Podcasts about applicants

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. 

Send us a text and chime in!Do you have an idea for a food business that you want to launch, but don't know where to start? Do you have a food business in its first year of operation that you'd like to scale up? Join the Create Kitchen Incubator Program (CKIP) to learn everything you need to know about starting & growing a food business. There are a few spots remaining for the City of Tempe's upcoming Fall Cohort! Applications will be accepted on a first come first serve basis, and classes will begin on Monday, September 14th. Applicants who aren't accepted into this Fall's cohort...   For the written story, read here >> https://www.signalsaz.com/articles/create-kitchen-incubator-program-in-tempe/ Check out the CAST11.com Website at: https://CAST11.com Follow the CAST11 Podcast Network on Facebook at: https://Facebook.com/CAST11AZFollow Cast11 Instagram at: https://www.instagram.com/cast11_podcast_network

The American Farm Bureau is looking for the next Farm Dog of the Year. NAFB News ServiceSee omnystudio.com/listener for privacy information.

Today we’re talking about something that can literally save lives, protect equipment worth hundreds of thousands of dollars, prevent product damage, eliminate downtime, and even set you up for success outside the warehouse. It’s called the pre-trip. Now, I know what some of you are thinking, Yeah, yeah check the forklift and move on. But today I want to challenge that thought. A pre-trip isn’t just paperwork, and it's not something regulatory agencies dreamed up to slow us down. It’s one of the greatest habits successful people ever develop. I'm Marty with Warehouse and Operations as a Career. And I thought we'd look at the pretrip a little differently today.   Aviation, railroads, trucking and manufacturing all adopted inspection checklists because investigations repeatedly showed that many accidents weren’t caused by equipment failures, they were caused by failures to discover problems before using the equipment.  Our pre-trip really answers only four questions. Is it safe? Is it operational? Is it legal? And am I ready? That simple framework works for every machine in the building. And as we'll learn in a few minutes several other positions!   Think about one of the most talked about pieces of equipment. The counterbalance forklift. We'll check out the forks, mast, chains, and look for any hydraulic leaks. We'll inspect the tires, the steering and brakes, seat belt, horn, backup alarm, lights, the capacity plate, LP tank or battery and our overhead guard.   Another biggie is the Reach Truck. We'll have a few more things to check here like the load wheels and outriggers, the reach mechanism, joy stick or lever controls, more hydraulic hoses, the battery connection and stability.   Let's see, we don't have to hit them all but I did want to talk about a few or our more common ones. I'll skip these, let's see, oh here, the Rider Pallet Jack. Many people underestimate the pallet jacks. First up, the belly button reverse switch, its brake operation and plugging, the fork tips, the drive wheel, its battery, steering arm, and horn. How many foot injuries have you seen here because operators become too comfortable? I hope we'd all agree that even one is too many right?   And the Floor Scrubber. People laugh until it floods an aisle. We'll need to Inspect things like the squeegee, pads, brushes, the water tanks, and the recovery tank. And its battery, warning lights and dashboard.  A bad scrubber creates slip hazards instead of removing them.  Oh, and I wanted to mention the cardboard and shrink wrap Baler. We need to check the emergency stop, safety gate, interlocks, and look for any hydraulic leaks, and inspect the chains and door latches. The most dangerous baler isn’t the broken one. It’s the one someone bypassed something on.  And of course, any type of Manufacturing Equipment will need a pre-trip, checking the guards, emergency stops, sensors, air pressure, lubrication points, tooling, and the product path. The first product shouldn’t be the test piece. The inspection should be.  And there's dozens and dozens of other pieces of equipment or machines. Like our conveyor systems, the yard jockey, another important piece is the clamp attachment and slip sheet attachment. Pretrips are a must for all of them.   So, what if you don’t operate equipment? Guess what? I think you still need a pre-trip.  What if you're an Office Employee? I feel you should be asking yourself. Do I have today’s priorities? Laptop? Chargers? Calendar? Checking for my Meetings? Deadlines? Did I answer yesterday’s emails?  Or if I'm a Recruiter? Have I prepared Today’s interviews? Applicants confirmed? Backgrounds complete? Job descriptions ready? Do I know the Hiring managers expectations?  And I think there’s a few questions every associate can pretrip themselves with.  Our minds deserve a pre-trip too. Am I distracted or tired? Am I frustrated or am I bringing yesterday’s problems into today’s shift? Those questions may be more important than checking tire pressure.  The pre-trip isn’t about checking things off on a sheet of paper or program. It’s about respecting what could happen if you don’t. Professionals don’t inspect their stuff because they expect something to be wrong. They inspect because they refuse to be surprised.   We all know that most accidents don’t begin with the accident itself. They begin with a decision. I’m in a hurry, I’ll check it later, It worked fine yesterday, or It’ll probably be okay.  Every incident investigation, insurance claim, equipment failure, damaged product, or near miss has a starting point. Many times, that starting point was someone choosing not to spend five minutes looking over their equipment.  A pre-trip isn’t just looking for what’s broken. It’s looking for what’s changing. That tire that’s lost a little air. The hydraulic hose beginning to rub against the roller. A chain that’s becoming loose. A battery cable that’s starting to fray. Problems rarely appear all at once. They grow little by little. The pre-trip is our opportunity to catch them while they’re still small.  And we need to remember that finding a problem isn’t the end of the pre-trip. It’s actually the beginning. We may need to Lock it  Out and Tag it Out. Or remove our favorite piece of equipment from service, and notify supervision, calling maintenance and using another truck if available. Professionals understand production never comes before safety.  A pre-trip protects People, Product, Customers, our Buildings, the Company’s reputation, our Production schedules, Inventory accuracy, Budgets, and well, our Careers.   Ok, I need to get back to work myself but tomorrow morning, No matter what your job is, let’s Perform a pre-trip. Not because someone tells you to. But because professionals prepare before they perform. Inspect your equipment or machine. Inspect your workspace. And look over your schedule. Let’s check our attitude and our priorities. Inspect your day. Success rarely depends on what happens after productivity starts. It depends on what you did 5 minutes before that time.   So, I won't go on and on here. We hear about the pretrip every day, I hope we put a different spin on it today and gave you a little different way to look at it. Yall be safe out there, in both your personal and professional lives. 

Send us a text and chime in!The Arizona Department of Gaming (Department) announced today (July 14th,2026) that beginning on August 13, 2026 it will begin accepting new applications for limited event wagering licenses – a license type that allows an event wagering operator to partner with a racetrack or additional wagering facility (commonly known as off-track betting) that holds a permit issued by the Division of Racing. The Department may issue up to ten limited event wagering at ten specific locations, as described in A.R.S. § 5-1307. “Applicants for limited event wagering operator licenses will undergo a thorough licensing evaluation process structured to ensure consumer protection,”...   For the written story, read here >> https://www.signalsaz.com/articles/arizona-opens-new-sports-betting-license-window-2/ Check out the CAST11.com Website at: https://CAST11.com Follow the CAST11 Podcast Network on Facebook at: https://Facebook.com/CAST11AZFollow Cast11 Instagram at: https://www.instagram.com/cast11_podcast_network

PSA to younger applicants: there is absolutely zero reason to rush any step in this process. Read more on our website. Email daily@lsatdemon.com with questions or comments. Watch this episode on YouTube!More LSAT Demon Resources.

A.M. Edition for July 14. New York becomes the first state to ban data center construction as builders and operators across the U.S. move to cash out and bring private equity in, to pay for even more data centers. Plus, Middle East oil producers and markets align behind the reality that the region's supply chain may never return to the way it was. And Science of Success columnist Ben Cohen details the company that's harder to land a job at than getting into Harvard or becoming a NASA astronaut. Daniel Bach hosts. Sign up for the WSJ's free What's News newsletter. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode you will hear: Carter and Mark take a question from Ben, a 10th grader in Texas. Ben wants to know how he can get a spike so he can be competitive in the most selective colleges? Mark reads an article from the Chronicle of Higher Ed about the "Higher Ed Budget Crunch" Mark interviews Owen Blight, Dean of Admissions and Acting Associate VP of Enrolment at Providence College in Providence, Rhode Island Mark shares some perceptions his students have had about Providence College, and Owen elaborates on the student perceptions Recommended Resources JG Talks: Helping prospective and current college students achieve success Colleges that allow self reporting of test scores Colleges that Allow Self-Reporting of SAT and ACT Scores Great source for questions about finances and college Edvisors: Financial Aid, Student Loans, Scholarships and Money Management FAFSA Walkthroughs Mark recommends Complete FAFSA 2026‑2027 Walkthrough | From Start to Submit 2023-2024 FAFSA Walkthrough Video English CSS PROFILE Walkthroughs CSS Profile Walkthrough MEFA Institute: A Deep Dive into the CSS Profile Speakpipe.com/YCBK is our method if you want to ask a question and we will be prioritizing all questions sent in via Speakpipe. Unfortunately, we will NOT answer questions on the podcast anymore that are emailed in. If you want us to answer a question on the podcast, please use speakpipe.com/YCBK. We feel hearing from our listeners in their own voices adds to the community feel of our podcast. You can also use this for many other purposes: 1) Send us constructive criticism about how we can improve our podcast 2) Share an encouraging word about something you like about an episode or the podcast in general 3) Share a topic or an article you would like us to address 4) Share a speaker you want us to interview 5) Leave positive feedback for one of our interviewees. We will send your verbal feedback directly to them and I can almost assure you, your positive feedback will make their day. To sign up to receive Your College-Bound Kid PLUS, our new monthly admissions newsletter, delivered directly to your email once a month, just go to yourcollegeboundkid.com, and you will see the sign-up popup. We will include many of the hot topics being discussed on college campuses. Check out our new blog. We write timely and insightful articles on college admissions: https://yourcollegeboundkid.com/category/blog/ 1. To access our transcripts, click: https://yourcollegeboundkid.com/category/transcripts/ 2. Find the specific episode transcripts for the one you want to search and click the link 3. Find the magnifying glass icon in blue (search feature) and click it 4. Enter whatever word you want to search. I.e. Loans 5. Every word in that episode when the words loans are used, will be highlighted in yellow with a timestamps 6. Click the word highlighted in yellow and the player will play the episode from that starting point 7. You can also download the entire podcast as a transcript We would be honored if you will pass this podcast episode on to others who you feel will benefit from the content in YCBK. Please follow our podcast. It really helps us move up in Spotify and Apple's search feature so others can find our podcast. If you enjoy our podcast, would you please do us a favor and share our podcast both verbally and on social media? We would be most grateful! If you want to help more people find Your College-Bound Kid, please make sure you follow our podcast. You will also get instant notifications as soon as each episode goes live. Check out the college admissions books Mark recommends: https://yourcollegeboundkid.com/recommended-books/ Check out the college websites Mark recommends: https://yourcollegeboundkid.com/recommended-websites/ If you want to have some input about what you like and what you recommend, we change about our podcast, please complete our Podcast survey; here is the link: https://docs.google.com/forms/d/e/1FAIpQLScCauBgityVXVHRQUjvlIRfYrMWWdHarB9DMQGYL0472bNxrw/viewform If you want a college consultation with Mark just text Mark at 404-664-4340 or email at mark@schoolmatch4u.com. All we ask is that you review their services and pricing on their website before the complimentary session; here is link to their services with transparent pricing: https://schoolmatch4u.com/services/compare-packages/

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. 

During this episode, Managing Director of Admissions Brett Twitty shares five tips for Executive MBA applicants targeting Darden's July 10 deadline. During this episode, Brett shares advice for approaching the application, demonstrating your academic readiness through your application, choosing a recommender, navigating the Darden interview and more. For more insights, tips, and stories about the Darden experience, be sure to check out the Discover Darden Admissions blog and follow us on Instagram @dardenmba.

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. 

USCIS has announced one of its most significant processing changes in recent years. Since October 28, 2025, the agency will no longer accept paper checks or money orders as payment for immigration filing fees. This change is part of USCIS's ongoing efforts to modernize its payment systems and streamline the application process. Applicants, petitioners, and attorneys will need to use approved electronic payment methods when submitting immigration forms and applications moving forward.

Episode Summary: In this episode, Mark Holthe and Alicia Backman-Beharry examine the return of job offers as a proposed factor in Express Entry and why this change could become one of the most significant elements of Canada's immigration reforms. They explain why job offer points were eliminated due to widespread LMIA fraud, how IRCC plans to reintroduce job offers through the proposed High-Wage Occupation framework, and why the new approach may benefit some applicants while leaving many essential workers behind. Key Topics Discussed Why job offer points were removed from Express Entry How LMIA fraud undermined the integrity of the system The proposed return of job offers tied to High-Wage Occupation classifications Why legitimate employers and many lower-wage essential workers may be affected by the new rules Key Takeaways Job offer points were eliminated because widespread LMIA fraud allowed individuals to purchase fraudulent job offers to gain additional CRS points. IRCC now proposes bringing job offers back through the High-Wage Occupation framework, focusing on occupations with higher national median wages. Applicants working in high-wage occupations may receive significant advantages, while many healthcare support workers, hospitality employees, and other essential occupations may receive little or no benefit. Although IRCC has outlined its direction, important details—including how qualifying job offers will be defined and how the new rules will be implemented—have not yet been finalized. Quotes from the Episode: Mark Holthe:"It wasn't the system that was broken—it was the enforcement that was broken." Alicia Backman-Beharry:"A real offer is the only offer of employment that should count under the old system or under the new system." Links and Resources Watch this episode on YouTube Canadian Immigration Podcast Book a consult Enroll in the Express Entry Accelerator and Masterclass Claiming Express Entry CRS points for a Job Offer in Canada 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.

The Association of Australian Education Representatives in India (AAERI) has launched the AAERI Verify Tool, a document verification platform that uses India's DigiLocker to authenticate records submitted by Australia-bound student visa applicants. In this podcast, we speak to AAERI President Nishidhar Bora, who says the new initiative aims to curb document fraud and strengthen the integrity of Australia's international education system. He also notes that while the Australian visa system is among the best in the world, there is room for improvement, particularly regarding a lack of transparency in student visa refusals.

The U.S. State Department has paused immigrant visa issuance for applicants from 75 countries. This suspension is tied to a government-wide reassessment of how consular officers evaluate public charge risks. If your green card process is underway or about to begin at a U.S. consulate, this policy could change your entire timeline.  

Season 4 ends with some much-needed poetic Cherapy! Support Breaking Form by reviewing the show on Apple Podcasts here.Aaron's STOP LYING is available from the Pitt Poetry Series. BEAUTIFUL PEOPLE is available from Bridwell Press. James's ROMANTIC COMEDY is available from Four Way Books.  Notes:Poets and poems we mention in this episode include:Mark Strand, "Eating Poetry"Rob Schlegel, "Poetry" Sandra Lim, "Something Something Something Grand"Margaret Walker, "Lineage"Sylvia Plath, "The Applicant"Diane Wakoski, "The Father of My Country"Carolyn Forche, "Selective Service"Mark Bibbins, "The Anxiety of Coincidence"Corey Marks, "Broken Music"Robert Frost, "Mending Wall"Mary Oliver, "The Summer Day" Louise Glück, "Anniversary"e.e. cummings, "somewhere i have never travelled,gladly beyond"           Cher's delivery of this rant in Witches of Eastwick is iconic.Burlesque is a 2010 American backstage musical film written and directed by Steven Antin. It stars Cher, Christina Aguilera, Kristen Bell, Cam Gigandet, Eric Dane, Stanley Tucci, Julianne Hough, Alan Cumming, and Peter Gallagher, and features cameos from Dianna Agron and James Brolin.Mermaids is a 1990 American family comedy-drama film directed by Richard Benjamin, and starring Cher, Bob Hoskins, Winona Ryder, Michael Schoeffling, and Christina Ricci in her film debut. Based on Patty Dann's 1986 novel of the same name, and set in 1963, its plot follows a neurotic teenage girl who moves with her wayward mother and younger sister to a small town in Massachusetts.Silkwood is a 1983 American biographical drama film directed by Mike Nichols, and starring Meryl Streep, Kurt Russell, and Cher.The Witches of Eastwick is a 1987 American dark fantasy comedy film directed by George Miller from a screenplay by Michael Cristofer, based on the 1984 novel by John Updike. It stars Jack Nicholson alongside Cher, Susan Sarandon, Michelle Pfeiffer, and Veronica Cartwright.In Season 1, Episode 117, "Cher Revises Poetry," we ended famous poems with lines from Cher movies, including the Dolly Pelliker line, "Goddamn government fucks you coming and going!" Listen to the Green Acres theme song here.

Episode Summary: In this episode, Mark Holthe and Alicia Backman-Beharry break down one of the most significant proposed changes to Express Entry: the new High-Wage Occupation (HWO) factor. They explain why IRCC believes pre-landing earnings are a strong predictor of economic success, how the proposed occupation-based multiplier could dramatically boost CRS scores for some applicants, and why many temporary residents—including international graduates and essential workers—could find themselves at a disadvantage. Key Topics Discussed Why IRCC is introducing the proposed High-Wage Occupation factor How occupation—not your personal salary—will determine eligibility The three proposed wage multiplier categories and how they may work Why some occupations could receive significant CRS boosts while others receive none Key Takeaways The proposed High-Wage Occupation factor is based on national median wages for occupations, not what an individual personally earns. Applicants working in higher-paying occupations may receive substantial additional CRS points under the new system. Many essential workers and international graduates in lower-wage occupations could become less competitive despite having Canadian education and work experience. Although the overall framework has been released, many implementation details—including the exact CRS points awarded—have not yet been finalized. Quotes from the Episode: Mark Holthe:"It is occupation-based, not individual-based." Alicia Backman-Beharry:"The system is not structurally reinforcing the wages of the people that we tend to devalue." 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

Zain Johnson, in for CapeTalk’s Sara-Jayne Makwala King, is joined on Weekend Breakfast by Hilton Schilder. Weekend Breakfast with Sara-Jayne Makwala King is the weekend breakfast show on CapeTalk. This 3-hour morning programme is the perfect (and perky!) way to kickstart your weekend. Author and journalist Sara-Jayne Makwala-King spends 3 hours interviewing a variety of guests about all things cultural and entertaining. The team keeps an eye on weekend news stories, but the focus remains on relaxation and restoration. Favourites include the weekly wellness check-in on Saturdays at 7:35am and heartfelt chats during the Sunday 9am profile interview. Listen live on Primedia+ Saturdays and Sundays between 07:00 and 10:00am (SA Time) to Weekend Breakfast with Sara-Jayne Makwala-King broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/AgPbZi9 or find all the catch-up podcasts here https://buff.ly/j1EhEkZ Subscribe to the CapeTalk Daily and Weekly Newsletters https://buff.ly/sbvVZD5 Follow us on social media: CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

Why I Reject 99% Of Franchisees (Diary of a Franchisor)I built a fully remote national cleaning business while traveling to 60 countries. 4 years ago, I started franchising the system to help others launch profitable, "boring" cleaning businesses.Now, I'm documenting the journey to 100+ MaidThis locations. This series is a behind-the-scenes look at scaling a franchise: the problems I solve, the strategies I implement, and how I support my franchisees to help them succeed.Connect with me • X (Twitter): https://x.com/NeelBParekh • MaidThis Franchise info: https://maidthisfranchise.com/ • MaidThis on X: https://x.com/MaidThis• My local business: https://maidthis.com

Britain should stop taxing workers and start taxing robots, according to the chief executive of one of the country's biggest recruitment firms, who says the UK's tax system is pointing in entirely the wrong direction at the worst possible moment.James Reed, CEO of Reed Recruitment, told the Big Boss Interview that the government is taxing employers who hire young people "to pick up beer glasses in gardens" whilst letting AI and automation — the technologies actively replacing those workers — go entirely untaxed. His mantra: "Back humans, tax robots." And he wants the next prime minister and chancellor to make it the centrepiece of a wholesale redesign of how Britain raises revenue.Reed argues this is not a fringe idea but an inevitability. "Taxation follows wealth," he said. "When you see these companies being valued at over a trillion, that's where the action is. So that's where the taxation should follow." He envisions transaction-based levies on AI services and automation — "rather like VAT" — or surcharges on businesses that replace human workers with machines. He acknowledged it would "take some designing" but said the principle is simple: the robots are generating the wealth, so the robots should be taxed.The urgency, he said, is driven by the collision of two forces. The first is the October 2024 budget, which Reed described as a "historic mistake." The £25 billion employers' National Insurance increase was, in his words, "a tax on jobs" that caused clients to cancel hiring within a week and has driven businesses towards automation and offshoring at precisely the moment AI makes both easier than ever. The second force is AI itself. Reed warned it is "burning through entry-level jobs," destroying opportunities for young people at a pace the country is not prepared for. He said Britain is behaving like "rabbits looking into the headlights" of these changes, with no collective strategy for what happens when the jobs disappear — and with them, the income tax, employees' National Insurance and employers' National Insurance that fund public services.Reed was unequivocal about the political response required. Asked whether there should be a new chancellor, he said: "Yes, absolutely. The incumbent made the decisions that caused the damage." He called the current period one of the toughest in his 30 years as chief executive, ranking alongside the financial crisis of 2008 and the early days of the pandemic — but worse in one respect. "In 2008 and 2020, there was a sense that we need to sort this out. I don't see that at the moment."The consequences are already visible in the data. Vacancy numbers on reed.co.uk have been in decline for three years. National statistics show vacancies have fallen from over a million to around 700,000 — fewer than before the pandemic. But it is the graduate jobs market that tells the starkest story. Graduate vacancies on Reed's platform have collapsed from 180,000 to 50,000 in four years, and are still falling. The hardest-hit group is 21 to 25-year-olds, many of whom emerged from university with degrees that have, in Reed's words, "no currency out there in the world."This led Reed to question the value of university itself. He said many graduates feel "mis-sold," that apprentices in their early twenties are now "way ahead" of their university-educated peers, and that the idea of half the country's young people attending university is "very outdated." Britain, he said, has been "ridiculously snobby about trades" — which he believes are the jobs of the future. He proposed a "three-lane superhighway" in which a third of school leavers go to university, a third do apprenticeships, and a third go straight into work with a short-term employer subsidy to help them get started.Presenter: Sean Farrington Producer: Olie D'Albertanson Editor Henry JonesImage Courtesy of Reed Recruitment03:05 A real moment of opportunity and good opportunity for a reset. 04:18 The need for a new Chancellor 10:25 The need to change course on taxation around jobs 12:05 AI is burning through entry-level jobs 13:09 One of the toughest periods since 2008 (the financial crisis) 13:47 Back humans, tax robots 23:03 Is University still worth it? 35:40 Applicants being ghosted by employers 41:00 Spelling mistakes on CVs now positively sought after 44:01 Big tech companies need to pay more tax: "back humans, tax robots" pt 2

The Sacramento County Planning Commission meeting on June 22, 2026, primarily focused on an appeal regarding a temporary use permit for an equestrian facility and updates on significant countywide planning projects. Planning Director's Report Director Smith provided several key updates regarding recent Board of Supervisors actions and upcoming agendas: Major Project Approvals: The Board of Supervisors unanimously approved the Upper West Side Specific Plan and the Crowing Fowl Ordinance on June 16, 2026. The county is now working with Code Enforcement and Animal Care on an enforcement plan for problematic properties under the new rooster regulations. New Public Participation Rules: Starting July 13, the commission will begin accepting public speakers via Zoom in compliance with new legislative requirements. El Frenito Horse Training Facility Appeal The central item of the meeting was an appeal by the El Frenito horse training facility located on Renke Road. The owners sought to overturn the denial of a Temporary Use Permit (TUP) to host events in 2026. Staff Recommendation for Denial: Planning staff and the Zoning Administrator recommended upholding the denial based on a significant history of non-compliance during the previous two years of permitted events. Key violations cited included: Unpermitted Events: Evidence from Facebook advertisements and alcohol license records showed events occurring on dates not authorized by the TUP. Lack of Licensing: The business failed to obtain a required business license for its primary operations. Safety and Community Impacts: Neighbors reported issues with noise, trash, speeding, and public intoxication. Additionally, the owners failed to provide mandatory prior notifications to the Sheriff's Department before events. Lack of Engagement: The property owners failed to attend a follow-up meeting with the District Attorney's office to address these ongoing public nuisance concerns. Applicant's Argument: The property owners and their new representative (a real estate agent) argued that the previous non-compliance was due to language barriers and the actions of a former associate who had been "taking advantage" of them. They testified that: They are experienced business owners who run a successful restaurant franchise and were now committed to following all laws. The facility is intended for traditional horse training and cultural rodeo events rather than large-scale commercial concerts. They were unaware of some meetings and specific licensing requirements due to poor communication from their previous representative. Commission Deliberation and Decision: Commissioners expressed sympathy regarding the language barriers but emphasized that the ultimate responsibility for compliance rests with the property owners. While some members initially considered granting the permit with strict conditions—such as a reduced number of events, a mandatory parking plan, and security requirements—the majority felt the history of violations was too significant to ignore. The Commission voted to deny the appeal, upholding the denial of the 2026 TUP. However, they modified the final written findings to include "non-prejudicial" language. This ensures that the denial does not automatically jeopardize future applications, such as a Conditional Use Permit (CUP) for a permanent event center, provided the owners can demonstrate a record of compliance moving forward. The meeting adjourned at 7:45 p.m.

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 a high CRS score may no longer guarantee a realistic path to permanent residence, and break down the growing divide between general draws and category-based draws in Express Entry. Key Topics Discussed The 169 versus 505 CRS paradox General draws versus category-based draws STEM draw blackout and category-based uncertainty High-wage occupations and future CRS changes Key Takeaways A higher CRS score does not always mean a better chance of receiving an ITA. Category-based draws can completely change the outcome for applicants with lower CRS scores. Some categories, including STEM, may remain inactive for long periods despite appearing on IRCC's list. Applicants need to understand where they stand now and prepare before CRS changes arrive. Quotes from the Episode: Mark Holthe: “If your whole plan is, ‘I will just wait for the general cutoff to drift down to my score,' the data is basically telling you that that's not a plan.” Alicia Backman-Beharry: “It is just so important now to be extremely targeted in terms of how you are planning for your future instead of passive.” 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.

2026 Chico Attendees SeriesHannah Edelman is a photographer from South Florida and the 2026 Charcoal Publishing Prize recipient. We talk about using photography as part of processing traumatic experiences.Hannah Edelman (b. 1996) is a South Florida–born visual artist whose work in analog photography and printmaking bridges the technical and the poetic. Formally trained as a gelatin silver printer, she uses the camera to create works that explore cultural memory, myth, and the psychological weight of place. Rooted in process and materiality, Edelman's practice reflects on how landscape and identity shape one another.https://hannah-edelman.format.com/https://www.instagram.com/hannah__edelman/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 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.

Vancouver is accepting applications for one mid-term seat on its Parking Advisory Committee, which advises the city on parking policy and program implementation. Applicants must be city residents representing residential or business interests in Vancouver's downtown core. The position begins immediately upon appointment and runs through June 30, 2027. Applications are due July 15. https://www.clarkcountytoday.com/news/vancouver-seeks-volunteer-to-serve-on-parking-advisory-committee/ #Vancouver #ClarkCounty #ParkingPolicy #CivicEngagement #VancouverWA #VolunteerOpportunity #DowntownVancouver #WashingtonState #CommunityNews #BoardsAndCommissions

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

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

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!

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.

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.

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

(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