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In addition to any vagueness about the (untested or unexamined) multiplicity of ways to bring jobs home, the challenge of thinking clearly about and succeeding is compounded by vagueness and ambiguity of some other key concepts central to bringing jobs back to America (or anywhere else, for that matter).

>> Bringing Jobs Back to America
All of the analysis, arguments and evidence have been compiled in this report to establish that, as a minimum and contrary to the sensationalist headlines and extreme claims it has not been conclusively proved that birth order has no effect on personality, character or career. Indeed, much of the evidence suggests quite the contrary—that as countless researchers, common sense, history, cultural and sociological phenomena suggest, birth order—at least in combination with other variables—has had and continues to have effects on much more than the debate about it and the personalities of those debating it.

>> Birth Order
Personality and character have always been career glue. Job skills, innate talent, the right education, experience, great references and all of the other essentials of self-marketing in quest of a job or a promotion can be blown away like useless confetti, unless solidly cemented together by these two identity-defining elements.But anyone - especially and including millennials - who fails to cultivate and display the right (or any) personality and character may blow the job interview or the promotion, and, like beach sand, be brushed off, no matter how much the job blows them away.

>> Millennial Self-Marketing
Metaphorical or not, all zeitgeist memes, like that of "clockwork" and "permeability", have very concrete and vivid impacts on those whose lives illustrate, shape, are shaped by or are swept up into the zeitgeist (they and) the memes define.The zeitgeist challenge we will face for the remainder of the 21st-century is to recognize the most important of them and differentiate those we will be able to capitalize on from those we will have to cope with. those we will have to cope with.

>> The Zeitgeist Challenge
Starkly opposed claims and positions regarding the TPP (or anything else) raise an important question: When something seems or is agreed by all to be both good and bad in some respects, how are we to decide whether to accept it or not?

>> The Trans-Pacific Partnership trade agreement
Times are changing. Older professionals need to work harder than ever to get ahead. The average person is living longer and healthier thanks to science and medicine. The age of retirement is continuously being pushed forward with no promise of future social security benefits. In our current situation, workers will be making career decisions well past the age of 50.So how can older workers remain relevant and communicate their strengths and skills to recruiters and hiring managers and continue advancing within their careers? If you're feeling like your age is negatively affecting your career, this guide is for you.

>> Times are changing
What are the real reasons why recruiters and employers should focus their attention on branding? Isn't reaching out to candidates and posting jobs across multiple websites enough?In our fast-paced and ever-changing job market these days - not really. We're here to reveal to you not only the top reasons why you should start dedicating time to building your employer brand, but also how to build this brand in a way that engages top talent.

>> Building a better brand
When you hire a new employee for your startup, you're investing in the future of your business. That investment can either pay off with a positive return, slowly fizzle out, or blow up in your face. Every employer hopes for the first option.As a startup, we know that hiring and finding new, dedicated team members is not a walk in the park, which is why we want to share with you all of the steps to take and factors to consider when hiring for your startup.

>> Don't be scared of your first hires!
When your startup is just getting off the ground, you need to make some careful hiring decisions. You probably don't have the resources you need to hire all the employees you'd like to hire. Instead, you have to prioritize. So, where do you start? Who do you hire first? How do you convince great candidates that your startup is the company to work for?If all of these questions seem familiar to you, you're not alone. It's tough to determine how to go about hiring for your brand new company - but we're here to cover everything you need to know about growing a team of hard-working individuals who want to push your company to the next level. Here are some important things to consider...

>> Better Hiring, Better Company!
We are racing to the threshold of what futurist author, lecturer and NYU Abu Dhabi Professor Ted Chu - chief economist of the International Finance Corporation at the World Bank and former chief economist at General Motors and the Abu Dhabi investment Authority - has called a "posthuman economy."A posthuman economy will define an epoch with the potential to be dominated by astoundingly and unimaginably sophisticated robots, A.I. systems, man-machine cyborgs, "transhuman" and "suprahuman" technologies, including GMO creatures and other surprises - all of them "autoplastically"-evolved or "alloplastic" enhancements, competitors or replacements for "traditional" humans.

>> Prepared for the posthuman economy?
A quick scan of job adverts on job boards and careers sites shows that many employers are missing a trick (well, several tricks) when writing their job descriptions. These job descriptions are not that well optimized to attract talent and/or attract the qualified talent.We have no doubt that many of the issues stem from time-pressurized employers just wanting to "get the advert up." The trouble is that studies show that the main reason for bad hires is rushing, according to CareerBuilder, and one thing which suffers during a rushed hire is the initial job description quality – which can put you on the back foot from the beginning.But, even if you are rushed, time pressurized, or not that skilled in job description writing, there are several simple modifications you can make to your job advert to make it more effective.

>> Ready to walk the walk?
Interviews spark fear in 92 percent of the talent pool, and that apprehension could result in poor interview performance, regardless of a candidate's qualifications. Those with great experience and the right skill sets might bomb interviews, and under qualified candidates might ace them, thanks to natural extroversion.How, then, can recruiters help the best candidates shine above the rest when it comes to interviews? There's a lot of talk about interviewing best practices, but what do actual recruiters do? When ensuring that you not only attract the best talent to your company but also mold a great interview experience, use some of these innovative strategies.

>> Ready for a great interview experience?
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