Saturday, March 12, 2016

For Sarah Silverman: 5 Times Student Activists Got It Wrong - Breitbart

For Sarah Silverman: 5 Times Student Activists Got It Wrong - Breitbart

For Sarah Silverman: 5 Times Student Activists Got It Wrong

Responding to the perfectly reasonable allegation that the wild-eyed radicals who shut down Donald Trump’s rally in Chicago were fascists, lefty comedian Sarah Silverman made what I’m sure she thought was a devastating argument:

Here at Breitbart Tech, we’ve become experts on campus radicalism. Students collectively lose their minds and retreat to therapy sessions whenever our editor shows up. So for Sarah Silverman’s benefit, it’s time for a history lesson in student radicalism.
In Pashto, the word Taliban literally means “students.” These campus crusaders take rocket-propelled grenade launchers on their student demos, possibly chanting “Who’s caves? Our caves!” as they protest against The Man. Or now, I suppose, The Drone. If the Taliban had Tumblr, they’d probably be complaining about that harlot ISIS stealing the spotlight.
The Taliban were a real student movement, originating from religious schools on the Afghan-Pakistan border. Mullah Omar is said to have started the movement with approximately 50 students from his hometown of Kandahar in Pakistan. Today, they’re busy putting women in burkas, shooting schoolgirls, destroying ancient Buddha statues, and killing gays, all actions that could charitably be described as setting up Koranic safe spaces. We aren’t sure what Sarah’s criteria are, but we’re pretty sure that constitutes “getting it wrong.”
It’s not just religious ideologues who do terrifying student fundamentalism. Mao’s Red Guards, who spend decades terrorising and brutalising the Chairman’s political opponents, were also a student movement. Students from the Tsinghua University Middle School and Peking University initially began the movement to support Mao and denounce the “intellectual elitism” of college administrations.
They were quickly embraced by Mao himself, who broadcast their manifesto on national radio channels, leading to the rapid emergence of new student groups across the country. Within a few months, Mao had an army of young, frothing radicals which he would use to purge his enemies during the bloody Cultural Revolution, which is estimated to have claimed over 400,000 lives. Red guards were also known to engage in “struggle sessions,” in which groups of students would mob a political target to verbally shame and intimidate them in public. During the college protests last year, students at Yale used precisely the same Maoist tactic.
Just as Mao’s student enforcers didn’t go anywhere without their Little Red Book, coddled millennial protesters are rarely seen without their Macbooks. Of course, they only use them to visit Mao-approved websites. 
As well as purging, Red Guards were tasked with destroying symbols of old Chinese culture such as the Cemetery of Confucius. The destruction of old historical monuments is common among radical movements, who seek to erase the “mistakes” of the past, reset society to “Year Zero,” and start again from the bottom up, based on strict ideological precepts. The Islamic State and the Taliben are also fond of tearing down historical monuments — and so are western students, who currently have their sights set on statues of Cecil Rhodes and Queen Victoria.
However much lefties wish he wasn’t deposed, Saddam Hussein was not a nice chap. His regime was marked by assassinations, political repression, and mass murder. His victims included over 150,000 Kurdish rebels who were bombarded with chemical weapons following the First Gulf War. But did you know that without students, Hussein couldn’t have come to power?
Hussein’s regime was the result of the rise of Ba’ath pan-Arabism. The breeding ground for this revolutionary ideology of socialism and Arab nationalism was, you guessed it, university campuses. Hussein joined his first Ba’ath party cell when he was attending an Iraqi law school. From there, he would rise through the ranks of the Ba’ath party, ultimately coming to power in a bloodless coup in 1968. The rest of his regime – the product of a student movement – would not be so bloodless.
Other dictators who rode the wave of Ba’ath radicalism to power included Muammar Gadaffi and Hafez Al-Assad. Their secular tyrannies may have been better than that of Islamists who followed in their wake, but not by much. Thanks students!
It will no doubt make student activists splutter with rage to see an attack on the sacred anti-war movement, so this section will be enjoyable to write, not least because of the parallels with today’s student activists. A lot of college aged men saw the anti-war movement as a groovy way to meet chicks and seem ‘involved’. Sort of like how male feminists on campus dream of meeting their dreamgirl with fake blood spread on her face at a protest.
After America’s withdrawal from Vietnam, the communist regime embarked on a disastrous programme of economic collectivisation and political repression. Between 100,000 and 200,000 Vietnamese were estimated to have been executed by the regime. Over 150,000 more died in communist “re-education camps,” while tens of thousands died labouring in the regime’s “New Economic Zones.”
All of this would have been averted, had the United States won the war. Which they were about to, until students made it politically impossible to keep troops in the country. The fabled Tet Offensive, which was perceived by students as a major defeat for the U.S, was in fact a major defeat for the Vietcong, who lost more than double the number they killed and failed to achieve their strategic objective of sparking a communist uprising in the south.
Nevertheless, scenes of American forces under siege on TV provided fresh energy to the student antiwar movement, who pressured the U.S government to withdraw. They did.  Vietnam was the victim
I’m not sure what Sarah Silverman will make of this image of students protesting the first black attendees of Little Rock high school in Arkansas, but given that in her words, students are never wrong, I assume they’ll have her full support.
Well, that was almost too easy. Perhaps Sarah would like another 5?
Follow Milo Yiannopoulos (@Nero) on Twitter and Facebook, or write to him at Android users can download Milo Alert! to be notified about new articles when they are published. 

Tuesday, March 8, 2016

Jessie Hilgenberg's Power Plyo Workout | NLA For Her

Meet Ruger: the American dog who put 150 African poachers out of business | Life and style | The Guardian

Meet Ruger: the American dog who put 150 African poachers out of business | Life and style | The Guardian

uger is a bad dog, and that’s why he does his job so well. Just ask Megan Parker, the director of research at Working Dogs for Conservation in Montana. When Parker scours animal shelters for her next dog-in-training, she looks for unadoptable, hard-to-handle dogs.
“Bad dogs have an overwhelming desire to bring you things,” she said. “Dogs love telling you what they know. They have an inability to quit.”
It’s that inability to quit that draws Parker to “bad” dogs such as Ruger. “These dogs have an unrelenting drive,” she said. “For a dog that doesn’t stop, you can train that dog to bring you things.”
Parker, a conservation biologist and trainer of detection dogs, admits that “bad” dogs don’t make great pets. Their personalities, however, are perfect for conservation work.
Ruger was born on the Blackfeet Reservation in Montana. His owner shot his littermates, and Ruger escaped. He was taken to a nearby animal shelter where he was found by a dog trainer who alerted Meg’s organization.
Ruger is now the first anti-poaching dog in Zambia. He lives right next to South Luangwa national park where animals are being poached, snared and trafficked out of the park. He’s responsible for finding elephant ivory, rhino horns, bush meat, other wildlife contraband, guns and ammunition.
Ruger and a handler inspect a vehicle.
 Ruger and a handler inspect a vehicle. Photograph: Working Dogs for Conservation
At first, Ruger, a three-year-old labrador retriever/German shepherd mix, bit and snapped at people. “He was a scary dog to approach,” said Parker. She had trouble getting him to a veterinarian. He had issues with confined spaces. Still, she wouldn’t relent.
“Early on in his training, Meg [Parker] was under pressure from her colleagues to decide if Ruger would make the cut,” said Pete Coppolillo, executive director at Working Dogs for Conservation (WD4C). “If a dog doesn’t work out, we make sure they have a forever home. We all wondered if Meg should start finding a place for Ruger, who was losing his sight.”
It was Ruger’s drive that convince Parker to keep training him. She eventually paired Ruger with the scouts of “Delta Team”, a Zambian law enforcement unit jointly operated by the South Luangwa Conservation Society and the Zambia Wildlife Authority. The scouts, who had little interaction with dogs, were skeptical.
On his first day, Ruger accompanied them on a job where roadblocks were set up to search cars and trucks which might be carrying illegal goods. “It takes humans an hour or more to search a car,” said Coppolillo, “whereas it takes dogs three to four minutes.”
As the vehicles were passing, Ruger sat and stared at one of the cars. “That’s hisalert [a dog training term for signal],” said Coppolillo.
The car contained several pieces of luggage. The scouts searched them and found nothing. Ruger, however, kept on staring at one piece of luggage. Inside was a matchbox wrapped in a plastic bag that contained a primer cap, which ignites gunpowder in illegal muzzle loaders used for poaching.
“At that moment, everyone believed that Ruger knew what he was doing,” Coppolillo said. “They learned to think of Ruger as a colleague.”
Ruger inspects a truck.
 Ruger inspects a truck. Photograph: Working Dogs for Conservation
Ruger’s been working since September 2014. “He’s a hero,” Coppolillo said, “who’s responsible for dozens of arrests and has convinced many skeptics of his detection skills.”
WD4C recently held a demonstration at a courthouse, where a number of people believed that Ruger’s skills were akin to witchcraft. A scout hid a piece of ivory and it took Ruger less than three minutes to find it.
The fact that he’s going blind isn’t slowing him down either. “His skills have sharpened,” Coppolillo said. “He’s working with a few younger dogs, who are somewhat goofy and get distracted like most puppies do. Ruger remains focused despite many distractions, such as having wild animals close by. Baboons are the worst. His lack of eyesight [he can see shadows] works in his favor because he almost entirely focuses on his sense of smell.”
“A dog’s sense of smell is far more developed than we humans can even imagine,” said Coppolillo. “Scientists talk about olfactory receptors, and concentrations, and parts per billion, but to put all that in perspective, think about it this way: a dog can detect a teaspoon of sugar dissolved in a million gallons of water – that’s two Olympic swimming pools.”
Ruger’s payment is playing tug-of-war with his favorite chew toy. His handlers don’t reward him with food. He does get days off during the week, which is well deserved since the work is dangerous. “Poachers are well armed and well trained,” Coppolillo said. “African elephants don’t live throughout the continent. Poachers kill elephants where they reside and smuggle them to places where they don’t live to throw law enforcement off their tracks.”
Coppolillo and Parker thought about sourcing other dogs in Africa. “Good dog selection is absolutely essential,” Coppolillo said. “Village dogs simply don’t have the drive to do this kind of work. There are only a handful of suitable and reputable kennels in Africa. Most are focused on selling security and military dogs, so they’re not as well socialized as a conservation dog needs to be. Plus, they generally sell those dogs for much more than what it would cost us to source a dog in the US.”
Meanwhile, Parker continues to scour US shelters for dogs like Ruger. To date, the former “bad” dog has put 150 poachers out of business.

This is Why Job Candidates Hate Your Candidate Experience

This is Why Job Candidates Hate Your Candidate Experience

The workplace has entered a digital era and so should your hiring methods. What worked in attracting job applicants ten years ago isn’t going to work in today’s highly competitive job market. In fact, text-heavy job ads and unrelenting headhunters may do your brand more harm than good.   
According to a recent study of more than 2,000 hiring decision makers by CareerBuilder, 82 percent of employers think there’s little to no negative impact on the company when a candidate has a less-than-stellar experience during the hiring process.
The reality is that the majority of job candidates don’t take an outdated or poor experience lying down. The same study, which also surveyed more than 5,000 workers, found that 58 percent of candidates are less likely to buy from a company they applied to if they didn’t get a response to their application; 69 percent are less likely if they had a bad experience during the interview, as are 65 percent if they didn’t hear back after an interview.  
Needless to say, much of the power has shifted from the employer to the job candidate. To remain competitive and create a candidate experience that attracts, secures, and retains today’s top talent, determine how your current hiring methods measure up to the latest trends. Above all, continuously reevaluate your hiring process and identify areas for improvement.
To give you a head start, here are seven reasons your current hiring practices might be embarrassing you and your company:
1. You’re losing the guessing game.
Consider this: Candidates go beyond the job boards and use up to 18 resources throughout their job search, including social networking sites, search engines, and online referrals, according to the aforementioned CareerBuilder study.
The problem? While job seekers consult a wide variety of sources, the same study found that majority of employers (58 percent) don’t use tracking or coding technology to find out exactly where candidates are coming from and ensure that they’re targeting those sources when recruiting.  
Knowing where your applicants are coming from plays a major role in hiring the right people. Simply assuming every person applied as result of your job ad won’t help you when it comes to sourcing candidates later on. And, without any hard data on where your candidates are coming from, you may be missing out on valuable opportunities to connect with job seekers.
Fortunately, technology enables us to eliminate the guesswork when it comes to sourcing candidates. Applicant tracking systems (ATS), for instance, help you identify which sources are the most fruitful, thus allowing you to focus your time and efforts on those sources.
And knowing where to look for qualified candidates will give you the competitive edge you need to land today’s highly sought-after talent.
2. You’re creating extra work for everyone.
The most recent DHI-DFH Vacancy Duration Measure revealed that it took an average of 27.6 working days to fill jobs in October, which remains near the highest vacancy duration levels since 2001. From scheduling interviews to collaborating on hiring decisions, the hiring process can drag on for weeks or even months on end — but it doesn’t have to.
Advancements in technology have brought outdated hiring practices, from drawn-out applications to time-consuming phone interviews, into the present. Take the phone screen, for instance. One-way video interviews, in which candidates record their answers to a series of predetermined questions, have essentially eliminated the need for the phone screen.
And why spend upwards of 30 minutes on the phone with each candidate — only to find you’ve forgotten half of their responses — when you can use that time to review and collaborate over pre-recorded interviews? 
With one-way video interviews, hiring professionals can interview up to 10 candidates in the time it would take to perform a single phone screen, according to research by the Aberdeen Group. And, because candidates can complete these video interviews on their own time (within the deadline, of course), there are no scheduling issues, improving candidate experience.
In addition to cutting down the workload during the screening process, the nature of video interviews makes it easier to collaborate with colleagues over hiring decisions, as they can be paused, replayed, and shared with others. And, whether you’re making important hiring decisions or deciding on which restaurant to have cater your next work event, two heads are always better than one.
3. Candidates take you out for dinner and never call you again.
The hiring process often serves as a candidate’s first impression of your company — and you don’t get a second chance to make a good first impression. If you make candidates jump through hoops during the application process, for instance, chances are it won’t reflect well on your company and the poor candidate experience can deter job seekers from completing an application.  
In fact, the earlier mentioned CareerBuilder survey found that 40 percent of candidates feel the application process has become increasingly difficult. Of those, 57 percent believe the process lacks personalization, 51 percent are frustrated that they have no idea where they are in the process, and 50 percent say it has so many more steps than it used to.
That being the case, it’s no wonder why three in five candidates leave their application unfinished.
Reduce these frustrations and encourage more job seekers to apply by minimizing the amount of steps they must go through during the application process. Better yet, optimize your process for mobile. With nine in 10 job seekers planning to use a mobile device during their job search, according to Glassdoor’s 2014 survey on the Rise of the Mobile Job Search, an application process that can’t be completed via mobile won’t be completed at all.    

Most importantly, keep candidates in the loop throughout the hiring process. Taking the time to give candidates a quick status update on their application can make a world of difference and have a positive effect not just on the overall experience, but on your employer brand.
4. There’s dust on your social shares.
With 56 percent of professionals looking to social media to discover new job opportunities, according to LinkedIn’s 2015 Talent Trends Report, your company doesn’t just need to have a presence on social media, it needs to be active on those sites.
Instead of relying solely on online job boards to advertise an open position, use the company’s social media profiles to share new job openings, how to apply, and to give candidates a taste of your company’s one-of-a-kind culture (i.e. why they need to apply).
Social media presents a unique opportunity to get candidates involved in the hiring process. Ask potential candidates to present their elevator pitch in a single tweet or have them send a Snapchat story that showcases their qualifications in eight creative story frames. This is a fun alternative to the traditional candidate profile that job candidates are required to create when applying for a job.
Above all, have fun with it. Having a lively social media presence and engaging with followers is a great way to get job seekers’ attention. Even if a job isn’t up their alley, chances are, they will pass along interesting content to a friend or family member who might just be your next great hire.
5. You forgot to check out candidates online.
Just as job seekers use social media to get a better feel for your company and its culture, you need to use it to get to know the person behind the tailored resume. After all, there’s only so much a resume or job application will tell you about a candidate.
Social media can serve as a great pre-screening tool, as it gives you insight not just about a candidate’s professional skills and experience, but also on their character. According to a recentstudy by CareerBuilder, 52 percent of employers use social networking sites to research job candidates. Of those, 32 percent found information that ultimately caused them to hire a candidate, including:
– Background information supported job qualifications (42 percent)
– Personality fit with company culture (38 percent)
– Site conveyed a professional image (38 percent)
– Great communication skills (37 percent)
– Creativity (36 percent)
But social media can also bring up a number of candidate red flags — so much so, that the same study found that 48 percent of hiring managers who screened candidates via social networks have found information that caused them not to hire a candidate, including:
– Provocative or inappropriate photos (46 percent)
– Information about candidate drinking or using drugs (40 percent)
– Candidate bad-mouthed previous company or fellow employee (34 percent)
– Poor communication skills (30 percent)
– Discriminatory comments (29 percent)
It’s no secret to job seekers that most of the things they post and share online are made public for potential employers to see. So, a candidate who doesn’t bother to clean up their social reputation before applying for the job might not be the candidate for you.  
While it’s important to look for supporting evidence when hiring, it’s equally important to use that evidence to avoid making a bad call. Don’t make the mistake of making a costly bad hire because you didn’t research the candidate online beforehand — screen online before you hire.  
6. You have no personality.
Job candidates want to see the human aspect of your company. In fact, 57 percent of respondents in the previously mentioned CareerBuilder survey believe that companies are sacrificing personalization for automation.
While automation can make for a smoother hiring process, you risk losing what makes your company unique. Put the human back in human resources by personalizing various aspects of the hiring process.
Take your job postings up a notch by featuring a company culture video or photos. Share individual employee testimonials on the company’s Twitter and Facebook accounts. And make automated application receipt messages and candidate rejection emails sound a little less robotic and a little more sincere.
7. Your slow and steady approach isn’t winning this race.
When it comes to candidate experience, slow and steady does not win the race for top talent. On average, 44 percent job seekers surveyed by LinkedIn said it took less than a month from the time they started their job offer to when they accepted a new position. If you’re slow to update them on their status or extend an offer, they’ll move on to the next opportunity.
Job seekers want to know where they stand, so communicate with them throughout the process. According to a survey conducted by CareerBuilder, 52 percent of candidates expect a phone call telling them where they stand in the hiring process. What’s more, 25 percent of job seekers expect to hear if the employer will not be bringing them in for an interview.
Even if the candidate did not get the job, it’s critical to your employer brand to send timely and open communication. Although it’s not pleasant, and it can be time consuming, email every candidates to let them know they didn’t make the cut.
When you do find the right fit, don’t take too long to offer them the job. For 38 percent of employers, it takes more than three days after the interview to extend a job offer to a candidate, according to CareerBuilder’s 2015 Candidate Behavior Study. By that time, your perfect candidate may could accept another offer. Don’t hesitate to snatch up the talent you want or you could miss out.
Although you’ve created a hiring process that works for you, it won’t be effective unless it works for candidates as well. Update your candidate experience to attract job seekers and keep your employer brand in tact.
Are you guilty of any of these embarrassing candidate experience mistakes? Share in the comments below!


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