. Disclaimer This episode provides general information about Canadian immigration and is not intended as legal advice. For personalized assistance, consult an immigration lawyer.

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/1522770991943100NZ chat group https://m.me/ch/Abbg4_6YjjeKPQmA/?send_source=cm:copy_invite_link If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620VIC Chat Group  https://m.me/ch/AbYIPUqkaVJLEaOW/?send_source=cm:copy_invite_link If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725NSW chat group https://m.me/ch/Abb_cO4wQDAEKlxV/?send_source=cm:copy_invite_link If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956QLD chat group https://m.me/ch/AbajSLAUAqwhI0Cs/?send_source=cm:copy_invite_link  If 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/bookOther Podcasts mentioned

Read my new book, "The Price of Becoming." www.LearningLeader.com/Becoming This is brought to you by Insight Global. If you need to hire one person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world has the hustle and grit to deliver. My Guest: Scott Harrison is the founder and CEO of charity: water, a non-profit that has raised over a billion dollars and funded tens of thousands of water projects to bring safe drinking water to millions. He previously spent a decade as a New York City nightclub promoter before a dramatic career shift led him into humanitarian work. Key Learnings Scott started a charity: water with $20 from a birthday party. Then $15,000... Twenty years later: over a billion dollars raised, 21 million people served. He says it should be 10 to 100 times more. The cure for water already exists. We're looking for water on Mars while 700 million people drink dirty water on Earth. We solved this hundreds of years ago. We just haven't implemented it. 25% of the money sitting in American donor-advised funds would give every human on Earth clean water. That's parked philanthropic capital. Already tax-benefited. Just waiting. The goal is always 10X what you're doing. If we raised a million last year, we want ten this year. If we raise $100 million, we should raise a billion. The opportunity is always orders of magnitude larger than the moment. Show, don't bullet. Scott shows 210 photos in a 45-minute keynote. No PowerPoint. Single images. A story unfolds frame by frame. Be early to the technology. First charity on Instagram. First to hit a million Twitter followers. First to use VR. The question is always the same: how does this new thing further the mission? The 100% model: solve for the cynic.  Public donations go to one bank account that funds only water projects. Overhead is raised separately from entrepreneurs and business leaders. Then track every donation to a specific village. Don't be mid. Scott's 11-year-old daughter says nobody wants to be mid. Excellence is a core value. There's a lot of mid out there. Design everything. The fact cover sheet. The PowerPoint. The website. The package. "We're always dating." If the message comes in an ugly package, you're at a disadvantage before you start. Treat the donor like a Michelin three-star guest. If a restaurant can think that carefully about a meal, you can think that carefully about a donor who can save a million lives. The Goldman Sachs partner who changed Scott's paradigm. Before making an eight-figure ask, Scott asked a partner: "How does it feel when people ask for a lot more than you expected?" The expected answer was irritated, offended, put off. The actual answer: "I feel flattered that they think I would be that generous." People are generous. The well is there. You just have to drill deep enough. Scott has spent 20 years asking for too little. That might be his next obsession. People give to people, not causes. A dynamic leader who transfers their enthusiasm gets the donation. The cause doesn't. Most of the donations Scott and his wife give are to people, not topics they were already passionate about. Talk 10% of the time. When Scott meets a donor for the first time, he wants to know their whole life story. Their marriage. Their kids. What they wanted to be when they grew up. Be genuinely curious or don't bother. Hire for integrity, humility, curiosity, and energy... 16,000 applicants for 36 roles last year. Energy matters most. Someone who can get you fired up about pickleball, Patagonia, or a new running shoe is exactly who you want on the executive team. The dinner test for hiring: Can you imagine having this person at your home for two hours at dinner? And wanting to keep them for another hour? Get the whole life story. Scott wants the arc from the beginning to the present in an interview. If someone can't tell their own story coherently, they probably don't know themselves yet. The 11-year-old with the piggy bank. He told his parents he was going to fund a whole village. They told him to set a realistic goal. He went knocking on doors. He came back with $10,000. Scott's experience lab in Nashville. A 60-minute immersive tour. A 100-degree room with a treadmill where you carry a 40-pound water vessel. Microscopes that show you parasites. A VR film that ends in celebration. The "give shop," not the gift shop. 53% of visitors donate. 10,000 visitors. $3.9 million raised in year one. Scott's champagne moment: a single billionaire who picks water. The water sector doesn't have one. Republicans and Democrats agree on it. Atheists and people of faith agree on it. Everyone has to drink. Reflection Questions What is the 10X version of your current goal? Where are you asking for too little because the smaller ask felt safer? Who in your work or life is the Michelin three-star guest, the customer, donor, or partner who deserves your most thoughtful experience design?  When was the last time you went 10% talking, 90% genuinely curious about someone else's story?  More Learning:  #290: Scott Harrison – Redemption, Compassion, & The Transformative Power Within Us #680: Scott Galloway - Don't Follow Your Passion, Follow Your Talent #682: Will Guidara - Adversity is a Terrible Thing to WasteAudio Chapters 00:00 The Price of Becoming - Pre-Order Now! 01:18 Welcome Back, Scott Harrison 02:56 From a $20 Bill to Over $1 Billion Raised 04:59 Why the Goal Should Always Be 10X (or 100X) 07:54 Storytelling: How to Get People to Care About a Problem They Don't Feel 10:30 Being Early to Instagram, Twitter, and VR 16:10 Radical Transparency: The Bank Account That Built Trust 19:51 The Beauty of a Healthy Obsession 21:22 Drilling Deep for the Artesian Wells of Generosity 25:04 What It Feels Like in the Room When Generosity Breaks Through 27:01 "Nobody Wants to Be Mid." 30:56 Design Everything: We're Always Dating 32:13 Treat Your Donor Like a Michelin Three-Star Guest 35:39 Selling With Integrity: Talk 10%, Listen 90% 39:15 16,000 Applicants for 36 Jobs: What Scott Looks For 43:12 The Power of Vulnerability in Hiring 45:39 Inside the Nashville Experience Lab 50:34 The Champagne Question: A Billion-Dollar Vision 52:10 The 11-Year-Old Who Raised $10,000 Door-to-Door 54:25 EOPC  

Download your free LSAT cheat sheet here:https://swiy.co/NMqDJV4vM74 I scored a 152 my first LSAT. Got to a 175. I've been teaching this test since 2005. If you're prelaw, applying now, or stuck, you're in the right place.

2026 Chico Attendees SeriesHenry Comes-Pritchett, philosopher and photographer, speaks about photography as a tool to describe both memory as well as his vision of the future.https://twodimensional.spacehttps://www.linkedin.com/in/henry-comes-pritchett/This podcast is sponsored by the Charcoal Book ClubBegin Building your dream photobook library today athttps://charcoalbookclub.comThe Chico Review is the country's premier Photobook Retreat. Organized by Charcoal Book Club, The Chico Review takes place over six nights at Chico Hot Springs Resort, near Livingston Montana. Applicants will spend the week with over twenty of the most influential and creative photographers, book makers, gallerists, museum curators, and photobook publishers in the industry.https://chicoreview.comhttps://www.charcoalworkshops.com

The average small business owner spends over 40 hours a year on hiring — writing job posts, sorting through applications, and scheduling interviews with people who ghost them. That's a full work week gone. And most of that time? You don't have to spend it anymore.   In this episode of the Million Dollar Landscaper Podcast, Scott Molchan breaks down exactly how to use AI as your personal hiring assistant — to write job posts that actually attract the right applicants, screen candidates before you waste your time on a phone call, and generate interview questions that reveal whether someone is actually worth hiring.   You'll learn: •Why most landscaping job posts fail to attract good applicants — and the one shift that fixes it •The exact copy-and-paste AI prompt that writes a compelling job post in 15 seconds •A simple filter question trick that screens out the "Quick Apply" crowd automatically •How to use AI to rank your top 3 candidates before you ever pick up the phone •Behavioral interview questions generated by AI that reveal attitude, reliability, and work ethic   This isn't complicated. It's a free tool on your phone, three specific prompts, and a system you can start using before you go to bed tonight.   THE 3 AI PROMPTS FROM THIS EPISODE: Prompt 1 — Write a Job Post: "Act as an expert copywriter and recruiter for a high-end landscaping company. I need to write a job post for a [Insert Job Title]. Our company culture is [Insert 3 words]. We pay [Insert Pay Range] and offer [Insert Benefits]. Write a 300-word job post that focuses on the benefits of working for us, not just the requirements. Make the tone energetic, direct, and welcoming. Include a clear call to action at the end on how to apply."   Prompt 2 — Screen Applicants: "I am hiring a [Insert Job Title]. Here are 10 responses from applicants. Please review these responses and rank the top 3 candidates based on their communication skills, their attention to detail, and whether they answered the specific question I asked. Give me a brief summary of why you picked those three."   Prompt 3 — Generate Interview Questions: "I am interviewing a candidate for a landscaping crew leader position. I need to know if they are reliable, if they can handle difficult customers, and if they take care of their equipment. Give me 5 behavioral interview questions I can ask them, and tell me what kind of answers I should be looking for."   Resources mentioned in this episode: •LeadSpeed Automated Follow-Up: https://leadspeed.io •Profits Up Inner Circle: https://milliondollarlandscaper.com/innercircle •Million Dollar Landscaper on YouTube: https://www.youtube.com/c/MillionDollarLandscaper   Follow Million Dollar Landscaper: Website | Facebook | Instagram | YouTube   #MillionDollarLandscaper #LandscapingBusiness #LawnCareBusiness #LandscapingTips #HiringTips #AIForBusiness #LandscapingPodcast #SmallBusinessGrowth #GreenIndustry #LawnCareMarketing #ContractorTips #LandscapingBusinessCoach #AIHiring #ProfitsUp #LandscapingEntrepreneur

GB2RS News Sunday the 14th of June 2026 The news headlines: IARU President announced as the keynote speaker for the RSGB 2026 Convention The RSGB has updated its Equality, Diversity and Inclusion policy Make use of the RSGB Full question bank Four years ago, IARU President Tim Ellam, VE6SH/G4HUA shared his thoughts on the changes and challenges to the amateur service and what the future held for amateur radio. On Saturday the 10th of October 2026, Tim will return to the RSGB Convention and in his presentation he will touch on whether the future turned out as expected! Tim is currently serving his fourth term as IARU President and the RSGB is delighted to welcome him back as the keynote speaker. Buy your ticket for the RSGB Convention by going to rsgb.org/convention  As well as the keynote, the Society has a speaker programme that will bring radio amateurs a wide-ranging selection of lectures. Whether you are keen to enhance your knowledge on propagation, FT8, or you want to learn more on VHF and above, there is something for everyone. You can keep up to date with the latest speakers by visiting the Convention speaker page. The RSGB Convention takes place between the 9th and 11th of October 2026 at Kents Hill Conference Centre in Milton Keynes. The RSGB is committed to fostering an inclusive, respectful and accessible amateur radio community in which all individuals can participate fully and safely. It aims not only to prevent discrimination, but to actively remove barriers to participation, promote equity, and create an environment where diversity is valued and inclusion is embedded in all that we do. The Society reviews all its policies regularly and this week it has published an updated Equality, Diversity and Inclusion policy. The policy has clearer language to explain the responsibilities of Directors, staff, volunteers, RSGB members and affiliated clubs, as well as participants in RSGB events, training, and programmes. The policy also applies to all RSGB platforms and environments. The Society encourages all members and affiliated clubs to read the policy. You can find it on the RSGB website at rsgb.org/policies  The RSGB will review this policy at least annually and monitor its implementation to ensure continuous improvement. In April, the RSGB Exams Team published the entire Full licence exam question bank on the RSGB website. This means that anyone studying for their Full licence has this valuable resource at their fingertips. The interface also allows users to generate their own mock examinations from the question bank. Feedback by radio amateurs has said how useful the resource is and that anyone studying for their exam should take a look. To get started go to rsgb.org/exam-questions  The RSGB Examinations Standards Committee has also prepared some FAQs to support the publication of the question bank. You can access these on the Exam FAQs web page. Have you seen the ‘About the RSGB' playlist on the Society's YouTube channel? There are nearly 50 videos to choose from including a number of recently released videos with RSGB representatives. You'll be able watch RSGB Propagation Studies Committee Chair Steve Nichols, G0KYA talk about a range of propagation topics including the best months for propagation and the possible effect of AI on propagation forecasts. If you'd like to learn more about the work of the RSGB EMC Committee, you can watch Committee Chair John Rogers, M0JAV discuss some of the upcoming projects it has planned. You can watch the full playlist by going to youtube.com/thersgb  The next Bath Based Distance Learning Full Licence course will run between August and December 2026. The course will include weekly tutorials and work packages via an online classroom as well as access to a remote tutor. Applicants must work through pre-course material and complete a quiz to be eligible for a place. To request full details, and an application form, please email Bath Based Distance Learning's Team Leader, Steve, G0FUW via g0fuw@bbdl.org.uk If you're one of the nearly ten thousand HamClock users, please be aware that the original HamClock backend server will stop working sometime in June 2026 following the original developer passing away in January. To continue using HamClock after this date and to keep receiving updates, you must switch the HamClock backend server. To find out more about this and for links to guides for both Raspberry Pi-based HamClocks, or those using an Inovato Quadra, visit hamclockisnotdead.com  The replacement open-source HamClock backend server is called ‘OpenHamClock Backend' and more details can be found at ohb.works  Unlike the original, this is completely open source and is run by a team of developers so there is no one particular person responsible. The same team is also providing updates to the HamClock client itself which is now up to version 4.26. Please send details of all your news and events to radcom@rsgb.org.uk  The deadline for submissions is 10am on Thursdays before the Sunday broadcast each week.  And now for details of rallies and events The Junction 28 Radio Rally is taking place today, Sunday the 14th of June, at The Post Mill Centre, South Normanton, Derbyshire, DE55 2EJ. The doors open at 10.15am and admission is £4. For more information visit snadarc.com  or contact j28rally@snadarc.com Also today, Sunday the 14th, the Mendips Radio Rally is taking place at Farrington Gurney Memorial Hall, Church Lane, Farrington Gurney BS39 6UA. The doors open at 7.30am for traders and at 9.30am for visitors. Entrance costs £3. For more information contact Luke on 07870 168 197 or email luke@mymixradio.co.uk On Wednesday the 17th of June, the Lincoln Short Wave Club Used Equipment Sale will take place at the Village Hall, Aisthorpe, Lincoln, LN1 2SG. Booking in will be open from 6pm and the auction starts at 7pm. On Saturday the 20th of June, Inverness and District Amateur Radio Society GM North Radio Rally will be held at Glachbeg Croft Centre, Allanglach Wood, North Kessock, IV1 3XD. The doors will be open from 10am. For more information email invernessradiosociety@gmail.com Also on Saturday the 20th of June, Rochdale and District Amateur Society Summer Rally will take place at St. Vincent de Paul's Hall, Norden, Rochdale, OL12 7QR. The doors open at 10am and entry costs £3. For more information call 07587 709 006 or email rally.radars@hotmail.com On Sunday the 21st of June 2026, the East Suffolk Wireless Revival, also known as the Ipswich Radio Rally will be held at Kirton Recreation Ground, Back Road, Kirton IP10 0PW. The doors open at 9.30am and the entry fee for visitors is £3. More details are available at eswr.org.uk Now the Special Event news Special event station GB8GAW will be active from Monday the 22nd of June until Sunday the 12th of July to promote Glaucoma Awareness Week. Look for activity on the HF bands using FT8, FT4 and SSB. Special event station GB1SCW will be on the air on Sunday the 21st of June from the Shoreham by Sea National Coast Watch Station, BN43 5HY. The station will be operated by members of Rustington Amateur Radio Group and Worthing and District Amateur Radio Club to celebrate the work of coastal communities. Activity is expected to be mostly on the 40m band using SSB. See QRZ.com  for more information. Members of the Vintage and Military Amateur Radio Society will be at this year's Military Vehicle Trust Show at Badsey Farm in Evesham. They will be operating special event station GB26WVE from Wednesday the 17th until Tuesday the 23rd of June. Several ex-Military Signals vehicles will be operating on the VHF, UHF and HF bands. The operators are keen to make lots of contacts so if you hear the station give it a call. Now the DX news Paul, MM0ZBH is active as 5Z4/MM0ZBH from Kenya until tomorrow, Monday the 15th of June. He operates using CW, FT8 and SSB. QSL via Logbook of the World and OQRS. Rafal, SQ4O is a member of the 50th Polish Antarctic Expedition to the Henryk Arctowski  Station on King George Island, South Shetland Islands, AN-010. He will be working there until October. In his spare time, he is operating as HF0PAS on the HF bands using CW and SSB. Rafal may also be active on the 6m band using FT8. Now the contest news The IARU ATV Contest started at 1200 UTC yesterday, the 13th, and ends at 1800UTC today, Sunday the 14th of June. Using TV on frequencies from 432MHz and up, the exchange is picture quality, serial number, four-digit code and locator. Today, Sunday the 14th of June, the RSGB 2nd 144MHz Backpackers Contest runs from 0900 to 1300UTC. Using all modes on the 2m band, the exchange is signal report, serial number and locator. Also today, Sunday the 14th of June, the Practical Wireless 2m QRP Contest runs from 0900 to 1600 UTC. Using AM, FM, SSB and CW on the 2m band, the exchange is signal report, serial number and locator. A maximum of 5W of power can be used in this contest. Tomorrow, Monday the 15th of June, the RSGB FT4 Series Contest runs from 1900 to 2100 UTC. Using FT4 on the 80 to 10m bands, where contests are permitted, the exchange is your report. On Tuesday the 16th of June, the RSGB 1.3GHz UK Activity Contest runs from 1900 to 2130 UTC. Using all modes on the 23cm band, the exchange is signal report, serial number and locator. On Thursday the 18th of June, the RSGB 70MHz UK Activity Contest runs from 1900 to 2130 UTC. Using all modes on the 4m band, the exchange is signal report, serial number and locator. The RSGB 50MHz Trophy Contest starts at 1400UTC on Saturday the 20th of June and runs until 1400 UTC on Sunday the 21st of June. Using all modes on the 6m band, the exchange is signal report, serial number and locator. The All Asian DX Contest starts at 0000 UTC on Saturday the 20th and ends at 2359 UTC on Sunday the 21st of June. Using CW on the 160 to 10m bands, where contests are permitted, the exchange is signal report and your age. On Sunday the 21st of June, the Worked All Britain 50MHz Phone Contest runs from 0800 to 1400 UTC. Using SSB on the 6m band, the exchange is signal report, serial number and Worked All Britain square. Now the radio propagation report, compiled by G0KYA, G3YLA and G4BAO on Thursday the 11th of June 2026 Last week we warned you about a potential geomagnetic disturbance caused by a triple coronal mass ejection, or CME, from the Sun. As it turned out, the Kp index rose to 6.33 and poor HF conditions ensued, just in time for RSGB National Field Day. Luckily, Sunday the 7th wasn't quite so bad, but it did show how a Kp index rise can damage HF propagation. A further CME warning has since been cancelled, but we are not out of the woods just yet. A long-duration mid-level C-Flare was observed in the northeast quadrant of the Sun, peaking at just after midnight on Thursday the 11th of June. A CME with a possible Earth-directed component is possible, which could lead to a Kp index rise. Meanwhile, the solar flux index declined to 124 on Thursday the 11th, as predicted, but that's still enough for some DX potential. Sporadic-E has been providing lots of entertainment, so make the most of it during June, which is one of the best months for Sporadic-E activity. Settled geomagnetic conditions, with a low Kp index, appear to provide the best time for Sporadic-E. DX to be worked this week includes 5Z4/MM0ZBH in Kenya which is active until the 15th of June. The station has been spotted on the 10m band using FT8 and on the 20m band using CW and SSB. PJ2/PH2M is active from Curacao until the 29th of June using mainly FT8 and some SSB. D4OL from Cape Verde is active on FT8 and FT4 until Friday the 22nd of June. Finally, look out for the FS/K9EL station from St Martin which is active until Wednesday the 24th of June. While we are in this period of Summer thunderstorms, a reminder that it may be a good idea to unplug the antennas from your HF radios when not in use. But make sure you do this before any storm approaches! Next week, NOAA predicts that the solar flux index will be in the 120 to 130 range. Quiet geomagnetic conditions are forecast all week, with a maximum Kp index of 3. But be aware of CMEs which are not easily predicted. Any solar flare and subsequent CME could upset the apple cart, so keep an eye on solarham.com for up-to-date news. And now the VHF and up propagation news from G3YLA and G4BAO There have been some very good Sporadic-E conditions recently. This was particularly true at 50MHz with openings at lunchtime and into the evening towards the USA on Tuesday the 9th and Wednesday the 10th. There was also an opening into Japan during the morning of Thursday the 11th of June. 70MHz has seen openings, mainly to eastern Europe and Spain. Notably we haven't seen much in the way of 144MHz Sporadic-E yet, but QSOs have been made by a lucky few. All this Sporadic-E activity has probably been aided by the extra long-lived metallic ions from meteors of the daytime Arietids, an important shower in early June.  The other ingredient often associated with Sporadic-E is the presence of jet streams, which are very effective at generating turbulence that can propagate up to the E region and aid Sporadic-E formation. The coming week looks to be reasonably set up with jet stream activity. This is probably more relevant for the northern half of Europe so may favour Scandinavia and the Baltic, with the occasional opportunity farther south. As for meteor scatter, there is a gap in the calendar and it's probably a case of relying upon random activity which tends to peak around dawn. Rain scatter may fare better with a chance of showers, especially in northern parts of the country. The solar conditions have recently been at the low end of the scale, with a Kp index between 1 and 3 which is typical of high summer. This also reduces the chances of radio auroras. There will be a period of high pressure today, the 14th, before low pressure returns to northern Britain next week, although the south may stay close to higher pressure. This offers a chance of some tropo conditions. EME now, and Moon declination continues to increase to a maximum tomorrow, the 15th, with path losses falling towards minimum at perigee. 144MHz sky temperature is moderate, becoming high tomorrow, the 15th, with the Sun close to the Moon, before falling back to low again from Wednesday. And that's all from the propagation team this week.

Join Michael Weaver LIVE on June 11th at noon CST - Increase Your Contact to Quote Ratio: Converting Dials to Dollars. 

Episode Summary: In this episode, Mark Holthe and Alicia Backman-Beharry continue their series on major Express Entry reforms expected in Canada. They examine IRCC's own data on Express Entry outcomes, why Canada is still proposing major reforms to a system that appears to be working, and how high wages, job offers, Canadian experience, French language ability, category-based draws, and immigration levels could reshape future permanent residence strategies. Key Topics Discussed IRCC data on Express Entry outcomes High-wage Canadian work experience and job offers Immigration levels and temporary resident reductions Why Express Entry reforms are being proposed Key Takeaways Express Entry applicants generally have strong employment, wage, and occupation-match outcomes. IRCC appears to be recalibrating the system toward high-wage earners and stronger economic predictors. Reduced temporary resident and permanent resident targets are making PR planning more competitive. Applicants should reassess CRS strategies that rely on bonus points, occupation categories, French, Canadian education, and timing. Quotes from the Episode: Mark Holthe: “Does my current CRS strategy, the factors I'm counting on, the timing I've planned, the profile I've built still make sense under a system being recalibrated toward high-wage earnings?” Alicia Backman-Beharry: “They are changing things not because they don't work, not because they're broken, but because they want to make it better.” Links and Resources Watch this episode on YouTube Canadian Immigration Podcast Book a consult Enroll in the Express Entry Accelerator and Masterclass Subscribe for MoreStay up-to-date with the latest in Canadian immigration by subscribing to the Canadian Immigration Podcast on iTunes, Spotify, or YouTube. Don't miss future episodes on policy changes, strategies, and practical advice for navigating Canada's immigration process. Disclaimer This episode provides general information about Canadian immigration and is not intended as legal advice. For personalized assistance, consult an immigration lawyer.

Yep, there is a gap between available jobs and job ready candidates. There are jobs available, but employers are becoming much more selective about who they hire. A few years ago, many facilities were simply trying to fill positions. Today, employers are looking for candidates who can bring reliability, flexibility, safety awareness, and productivity on their first day.  What many of us applicants don’t realize is that employers are often evaluating far more than just experience. I'm Marty here with Warehouse and Operations as a Career. So let’s talk about that.  I recently was enjoying lunch with a long time mentor and the subject of hiring came up. He made a point I had to ponder on for a moment.  He commented that although training was expensive, and of course experience is important, he had learned or felt like, in todays environment, things like attendance history, reliable transportation, the ability to be flexible with shift times, and a strong safety mindset along with a wiliness to cross train, and at least average communication skills were what he was placing more weight on these days. And he made it a point to comment on, what he'd look for first was a stable work history.    The challenge for us applicants becomes, I can do the job is no longer enough. Employers are asking, can I depend on you to do the job consistently?  And some other hurdles for us, or a few things I thought of start off with those pesky Applicant tracking systems or ATS. Many applicants never speak to a recruiter because their application gets filtered before a human ever sees it.  And wage expectations vs market rates. Applicants often see social media posts about higher wages, while many entry level positions are paying less than expected. And I'm seeing more skilled equipment requirements. Many facilities now want forklift, reach truck, electric pallet jack, clamp truck, or inventory experience, even for positions that were once considered entry-level. And communication challenges. I hear this every day, and I think both sides are probably quilty, but Recruiters frequently comment on the struggle to reach applicants who don’t answer calls. Have full voicemail boxes. And don’t respond to texts or emails. Then we have competition from better candidates. When ten applicants apply for a position, employers often choose the one with better attendance, longer tenure, and the better interviewing skills.   The good news is that the hurdle is also the opportunity. A candidate who shows up on time, returns calls, has a positive attitude, accepts coaching, prioritizes safety, is willing to learn additional equipment can often outperform applicants with years more experience.  As we've discussed many times on WAOC, the industry still offers tremendous career opportunities. The challenge isn’t necessarily finding a job, it’s demonstrating that you’re the person an employer can trust with the opportunity.  So, if there’s applicants looking for work, and employers looking for workers, why are they not connecting? Well, I think the hiring game has changed. Twenty years ago, many warehouses and production facilities hired almost entirely on experience. Could you drive a forklift, pull an order, load a trailer, or operate a machine? If the answer was yes, there was a pretty good chance you’d get hired on the spot. Today, things are just different. Most employers are still looking for skills, but they’re looking for something else first. They’re looking for dependability. They’re looking for consistency. And they’re looking for people they can count on.  I’ve sat across the table from hundreds, maybe thousands, of hiring managers throughout my career. And I can tell you something that might surprise applicants. Many managers would rather hire a dependable employee with less experience than an experienced employee there not sure can be counted on. Think about that for a moment. The employee who shows up every day, arrives on time, follows instructions, works safely, and wants to learn often becomes more valuable than the person with years of experience but poor attendance or a negative attitude.  Let’s talk about the first hurdle many applicants never even see. The Applicant Tracking System, or ATS. Years ago, an application landed directly on someone’s desk. Today, many applications are screened by software before a recruiter ever sees them. A computer may be reviewing your application before a human being does. Now, I’m not saying that’s good or bad. It’s just reality.  If your work history is incomplete, if your resume doesn’t match the position, or if key information is missing, you may never make it to the interview stage. Many applicants think nobody called me. The reality may be nobody ever saw the application. That’s why accuracy on our part matters. Taking an extra few minutes to complete an application correctly matters. And that’s why we should tailor our resumes to the position we're applying for.   Now let’s talk about what employers are really seeking. Most people think employers hire labor. I don’t. I think employers hire reliability. Let’s say I have two candidates. Candidate A has five years of forklift experience. Candidate B has one year of forklift experience. Most people automatically assume Candidate A gets the job. What if Candidate A has changed jobs every three months and has attendance concerns and arrives late for the interview? But Candidate B has a solid work history, great references, and arrives fifteen minutes early? The decision suddenly becomes much harder. In fact, many employers will choose Candidate B. Because skills can be taught. Reliability is much harder to teach.  Here’s another challenge I see every day. Applicants submit applications. Recruiters call. Nobody answers. Recruiters text. No response. Recruiters email. No reply. A few days later, the applicant says nobody contacted me. Now, I’m not picking on anyone. But communication matters. If you’re actively looking for work, we need to answer our phone, check our voicemail and respond to texts. And watch our email. I’ve seen qualified candidates lose opportunities simply because another applicant responded first. Speed matters in recruiting. Especially in warehousing and manufacturing. Sometimes positions are filled within hours. Not days. Not weeks. Literally, just hours.  Transportation is often part of the interview before the interview. Can you reliably get to work? Can you make a 5:00 AM shift? Can you work overtime? Can you handle weekends when required? Employers understand that life happens. Cars break down. Traffic exists. Emergencies occur. But employers are also trying to determine whether attendance problems are likely to become a pattern. Remember attendance drives productivity. And productivity drives customer satisfaction. And customer satisfaction keeps facilities open and growing. Again, everything is connected.  Another thing I'm seeing is that Years ago, some facilities focused heavily on production. Today, safety and production must work together. Most employers are looking for candidates who understand safety expectations. They want associates who wear PPE correctly, follow procedures, report hazards, work safely around equipment, and take training seriously. The old mindset of I’ve been doing this for twenty years doesn’t impress many employers anymore. The new mindset is I’ve been doing this for twenty years and I’m still learning. That’s the employee organizations want. Safety conscious employees protect themselves, their coworkers, and the company.  And I think another hurdle for us is Technology. Today we have RF scanners, Warehouse Management Systems, voice picking systems, tablets, inventory software, electronic inspections and productivity tracking. Some applicants become nervous when they hear the word technology. And we can't. All systems can be learned. The bigger issue is willingness I think. Employers aren’t necessarily looking for technology experts. Again, they’re looking for people willing to learn. A positive attitude toward technology often beats resistance every time.  I think competition is stronger than ever. You’re not competing against the job. You’re competing against other applicants. Imagine ten people apply for the same position. Who gets the interview and the offer? Often, it’s the candidate who demonstrates better attendance better communication better attitude better stability better preparation. Notice that experience isn’t the only factor. Sometimes it isn’t even the most important factor. The candidate who prepares wins. The candidate who follows up and demonstrates professionalism wins.  A recruiter told me last week. If I could sit every applicant down and share one message from employers, it would be this, we want to hire you. Think about that. Recruiters don’t wake up hoping positions stay open. Supervisors don’t want to work short staffed. Managers don’t enjoy running operations with vacancies. Everyone wants positions filled. But employers need confidence. Confidence that we'll show up. Confidence that we plan on staying. Confidence that we'll work safely and represent the organization well. That’s what they’re evaluating. Not just whether we can do the work. But whether they can trust us with the work.  So, what can us applicants do? I think it's simple. If we own it. We need to show up early. And we need to dress appropriately. If we're interviewing as an equipment operator or selector, wear our steel or composite toe footwear.  We have to answer our phone and return calls. The hiring agent may be making 50 calls, the next person may answer there’s. And its so important that we bring energy to interviews. And were honest about our experience. And demonstrate willingness to learn. Show our enthusiasm. Ask questions. Express interest in advancement. Employers love hearing things like I’d like to learn more. I’d like to cross-train. I’d like to grow into a lead role someday. Those statements communicate commitment. And like we've learned, commitment gets attention.  As we wrap up today’s episode, I’d like to leave you with a challenge. If you’ve been applying for jobs and not getting results, don’t immediately assume there are no opportunities. Ask yourself a different question. Am I making it easy for an employer to hire me? Am I communicating effectively? Am I presenting myself professionally? Am I demonstrating reliability? Am I showing a willingness to learn?  It’s just a fact that in today’s world, employers are looking for more than experience. They’re looking for trust. They’re looking for consistency. They’re looking for commitment. The jobs are out there. The opportunities and careers are out there. Not to sound corny but the question isn’t always whether the job is available. The question is, Are you available for the job?  Ok, we're running over today so with all that I'll say thank you for joining me today, and please share any thoughts on job opportunities with our Facebook group @whseops or our Instagram feed waocpodcast. Until next time, be safe, stay productive, and keep building your career.

2026 Chico Attendees SeriesMark Woods, photographer and cinematographer, speaks about his love of the stand-alone image. Mark Woods is a fine art black & white still photographer and commercial cinematographer raised in a California family deeply rooted in photography and film. His father operated a portrait studio in Hollywood, while his grandfather famously purchased and released the film Reefer Madness. Growing up surrounded by cameras, film, and darkrooms would later shape Woods' lifelong visual career.Woods discovered his passion for image-making while attending the University of California, Berkeley in 1968, where he studied Photo Ethnographic Anthropology. During his years at Berkeley, he became known for creating powerful street photography and formal documentary imagery. By the time he graduated in 1971, Woods had become the university's preferred photographer for student activities, jazz festivals, and campus publications, often credited as Francis Woods.After returning to Hollywood, Woods worked extensively in both still photography and motion picture production. He opened a still photography studio at Columbia Studios, producing advertising imagery before transitioning fully into cinematography. Over the course of a 30-year career, he shot and directed more than 1,000 commercials and 25 feature films, earning multiple industry awards for his work.In addition to his commercial career, Woods taught advanced cinematography at several respected institutions, including California State University Northridge (CSUN), the American Film Institute (AFI), National University, and ArtCenter College of Design in Pasadena.In 2004, Woods returned to his roots in analog black & white photography, building a traditional darkroom and focusing more deeply on fine art still imagery. His photographic series include Berkeley 1968–1973, W/O & Later (Hollywood Behind The Scenes '73–'79), Pasadena's Arroyo landscapes, early Chinese structures at the Huntington Gardens, floral portraits, and other still life works.Working primarily with large format photography and traditional analog processes, Woods combines documentary realism with a strong pictorialist influence. His landscapes are created using natural light, while his still lifes are carefully illuminated using strobes, tungsten lighting, or available light depending on the subject and mood.Today, Mark Woods continues to explore timeless photographic methods while preserving moments of history, atmosphere, and human experience through both still photography and cinematography.https://www.markwoods.comhttps://stills-that-move.myshopify.comThis podcast is sponsored by the Charcoal Book ClubBegin Building your dream photobook library today athttps://charcoalbookclub.comThe Chico Review is the country's premier Photobook Retreat. Organized by Charcoal Book Club, The Chico Review takes place over six nights at Chico Hot Springs Resort, near Livingston Montana. Applicants will spend the week with over twenty of the most influential and creative photographers, book makers, gallerists, museum curators, and photobook publishers in the industry.https://chicoreview.comhttps://www.charcoalworkshops.com

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/1522770991943100NZ chat group https://m.me/ch/Abbg4_6YjjeKPQmA/?send_source=cm:copy_invite_link If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620VIC Chat Group  https://m.me/ch/AbYIPUqkaVJLEaOW/?send_source=cm:copy_invite_link If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725NSW chat group https://m.me/ch/Abb_cO4wQDAEKlxV/?send_source=cm:copy_invite_link If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956QLD chat group https://m.me/ch/AbajSLAUAqwhI0Cs/?send_source=cm:copy_invite_link  If 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 this week's MBA Admissions podcast we began by discussing the current state of the MBA admissions season. We are continuing to see MBA programs release their final decisions. This upcoming week, USC / Marshall, CMU / Tepper, London Business School, Arizona / Carey, Georgia / Terry and Georgia Tech / Scheller are releasing final decisions. Graham highlighted a Fridays from the Frontline feature from a Stern student discussing their super experience with Stern's Endless Frontier Labs program. This was then followed by a deep-dive career reports piece focused on the consulting industry for MBA graduates. Graham also noted a new admissions tip which focuses on classes that might be worth considering before starting an MBA. Graham continued with the Real Humans Alumni series. This week focuses on three alumni: McCombs / Pepsi, IESE / Accenture and Owen / Bain. For this week, for the candidate profile review portion of the show, Alex selected two ApplyWire entries and one DecisionWire entry. This week's first MBA admissions candidate is from India, and works at Bain.  They also have links to family firm focused on pharmaceuticals. They have a 337 GRE score. This week's second MBA applicant is a veteran who has a 715 GMAT score and a 3.76 GPA from an Ivy League university. This week's final MBA candidate is deciding between McDonough and Anderson. This episode was recorded in Paris, France and Cornwall, England. It was produced and engineered by the fabulous Dennis Crowley in Philadelphia, USA. Thanks to all of you who've been joining us and please remember to rate and review this show wherever you listen!

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/1522770991943100NZ chat group https://m.me/ch/Abbg4_6YjjeKPQmA/?send_source=cm:copy_invite_link If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620VIC Chat Group  https://m.me/ch/AbYIPUqkaVJLEaOW/?send_source=cm:copy_invite_link If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725NSW chat group https://m.me/ch/Abb_cO4wQDAEKlxV/?send_source=cm:copy_invite_link If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956QLD chat group https://m.me/ch/AbajSLAUAqwhI0Cs/?send_source=cm:copy_invite_link  If 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 Process of Becoming a Counsellor - How to Write a Personal Statement for a Counselling Course In Episode 377 of the Counselling Tutor Podcast, your hosts Rory Lees-Oakes and Ken Kelly take us through this week's three topics: Firstly, in ‘Ethical, Sustainable Practice', they explore AI apps and depersonalisation in counselling - looking at how AI tools may risk weakening the therapeutic relationship and the importance of maintaining human connection in therapy. Then in ‘Practice Matters', Rory speaks with Jane Godward and Tara Fox about their new book, The Process of Becoming a Counsellor: Navigating the Transformation - discussing the realities of counselling training, personal development, and choosing the right course. And finally, in ‘Student Services', Rory and Ken discuss how to write a personal statement for a counselling course - including what tutors are really looking for and how to present yourself authentically. AI Apps and Depersonalisation in Counselling [starts at 03:40 mins] In this section, Rory and Ken explore AI apps and depersonalisation in counselling, examining how AI tools may affect the therapeutic relationship and why therapists need to critically reflect on the use of AI in practice. Key points discussed include: The therapeutic relationship is built on empathy, shared humanity, and human connection - something AI cannot truly replicate. AI tools may provide generic or “stock” responses that risk reducing the individuality and nuance of client work. Therapists need to consider whether AI tools undermine trust, rapport, or the client's sense of autonomy. AI-generated summaries and interventions may miss important relational cues such as body language, silence, emotional tone, and previous session context. Critical thinking is essential when using AI in counselling practice - therapists must ensure clinical judgment remains central. The key ethical question is whether a tool supports the therapeutic relationship or risks replacing aspects of human support. The Process of Becoming a Counsellor [starts at 27:00 mins] In this week's ‘Practice Matters', Rory speaks with Jane Godward and Tara Fox about their new book, The Process of Becoming a Counsellor: Navigating the Transformation. Key points from this conversation include: Many students begin counselling training without fully understanding the personal transformation involved in becoming a counsellor. Counselling training is more than academic study - it involves deep personal development and self-reflection. Choosing the right modality and training provider is essential, as not every course will suit every student. The book explores the “shift” from learning counselling skills to becoming a competent practitioner able to work safely with vulnerable clients. The authors discuss the importance of diversity, identity, and the “social graces” model in helping students explore their own experiences and assumptions. Students are encouraged to trust the process of training, recognising that growth and change happen gradually throughout the journey. How to Write a Personal Statement for a Counselling Course [starts at 49:54 mins] In this section, Rory and Ken discuss how to write an effective personal statement for counselling training or counselling-related work. Key points include: A strong personal statement should be authentic, reflective, and written in your own voice rather than sounding overly formal. Tutors are looking for sincerity, self-awareness, and evidence that you understand the personal and academic demands of counselling training. Clearly explaining why counselling matters to you and what motivates you to train is an important part of the statement. Relevant experience does not have to come from counselling itself - life experience, teamwork, volunteering, and helping roles can all be valuable. It is important to show openness to learning, personal growth, and self-reflection. Applicants should tailor their personal statement to the specific course or role they are applying for and consider whether it is the right fit for them. Links and Resources Counselling Skills Academy Advanced Certificate in Counselling Supervision Basic Counselling Skills: A Student Guide Counsellor CPD Counselling Study Resource Counselling Theory in Practice: A Student Guide Counselling Tutor Training and CPD Facebook group Website Online and Telephone Counselling: A Practitioner's Guide Online and Telephone Counselling Course

The Trump administration announced that those seeking green cards would need to apply from their home countries, not within the U.S. as many had been able to do. Allan Wernick, legal advisor to CUNY Citizenship Now! — CUNY's free immigration law service program, offers the latest guidance on who will be affected by the change. Photo: Close-up of a United States Permanent Resident Card (Green Card) placed among various official documents (Stock image by PS Photography/Moment via Getty Creative) Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

The Trump administration announced that those seeking green cards would need to apply from their home countries, not within the U.S. as many had been able to do.  On Today's Show:Allan Wernick, legal advisor to CUNY Citizenship Now!, CUNY's free immigration law service program, offers the latest guidance on who will be affected by the change. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Knowing how hiring works does not prepare you for what job hunting actually feels like right now. Today’s guest, Nicole, found that out the hard way. She has spent 30 years on the hiring side of the table. She has interviewed hundreds of candidates, read thousands of applications, and knows exactly what good looks like. So when she re-entered the job market after a six-month sabbatical, she found herself starting from scratch. Nicole, a senior executive, knew how the game used to work. What she didn't know was how much it had changed. AI-generated resumes flooding inboxes. Applicant tracking systems filtering on past performance. Three or four hundred applications for every role, most of them indistinguishable from one another. The playbook she had built over decades wasn't quite fitting the game anymore. This episode is part of The Work Edit, a new format on How I Work where I sit down with someone facing a real professional challenge and we work through it together. Nicole came to me wanting help with the part of job hunting that was giving her the most trouble: getting from application to shortlist. We get practical about what actually works right now, from why a written application might be the weakest version of your pitch, to how to use AI to run your own mock interview and genuinely sharpen your performance in ways most people never bother doing. If you are currently in the job market, or know someone who is, this one is worth sharing. We discuss: Why the job market has shifted so dramatically in the last few years, and what that means for experienced candidates re-entering the workforce How applicant tracking systems work and why they tend to filter out people with non-linear careers or future-focused skills The case for treating your job search as a sales role, and what that reframe actually changes about how you show up Why a short video pitch cuts through in a way that a written application simply cannot right now, and what makes the difference between a video that opens doors and one that falls flat What AI fluency actually looks like in a resume or cover letter, and how to find and remove the tells that signal lazy prompting to any recruiter paying attention How to use AI to run your own mock interview, and why stopping short of the critique step means leaving most of the value on the table Key quotes "If you're not AI fluent, why would you be considered for a job in this day and age?" "I think if you are purely relying on your resume and cover letter being the best out of 400 applications, that is a losing game." My latest book The Energy Game is out on July 7, 2026. You can order a copy here: https://amzn.to/48ID29M Connect with me on the socials: Linkedin (https://www.linkedin.com/in/amanthaimber) Instagram (https://www.instagram.com/amanthai) If you are looking for more tips to improve the way you work and live, I write a weekly newsletter where I share practical and simple to apply tips to improve your life. You can sign up for that at https://amantha.substack.com/ Visit https://www.amantha.com/podcast for full show notes from all episodes. Get in touch at amantha@inventium.com.au Credits: Host: Amantha Imber Sound Engineer: The Podcast Butler See omnystudio.com/listener for privacy information.

Applying to a PhD program? Eva Meza is a fifth-year psychology PhD candidate at the University of California, Davis. In this episode, Eva offers tips for applying to PhD programs, from understanding your motivations to apply to letters of recommendation and finding the right mentors.    Connect with Eva on Instagram: @latinxsuccessnetwork   Achievable GRE uses AI-powered adaptive learning to target your weak areas and boost your score - visit https://achievable.me/exams/gre/overview/#s=podcast to try it for free.

The new USCIS memo redefines green card applications as discretionary, not automatic. What does this mean for pending I-485s, temporary visa holders, and anyone pursuing permanent residency? This episode breaks down the policy shift everyone's talking about. For more information, visit https://boldlegal.com/ BOLD USA IMMIGRATION City: Dallas Address: 5350 Alpha Road Website: https://www.boldlegal.com

The Trump administration wants more green card applicants to return to their home countries to apply, according to a memo released by U.S. Citizenship and Immigration Services (USCIS) last week. The new policy has created confusion for many people navigating the green card process, as well as for immigration advocates.On Midday Edition Tuesday, we hear from an immigration law expert on what the changes mean, and how people affected are responding to the latest shake-up in U.S. immigration policy.Guest:Tammy Lin, professor of practice, supervising attorney at the University of San Diego's Legal Clinics' Immigration Clinic

Lord Wolfson, Chief Executive of Next and a Conservative peer, warns Britain is facing a crisis in entry-level employment. Applicants for every shop vacancy at Next have almost doubled from 10 to 19 in just two years — a trend he describes as “indicative of just how big the crisis is in youth unemployment.” Across retail and the wider economy, he says there has been “a dramatic fall in entry-level employment opportunities” as rising National Insurance and National Living Wage costs push up the cost of hiring younger and less experienced workers. UK youth unemployment has now reached 15%.The crisis, he argues, will deepen under the Employment Rights Bill. Restrictions on flexible part-time working mean retailers risk being locked into permanent contracts when offering extra hours at Christmas or during university holidays. The result, Lord Wolfson says, will be fewer opportunities for students and reduced service for customers — consequences, he says, the government never intended. The legislation was “cobbled together very quickly”, he argues, reflecting a broader problem in British politics: governments arriving in office with slogans rather than detailed plans. “Becoming prime minister is not an achievement. Being a great prime minister, that's an achievement.”Lord Wolfson also makes the case that Britain's planning system is the single biggest drag on economic growth. He says an acre of agricultural land worth around £15,000 rises to £1.5 million once planning permission is granted — wealth he argues is being extracted from the economy rather than invested in better homes and infrastructure. His solution is to replace the planning system with principle-based building regulation, allowing development provided it does not damage neighbouring property values or overload local infrastructure.He also argues for pay-per-mile road pricing, warns against government industrial strategy becoming “the referee becoming the player”, and says reopening the Brexit debate would distract from the structural reforms — planning, energy and transport — that could do far more to drive economic growth.Presenter: Simon Jack Producer: Ollie Smith & Olie D'Albertanson02:00 Entry-level jobs crisis and youth unemployment 05:30 Employment Rights Bill and seasonal work 07:00 Shareholders vs workers benefitting from profits 09:56 Brexit and closer ties with Europe 11:02 Planning reform and the cost of development land 13:15 Road pricing and transport policy 15:13 Industrial strategy and government intervention 20:44 AI and the future of jobs 25:37 Winning office vs winning government

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/1522770991943100NZ chat group https://m.me/ch/Abbg4_6YjjeKPQmA/?send_source=cm:copy_invite_link If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620VIC Chat Group  https://m.me/ch/AbYIPUqkaVJLEaOW/?send_source=cm:copy_invite_link If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725NSW chat group https://m.me/ch/Abb_cO4wQDAEKlxV/?send_source=cm:copy_invite_link If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956QLD chat group https://m.me/ch/AbajSLAUAqwhI0Cs/?send_source=cm:copy_invite_link  If 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/bookOther Podcasts mentionedI'll drop a podcast below where I talk about the 2.4km run and how to train for it. https://creators.spotify.com/pod/show/brad533/episodes/Training-for-the-2-4km-run-e2rthb4 I will drop some info below to help with the Beep Test training.Beep Test Podcast https://anchor.fm/brad533/episodes/Everything-Beep-Test-Training-Mindset-Testing-Technique-e193ff8 Beep test 5 tips https://anchor.fm/brad533/episodes/5-Tips-to-improve-your-Beep-Test-overnight-e2ea493

This Saturday edition features an unaired segment from the interview with UC Berkeley law professor David Oppenheimer regarding standardized testing in higher education. The discussion centers on a debate over the statistical legitimacy of the LSAT and bar exam passage rates. The episode rounds out with a takedown of anyone claiming New York commuters pronounce the LIRR as the lure. Produced by Corey Wara Video and Social Media by Geoff Craig Do you have questions or comments, or just want to say hello? Email us at ⁠⁠⁠⁠thegist@mikepesca.com For full Pesca content and updates, check out our website at https://www.mikepesca.com/⁠ For ad-free content or to become a Pesca Plus subscriber, check out ⁠⁠⁠⁠https://subscribe.mikepesca.com/ For Mike's daily takes on Substack, subscribe to The Gist List https://mikepesca.substack.com/ Follow us on Social Media:⁠⁠⁠⁠ YouTube https://www.youtube.com/channel/UC4_bh0wHgk2YfpKf4rg40_g⁠⁠⁠⁠ Instagram https://www.instagram.com/pescagist/ X https://x.com/pescami TikTok https://www.tiktok.com/@pescagist To advertise on the show, contact ⁠⁠⁠⁠sales@amplitudemediapartners.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

If you are hiring in your practice right now, or know you eventually will be, this is an incredibly important conversation. Because the hiring landscape has changed dramatically over the last few years. Gone are the days where most private practice owners could simply post a job on Indeed and get flooded with great clinician applicants. In most markets now, that just is not happening consistently anymore. And honestly, I'm seeing this everywhere through my coaching clients across the country and internationally as well. This episode came from a conversation inside my Mastermind program with a practice owner who suddenly found herself with a waitlist, a surge of referrals, and the realization that she needed to hire much sooner than expected. The problem? She had never hired before. And that combination of growth, urgency, and uncertainty is something I see all the time with practice owners. In this episode, I walk through the exact strategies I'm using inside my own practice right now to attract significantly more clinician applicants in a market where many owners are struggling to get any at all. And make sure you scroll down to grab the free resource for this episode. It gives you the step-by-step process I'm using to get job posts in front of clinicians who are not actively searching on job boards, including how to use boosted social posts to dramatically increase visibility and applicant flow. What You'll Learn in This Episode Why Indeed and traditional job boards are no longer enough by themselves How to get your job posts in front of clinicians who are not actively job searching The exact social media boosting strategy I'm using to generate clinician applicants Why networking and recruiting must become an ongoing part of running a practice Creative places to recruit clinicians outside traditional hiring platforms How to position your practice as a premium opportunity for clinicians Why hiring systems matter even if you are "just trying to maintain" USEFUL INFORMATION: Check out our course: Attraction and Hiring System

From legitimate cases of grievance, to January 6 rioters, to election deniers, to even a television network. Many come forward claiming they were wronged by the federal government and they want in on Trump's $1.776 billion anti-weaponization fund.   Learn more about your ad choices. Visit podcastchoices.com/adchoices

Australia's latest federal budget migration changes, including a 185,000 permanent migration cap, stricter student visa scrutiny, and priority for onshore applicants, could reshape Australia PR pathways, skilled independent visa opportunities, invitations and long-term migration plans. In this podcast, Aakarsh Shah, solicitor specialising in immigration law, shares insights on what these changes could mean for international students, job sponsorship pathways, skilled migration trends, and Indian students planning to study and settle in Australia.

(00:00) — Ear cleaning origin: A childhood earwax ritual lights the first spark for medicine.(01:25) — Writer first, then premed: Entering college for writing before finding patient care through EMT work.(02:10) — EMT on campus: Deescalation, student calls, and heavy mental health moments.(03:27) — Suicide hotline: Human-to-human conversations that clarified her desire to be a physician.(04:10) — Medicine vs therapy: Drawn to anatomy and physiology while honoring psych's importance.(05:45) — Apocalypse-proof skills: Why medicine felt enduring through pandemics, borders, and war.(07:32) — Query-letter essay: How a creative application and workshop hustle shaped her identity.(08:55) — Premed pressure: Cutting hobbies, feeling locked out of creativity, and the regret that followed.(11:31) — The rat race and AMCAS: Hours, comparison culture, and resisting the 15-activity myth.(15:04) — Rest as training: Reframing hobbies as recovery to prevent burnout and learn better.(15:59) — What stood out: Interviews focused on her writing more than her activity count.(18:19) — Reapplying after COVID: Canceled MCAT, delayed app, and an external nudge to pause.(20:01) — Perspective shift: Time off, returning to writing, and no longer feeling behind.(23:11) — Ready the second time: Growth, humility, and being prepared to start medicine.(24:42) — First acceptance: Relief, joy, and finally buying the book she'd saved for that day.(26:02) — Personal statement redo: From listing achievements to writing about who she is.(27:06) — Med school + novels: Supportive team, deadlines, and writing as catharsis.(28:43) — Step 2 vs deadlines: Balancing dedicated study with book edits on a tight schedule.(30:10) — Dark fiction and stakes: Embracing perimortem themes and high-impact care.(32:24) — Pathology curiosity: Autopsies, TV inspirations, and creative crossover.(33:09) — Can students work?: Policy gray areas and being featured regardless.(33:47) — Zero-sum myth: Why gym, games, and hobbies can make you a better learner.(36:24) — Guilt and games: Mario Kart, streaming, and naming the pressure to always study.(37:13) — Permission to be human: Keep your passions—people, not checklists, become doctors.Vanessa's path to medicine started with a childhood ear-cleaning ritual and grew through college EMT shifts and suicide hotline work that centered real human connection. In this conversation, she and Dr. Gray unpack the premed rat race—the pressure to pack 15 activities, the guilt of cutting hobbies, and the lie that every minute not studying sets you back. Vanessa candidly shares applying twice, including a COVID-canceled MCAT that delayed her first cycle, the external nudge to pause, and the growth and humility that made her ultimately ready to be accepted. She explains how interviews gravitated to her writing, why her second personal statement focused on who she is rather than everything she did, and how she now balances med school with novel deadlines—treating writing as both catharsis and a job, while preparing for Step 2. Along the way: apocalypse-proof humor, a reframe of rest as part of training, and a clear message to premeds and medical students alike—keep the passions that make you human. Because people, not checklists, become doctors.What You'll Learn:- How campus EMT and suicide hotline roles shaped a patient-first “why medicine”- What changed between a late, COVID-impacted first cycle and a successful reapplication- Why focusing your personal statement on who you are can resonate more than listing activities- Practical ways to protect hobbies in premed and med school without burning out- How interviews may lean into your authentic passions—even more than your hours

2026 Chico Attendees SeriesJordan Monloire speaks about Sweet Tarts and her reasons for coming to the Chico ReviewJordan Monloire is a photographer + book maker living in the pnw, usa.Presently doing time in the dark room and shooting only a fraction of sites worth seeing. She predominantly focuses on gonzo style black and white, post-documentative portraiture. The core of her practice is her "fruits basket"—the act of capturing the realities of her experience and maintaining the ability to collect and share. You'll find most of her work in silver gelatin fibre prints, with periodic appearances inlaid in installations and handmade zinesWhen I was 19 a man stopped me on a city bus in Seattle, he wound up gifting me my first analog camera. This exchange is what introduced me to making pictures.I currently live in Seattle Washington, working on my forthcoming book titled Sweet Tarts.https://jordanmonloire.comhttps://www.instagram.com/alphag3rlThe Chico Review is the country's premier Photobook Retreat. Organized by Charcoal Book Club, The Chico Review takes place over six nights at Chico Hot Springs Resort, near Livingston Montana. Applicants will spend the week with over twenty of the most influential and creative photographers, book makers, gallerists, museum curators, and photobook publishers in the industry.https://chicoreview.comhttps://www.charcoalworkshops.com_____This podcast is sponsored by the Charcoal Book ClubBegin Building your dream photobook library today athttps://charcoalbookclub.com

In this episode of The College Admissions Process Podcast, I sit down with representatives from Denison University to take a closer look at the admissions process at a highly selective liberal arts college.From Denison's philosophy of the “multi-interested” student to a behind-the-scenes look at how applications are reviewed, this conversation offers valuable insights for students and families navigating the college search.Featured GuestsJesse Leary Yagher – Director of Recruitment, Denison UniversityCaitlin Ladda – Director of Selection, Denison UniversityGrace Ostrosky – Current sophomore, studying Creative Writing & JournalismKey TakeawaysThe “Multi-Interested” StudentDenison encourages exploration. Students are not expected to declare a major right away and have the flexibility to discover their academic interests through their sophomore year.The Transcript Matters MostDenison places significant emphasis on the high school transcript as the strongest predictor of future success, supporting their long-standing test-optional approach.A Truly Holistic ReviewApplications are reviewed by real people—often beginning with a territory manager who understands the context of a student's high school. Authenticity in essays matters far more than trying to sound “perfect.”Research & Mentorship OpportunitiesPrograms like the Summer Scholars initiative give students the opportunity to conduct faculty-mentored research, with funding and housing support.A Campus That Continues to EvolveDenison continues to expand its academic offerings, including programs in Finance and Data Analytics, along with new campus facilities like Noble Hall.Demonstrated InterestEngaging with Denison—through interviews, visits, or virtual events—can play a meaningful role in the application process.Denison Admission & Financial Aid

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/1522770991943100NZ chat group https://m.me/ch/Abbg4_6YjjeKPQmA/?send_source=cm:copy_invite_link If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620VIC Chat Group  https://m.me/ch/AbYIPUqkaVJLEaOW/?send_source=cm:copy_invite_link If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725NSW chat group https://m.me/ch/Abb_cO4wQDAEKlxV/?send_source=cm:copy_invite_link If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956QLD chat group https://m.me/ch/AbajSLAUAqwhI0Cs/?send_source=cm:copy_invite_link  If 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/bookOther Podcasts mentionedLayout your training like this for the week of your fitness testhttps://www.youtube.com/watch?v=gAHlvQI3zSY&t=8s 

135 applicants. 7 locks. 20 contenders. 108 cuts. The So You Think You Can Tout cast is officially taking shape. Meet the seven who passed every test and the nineteen who still have something to prove. One more challenge stands between the contenders and a spot on the main stage. Subscribe to the new So You Think You Can Tout YouTube channel⁠⁠⁠.

What if some job applicants aren't actually trying to get jobs — but are instead trying to infiltrate companies? Dani Tepedjiyska, who works with the recruitment firm Michael Page, describes a strange and growing world of fake resumes, organized applicant networks, AI-assisted interviews, and suspicious staffing firms that may be helping fraudulent actors gain access to banks and other financial institutions. We talk about the real-world signs she's seen while interviewing deceptive candidates — from people secretly receiving answers during interviews to applicants who suddenly crack under simple follow-up questions. We also explore how AI tools are making this kind of fraud much easier, why remote work creates new vulnerabilities, and how some infiltrators may be playing a very long game. Along the way, Dani shares practical insights for job seekers about how recruiters analyze applicant resumes and behavior, and tips on optimal LinkedIn strategies. Learn more about your ad choices. Visit megaphone.fm/adchoices

Chris Holman welcomes back Shelia Scott, Community Financial Education & Business Development Officer, West Lansing Branch, LAFCU Headquarters. Welcome back, Sheila. Remind us about April being Financial Literacy Month? You recently wrapped up an 8-month class with a graduation. Tell us about that? $2500 is to be awarded to teachers soon. Tell us about that? Congratulations, LAFCU, for winning the statewide innovation award for tackling financial instability at its roots? » Visit MBN website: www.michiganbusinessnetwork.com/ » Watch MBN's YouTube: www.youtube.com/@MichiganbusinessnetworkMBN » Like MBN: www.facebook.com/mibiznetwork » Follow MBN: twitter.com/MIBizNetwork/ » MBN Instagram: www.instagram.com/mibiznetwork/ LAFCU to award $2,500 in grants to Michigan teachers Five $500 grants to support classroom needs; applications now open LANSING, Mich. — LAFCU is once again accepting applications for its Teachers Grant Contest, providing financial support to educators across Michigan to help enhance their classrooms and student learning experiences. The credit union will award five $500 grants, totaling $2,500, to Michigan teachers. The funds are intended to help cover the cost of classroom supplies, resources and other educational needs—reducing the out-of-pocket expenses many educators face. Michigan pre-K through 12th-grade teachers are encouraged to apply online at www.lafcu.com/teachersgrant through May 15. Applicants will be asked to briefly describe how the grant funds would benefit their classroom and students. Applicants do not need to be LAFCU members but must be legal residents of Michigan and actively teaching during the 2026-2027 school year. “Teachers consistently go above and beyond for their students, often purchasing supplies with their own money,” said Shelia Scott, LAFCU community financial education and business development officer. “Grants like this one help ease that burden by providing extra support for classroom tools and resources that enhance learning and student engagement.” Up to two grants may be awarded per school building. For more information or to apply, visit www.lafcu.com/teachersgrant. LAFCU also supports education through its Innovation for Education (LIFE) Grant, which awards $10,000 to one Michigan school annually for a project that enhances learning, creativity and student well-being. Schools have until May 1 to apply for the LIFE Grant here: www.lafcu.com/life. About LAFCU Founded in 1936, LAFCU (pronounced laugh-cue) is a not-for-profit, member-owned credit union open to all who live, work, worship or attend school in Michigan, and to Michigan businesses. LAFCU serves more than 74,000 members and holds over $1 billion in assets. With a particular focus on serving people of modest means, LAFCU is committed to enhancing its members' financial well-being and creating long-lasting positive change across generations. Awarded the prestigious Dora Maxwell Social Responsibility Community Service Award, LAFCU is known for its people-helping-people mission, which has led to award-winning financial literacy programs for all ages. A three-time honoree as a national ‘Best Credit Union to Work For,' LAFCU has also been recognized as a Best Place to Work for Women and an Inclusive Workplace and is recognized globally for its diversity, equity, and inclusion initiatives. Learn more at www.lafcu.com. # # #

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/1522770991943100NZ chat group https://m.me/ch/Abbg4_6YjjeKPQmA/?send_source=cm:copy_invite_link If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620VIC Chat Group  https://m.me/ch/AbYIPUqkaVJLEaOW/?send_source=cm:copy_invite_link If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725NSW chat group https://m.me/ch/Abb_cO4wQDAEKlxV/?send_source=cm:copy_invite_link If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956QLD chat group https://m.me/ch/AbajSLAUAqwhI0Cs/?send_source=cm:copy_invite_link  If 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

Dustin Williams, Amanga Stodgel, and John Wirth joined Wake Up Tri-Counties to talk about the proposed CO₂ sequestration project near the city of Galva at the ethanol plant. Dustin shares the information he has accumulated regarding CO₂ capture and storage. Amanda is a registered nurse and shares information regarding carbon dioxide exposure and emergency response to a CO₂ leak. A group was formed to keep Galva residents educated and informed of the project. You can join the group on Facebook at "Galva Area CO2 Awareness Group". The June 1, 2026, council meeting will have Chief Byers and Mat Schnepple from the Office of Emergency Management to discuss the emergency response plan should there be a CO₂ leak. Residents of Galva packed the city council chambers to confront officials after learning that City Administrator David Dyer signed a land-use agreement with Lapis Carbon Solutions in November without a council vote. The contract would allow carbon-capture and storage activities on city land, contingent on permit approval, with an upfront payment of $20,000 and a total value of $170,000. Mr. Dyer told the public he wanted the money to hire a geologist to consult on the effects of pumping CO₂ into the ground and the possible long-term effects. Many residents expressed concerns over health, safety, property values, and transparency. City officials plan to hold a public meeting on the issue in June, with details forthcoming. Galva Fire Department Chief Nate Byers is moving forward with safety preparations for the ethanol plant's upcoming CO₂ injection project, which remains several years from completion. In anticipation of potential risks, Byers has started collaborating with local fire chiefs who have experience with similar projects, as well as reaching out to the Henry County Office of Emergency Management for discussion about possible leaks and public safety measures. Firefighters from Altona, Oneida, and Wataga are also joining the effort, focusing on truck traffic concerns along Route 34. Byers advocates for early installation of air monitoring systems and public alarms at the plant, alongside clear signage to direct traffic in emergencies. Lapis and Big River Resources unveiled their partnership to tackle carbon emissions at the November 3, 2025, council meeting. Dave Zimmerman, CEO of Big River Resources, emphasized their ongoing collaboration to develop a safer alternative to earlier pipeline proposals. Erik Leigh from Lapis detailed plans for underground CO₂ storage, leveraging Galva's unique geological layers to secure emissions without disrupting farmland or invoking eminent domain. The project features a rigorous state and federal permitting process and a half-century of post-storage monitoring. Representatives assured local leaders and residents of continued community involvement and openness as the initiative progresses, promising economic and environmental benefits for the region. In Galva, Illinois, a pioneering partnership between Lapis Carbon Solutions and Big River Resources is set to reshape the future of ethanol production. Their new project aims to capture and store over 725,000 metric tons of carbon dioxide annually, significantly reducing ethanol's carbon intensity by at least 30%. Supported by federal tax incentives that could bring over $61 million each year for the first 12 years, this initiative combines environmental ambition with financial strength. Experts see this site-specific approach as a potential model, standing apart from controversial multi-state carbon pipeline projects. The Galva carbon sequestration project has entered the rigorous Environmental Protection Agency Class VI permit process, a step known for its complexity and strict requirements around CO₂ storage safety. Applicants must submit detailed geological information, operational plans, and post-closure strategies to ensure carbon dioxide remains securely underground. The permit review, which often takes years, is compounded in Illinois by the new SAFE CCS Act. This legislation, effective from 2025, enforces additional state-level regulatory controls and outright bans the use of stored CO₂ for enhanced oil recovery. Both federal and state oversight signal heightened scrutiny amid growing public concern. Class VI wells are specialized injection wells regulated by the Environmental Protection Agency to store carbon dioxide deep underground, a process known as geologic sequestration. These wells aim to capture CO₂ from industrial sources or directly from the air and inject it thousands of feet below the surface, keeping it out of the atmosphere to combat climate change. Strict construction, operation, and monitoring requirements are in place to protect underground sources of drinking water. Public involvement is emphasized, with opportunities to comment on permits and attend hearings. All Class VI projects undergo careful oversight and must meet federal and local safety regulations. Find more information on Class VI wells and carbon capture on the "EPA Website." Find more information from Lapis at the "Big River Project" website. Stay up-to-date with information at the "Lapis Big River Facebook Page."

Episode Summary: In this special episode, Mark Holthe speaks with immigration lawyer Luca Vukolic about a bizarre Express Entry refusal involving a French citizen and McMaster research associate whose application was refused based on job duties from an entirely unrelated robotics role. They discuss how generative AI may have been involved in the processing or refusal letter, why human review matters, and what lawyers and applicants should do when an immigration decision appears to rely on incorrect or fabricated facts. Key Topics Discussed- AI in immigration processing- Express Entry refusals- Incorrect job duty analysis- Reconsideration and court options Key Takeaways- AI-related errors can seriously affect immigration files.- Refusal letters may contain incorrect facts.- Applicants must act quickly after a refusal.- Clear records and organized evidence are essential.Booster Strategies to Improve Your Chances- Keep Complete Records- Save copies of all forms, letters, uploads, and submission confirmations.- Make Job Duties Easy to Review- Use clear employer letters and consider a NOC duty-matching table.- Act Quickly After a Refusal- File a reconsideration request and protect Federal Court timelines. Quotes from the Episode Mark Holthe: “The question isn't whether a human clicked the final refusal button. The question is whether the human meaningfully reviewed the actual evidence.” Luca Vukolic: “Move quick, prudently, but quick.” Links and Resources Watch this episode on YouTube Canadian Immigration Podcast Book a consult Enroll in the Express Entry Accelerator and Masterclass Subscribe for MoreStay up-to-date with the latest in Canadian immigration by subscribing to the Canadian Immigration Podcast on iTunes, Spotify, or YouTube. Don't miss future episodes on policy changes, strategies, and practical advice for navigating Canada's immigration process. Disclaimer This episode provides general information about Canadian immigration and is not intended as legal advice. For personalized assistance, consult an immigration lawyer.

Looking for daily inspiration?  Get a quote from the top leaders in the industry in your inbox every morning. Derek Williamson and Kathleen McDonough are the co-founders of Evercruiting, a recruitment technology company focused on improving hiring for service-based industries. Derek brings experience from operating and scaling multi-location businesses before leading an HR tech company as CEO, while Kathleen built her career in restaurant operations and applicant tracking systems, working with major brands and helping scale a previous company through acquisition. Together, they reunited to tackle persistent hiring challenges with a fresh perspective shaped by emerging technology and frontline realities. In this interview, Derek and Kathleen talk about recruitment technology, drawing a line in the sand with AI, and advocating for the applicant. Recruitment technology “Fundamentally, this whole hiring process has not really changed in like a hundred years. The only thing we did was we put the existing process online.” Derek highlights a core flaw in traditional hiring systems: they are often designed for HR teams rather than the frontline managers actually responsible for hiring. In industries like attractions and restaurants, these managers are busy operating the business, not sitting at a desk updating systems. Evercruiting flips that approach by building tools that meet managers where they are, especially through mobile and text-based interactions. Kathleen reinforces that everything is now filtered through the lens of the frontline user. Instead of forcing adoption, their goal is to create something managers naturally want to use because it makes their jobs easier. This shift reflects a broader rethinking of recruitment technology, focusing less on process compliance and more on usability and real-world application. Drawing a line in the sand with AI “We're not going to use AI to replace human judgment.” Derek explains that many current AI tools in hiring attempt to evaluate candidates by scoring resumes or analyzing interviews, which introduces bias and overconfidence in flawed outputs. Rather than letting AI act as the decision-maker, Evercruiting uses it to support both candidates and employers by highlighting strengths and streamlining administrative tasks. Kathleen adds that AI should handle repetitive work like scheduling and communication, freeing up humans to focus on meaningful interactions. This philosophy establishes a clear boundary: AI enhances efficiency, but people remain responsible for evaluating fit. By redefining how AI is used, they aim to improve outcomes without compromising fairness or authenticity. Advocating for the applicant “Applying for jobs is this never-ending cycle.” Derek describes the broken dynamic where easy applications lead to overwhelming volumes, prompting automation that further distances candidates from employers. This cycle creates frustration on both sides and diminishes the quality of the hiring process. Evercruiting aims to rebalance this by improving how candidates present themselves and how employers engage with them. Kathleen emphasizes that employer branding and the hiring experience play a major role in attracting and retaining talent. Candidates form impressions quickly, and a poor process can deter even strong applicants. By prioritizing transparency, communication, and ease of use, their approach advocates for candidates while still supporting business needs.   Derek and Kathleen can be reached on LinkedIn, where they actively engage in conversations about hiring and recruitment. To learn more about Evercruiting, visit www.evercruiting.com. This podcast wouldn't be possible without the incredible work of our faaaantastic team:   Scheduling and correspondence by Kristen Karaliunas   To connect with AttractionPros: AttractionPros.com AttractionPros@gmail.com AttractionPros on Facebook AttractionPros on LinkedIn AttractionPros on Instagram AttractionPros on Twitter (X)

If you're only interviewing whoever happens to apply, you're already settling. In this episode, you'll discover practical ways to get in front of better candidates, leverage referrals, and create buzz so the right people want to work for you.   Next Steps: