#Benefits Of International Medical Recruitment

[fasttracksolution]

Dubai Healthcare City has boosted the growth of healthcare institutions in the UAE. The healthcare city has laid the foundation for medical tourism in the UAE and attracts worldwide patients. It thus becomes inevitable to provide world-class health services to the visiting patients. 

[kyuremking]

Konohagakure Military Forces Organization

It took a while but it's finally done.

HOKAGE

The highest authority of Konohagakure, the face of the Fire Country's military forces and has the duty to lead, administer and protect Konoha and to ensure the maximum prosperity of the village.

KONOHA COUNCIL

The Konoha Council, made up of the village's top officials and people the Hokage trusts. Their duty is to assist the Hokage in governing Konoha and to offer their opinion on decisions that must be made with the greatest benefit to Konoha in mind.

In addition, in case the Hokage is unable to choose his successor, the council is responsible for finding eligible candidates for the position.

Members

Current Hokage - Supreme leader of Konohagakure, the council exists to provide him with different points of view so he can make the best decisions.

Previous Hokage: Although not always possible, if the previous Hokage were alive, he would be part of the council to offer his advice and experience to his successor.

Anbu Commander - Leader of the Ambu Forces of Konoha, as the leader of the forces that work in the shadow of the great tree that is Konoha, Commander Anbu possesses great knowledge of the dark side of the village.

Jonin Commander - Leader of the Regular Shinobi Forces, his job is to manage the basic and specialised forces of Konoha's various departments. It is therefore his duty to report to the Hokage about these forces and what he considers to be the most appropriate use of these forces.

Advisors - These are usually experienced shinobi who have served Konoha and are considered to be shinobi of great renown due to the passage of time, but the Hokage also has the option of including people he trusts among his advisors. 

The Hokage's personal assistant may also be included in the council.

ANBU Black Ops

The Anbu Special Forces are a squad of Konoha's shinobi forces who work in secret, led by the Anbu Commander and only obey the orders of the Hokage.

Everything they do is for the good of Konoha, assassinations, torture and tracking down defected or treacherous ninja, all their operations are done without the public or the regular Konoha forces knowing about them.

They usually work in teams and hide their identities under animal masks and are known only to Konoha's top brass. Age, gender, origin or previous rank do not matter in order to be chosen for the Anbu.

The Anbu is divided into different departments to ensure that the members chosen for a mission have the necessary skills to complete it smoothly.

Hunter Dept. - The duty of this department is to track and keep an eye on targets of interest to Konoha by carrying out various actions such as manipulation or assassination if necessary.

Assasination Dept. - The duty of this department is to assassinate targets that threaten Konoha, often working with political enemies of the village or assassinating the right people for the benefit of the village.

Internal Affairs Dept. - The duty of this department is to deal with Konoha's internal affairs through covert operations under the order of the Hokage. Traitors, spies, or people who would be better off disappearing from Konoha are often targeted.

Infiltration Dept. - The duty of this department is to train its members to be able to infiltrate into enemy forces or countries to gain information or cause chaos within them.

Medical Team - Anbu trained in medical skills to ensure the health and survival of the members of the organisation. 

Watchers Team - They are considered the most public part of the Anbu as they work closely with the Konoha Security Department. Their duty is to maintain internal surveillance of Konoha by watching for traitors and spies or possible plots.

Instructor Team - They are in charge of training new Anbu recruits to meet the organisation's skill requirements.

ROOT: - An unrecognized division of the Anbu that works with the sole purpose of benefiting Konoha no matter what decisions need to be made. Being unrecognized they receive no support from the Hokage of any kind and in case they are discovered by the enemy Konoha will not lift a finger for them.

By joining this organisation you must renounce all your previous life and emotions as Konoha should be the only thing that matters. It is led by Danzo Shimura.

Konoha Regular Forces

Led by Commander Jonin, Konoha's public forces are divided into Basic and Specialized forces that work closely with each other to ensure the smooth running of Konoha's military operations.

Basic Forces

They are made up of shinobi who do not belong to any Konoha department and therefore their work consists solely of carrying out missions assigned by the mission delivery desk.

Because of this, their entire salary is decided by the missions they perform, making their salary irregular as the payment for the missions is divided between Konoha and the mission members.

Academy Student - The lowest rank of Konoha's military forces, their job consists solely of studying to possess the skills expected of a genin, however in emergencies they may be employed to evacuate civilians.

If an academy student demonstrates great skill in any subject they can become a junior member of a Konoha department.

Genin - Low-ranking shinobi divided into two groups, Fresh Genin and Senior Genin.

Fresh Genin are those who have recently graduated from the academy and are part of a team of three genin and one jonin sensei. They perform D-ranked and occasionally C-ranked missions. They are expected to obey and learn from their sensei in order to improve their skills and move up the ranks.

However, there are also genin who are privately tutored by a jounin sensei once they graduate or go directly into a Konoha department and become a junior member if they were not already a junior member during their time at the academy.

Senior Genin are those who have taken a chunin examination and have survived but not passed or have completed a large number of missions and are allowed greater freedom and autonomy.

They have the ability to perform D-rank missions alone and C-rank missions in teams with other senior genin or chunin, in which case their jounin sensei acts as an occasional teacher and advisor as well as being one of those who decide if the genin is suitable for field promotion.

Chunin - Mid-ranking shinobi who have mastered the general skills expected of a shinobi and who have demonstrated sufficient maturity to be entrusted with leadership and security over other ninja. They are expected to possess mastery over an elemental nature. And they are considered the bulk of Konoha's forces.

Once you become a Chunin you have the option of becoming an official member of a Konoha department. And they are usually the ones who carry out the C and B rank missions.

Despite what most people think, there are different ways to become a Chunin:

Chunin exams - These is considered the quickest way to rise through the ranks but also the most dangerous as you risk your life by facing shinobi from other villages.

Field Promotion - Awarded to senior genin who have demonstrated all the skills expected of a chunin during the completion of their missions, to be considered for field promotion it is necessary to have completed 50 D-rank missions, 25 C-ranked missions and at least one B-ranked mission.

Department Promotion - Only awarded to genin who are junior members of a Konoha department and have demonstrated chunin skills. They must still pass an examination conducted by their department head to ensure that they possess all the necessary skills.

Tokubetsu Jonin - Shinobi whose overall skills are superior to Chunin but still below Jonin except in a certain ability in which they surpass most Jonin. They must master at least one elemental nature.

This rank is usually given to members of the various departments of Konoha who due to their specialised work in the departments surpass the jonin in that specific skill. However, it is also given to those who are not members of the departments if they demonstrate great skill.

Jonin - High level shinobi who must be highly proficient in all shinobi skills. Ninjutsu, Taijutsu, Genjutsu, Bukijutsu, etc and possess control over two chakra natures as well as demonstrating analytical and strategic abilities. To be chosen as a jounin, one must pass a test conducted by two senior jonin.

The jonin are the ones who usually perform A and S rank missions. In addition, once they have completed and passed the teaching course, the jonin have the possibility to become leaders and masters of a team of 3 genin.

-

Specialized Forces

The Konohagakure Specialized Forces encompass all the shinobi who work within one of the various departments of the village. All departments of the village work together keeping each other informed and forming a network that allows Konoha to function smoothly.

Unlike the basic forces, the members of the departments receive a fixed salary for their continuous services to the town.

-

Administration Department

The department in charge of organising, directing individual and collective work effectively in terms of objectives is considered the cornerstone. Its leader is usually the Hokage's personal assistant. The entire department is located in the Hokage Tower.

Finance Division - Is responsible for organising budgets and managing the money of the various departments and shinobi forces. Its members administer on both a large and small scale.

Legal Services Division - Usually handles trade agreements and Konoha missions as well as occasional diplomatic matters.

Library/Archives Division - Responsible for organising and storing Konoha's archives as well as locating them when needed for research purposes.

Mission Delivery Desk - Responsible for organising and allocating missions to the appropriate shinobi to complete.

Logistics Division - Responsible for planning, managing, controlling the storage and shipment of Konoha supplies. Divided into Resupply, Storage and Dealer Staff.

-

Medical Department

The main support department of Konoha with the duty of providing medical care to all the inhabitants of Konoha as well as teaching doctors from the rest of Hi no Kuni. Formerly headed by Tsunade Senju.

Medical Office - They are the administrative part of the department and are in charge of communicating with the rest of the departments as well as organising supplies.

Konoha Hospital - The stronghold of the medical department, where most of Konoha's medical-related operations are carried out.

Nursing Staff - Comprises all members of the medical staff who treat humans, from doctors to surgeons to nurses, all fall under this heading.

Veterinary Staff - Comprises the staff in charge of treating non-human beings from simple pets to large summoners, this branch makes sure to assist them in any medical emergency.

Medical Training - This branch is responsible for teaching medical skills to all interested shinobi regardless of whether they plan to be field shinobi, hospital staff or Anbu members.

Medical Teams - When emergencies occur that require large numbers of medics, teams of medics are organised and are also found in Chunin examinations.

Medical Field Shinobi - Consists of active shinobi who participate in missions accompanying other shinobi to provide medical care if needed.

-

Academic Department

This department is responsible for the education of Konoha's shinobi forces at various levels.

Academy Staff - They are in charge of educating students to prepare them for genin rank. It is made up of Chunin who have passed an examination and Tokubetsu Jonin from various departments. The director of the academy is the leader.

Chunin Exam Org. Staff - The staff in charge of organising chunin exams in Konoha and maintaining communication with other villages in case they happen outside.

Chunin Instructors - These are the chunin who are in charge of teaching various subjects as well as organising exams for those who wish to take up teaching.

Jonin Instructors - These are the Jonin who have passed the tests to take charge of a team of genin as well as those who wish to tutor other shinobi.

-

R+D+I Department

This is the department in charge of Research, Development and Innovation to ensure the technological and scientific advancement of Konoha. Formerly headed by Orochimaru.

Scientific Division

It is in charge of Konoha's research, development and innovations, formed by the Research, Innovation, Jutsu Development and New Technology Teams.

Experimental Subject Search Team - The team in charge of tracking and capturing subjects that can be used as guinea pigs and testing scientific breakthroughs on them. Bandits, spies and traitors are the most common subjects. Once they are no longer needed they are killed and their bodies disposed of.

-

Communication Department

The department in charge of maintaining communication in the departments and sending messages throughout Konoha and beyond. It is headed by Inoichi Yamanaka.

Courier Team - The team in charge of carrying messages in person to their intended recipient. The internal team handles messages within Konoha and the external team handles messages outside of Konoha.

Messenger Creatures Team - Consists of the message-carrying animals and their handlers. Hawks are the most common animals, but there are also others such as dogs and cats.

Radio Team - Responsible for sending and receiving messages by radio as well as transmitting them to the intended recipients. 

Telepathy Team - A small team made up of members of the Yamanaka clan who transmit messages via telepathy in emergencies.

-

Battle Department

This department is in charge of operations mostly outside Konoha that may lead to confrontation with enemy shinobi. It is usually one of the most active departments during times of war.

Reconnaissance Division

This division is responsible for capturing targets or gathering information in the field. As well as causing chaos within the enemy forces. It is led by Tsume Inuzuka.

It consists of the Capture and Interrogation, Infiltration, Reconnaissance and Search and Recall teams.

Strike Division

This division is responsible for direct engagement with enemy forces with the objective of eliminating them as quickly as possible as well as opening gaps in the enemy front. It is led by Choza Akimichi.

It consists of the Combat & Tactical, Assault and Free Response teams.

-

Intelligence Department

It is the department in charge of obtaining any information Konoha may need through any means necessary. Jiraiya is believed to be the shadow leader of the department.

C+F+S Division

Cryptology Team - Responsible for deciphering enemy and allied messages or codes as well as encrypting messages from the village itself. 

Forgery Team - Responsible for the forgery of documents or identities in order to manipulate Konoha's enemies to benefit the village.

Spying Team - In charge of obtaining information by infiltrating enemy forces. Hiding members as shinobi or civilians as well as other identities within other countries. It has a sub-team known as the Seduction team.

Torture and Interrogation Division

In charge of obtaining information from prisoners captured by the various departments of Konoha no matter what means are used, no matter how gruesome.

-

Security Department

This is the department in charge of Konoha's internal security, consisting of two divisions that work together with the Anbu's team of Watchmen.

This department is co-led by the leaders of each division.

Barrier Division

Responsible for the management, maintenance and surveillance of Konoha's barrier. They mark all those who enter the barrier and work 24 hours a day with 6 hour shifts changing personnel as needed. As well as intercepting intruders.

Detection Team - They are in charge of guarding the barrier by sensing all who enter Konoha and marking them as enemies if necessary.

Interception Team - They are in charge of intercepting, reducing and capturing or killing those who have been marked as enemies by the members of the detection team.

Field Barrier Team - They are a team of shinobi with great skills in creating barriers and are called upon when it is necessary to contain someone or something that cannot be stopped by conventional means.

Military Police Force

They are in charge of Konoha's internal security, keeping crimes and disturbances by Konoha citizens to a minimum. It is one of the most heavily staffed departments in Konoha. It is led by Fugaku Uchiha.

Patrol Team - In charge of patrolling Konoha for disturbances or incidents in order to stop them before they can escalate into something bigger.

Administrative Team - In charge of managing supplies, organising files, and preparing arrests and legal cases for detained criminals.

Scientific Team - Responsible for investigating crime scenes or performing autopsies on dead bodies.

Detective Team - Responsible for investigating and solving criminal cases by searching for clues to solve them and catch the culprits.

[covid-safer-hotties]

Infamous paper that popularized unproven COVID-19 treatment finally retracted - Published Dec 17, 2024

Today in too little, too late. Nice to see this finally done, though.

By Cathleen O’Grady

Study on hydroxychloroquine by Didier Raoult and colleagues gets pulled on ethical and scientific grounds

A 2020 paper that sparked widespread enthusiasm for hydroxychloroquine as a COVID-19 treatment was retracted today, following years of campaigning by scientists who alleged the research contained major scientific flaws and may have breached ethics regulations. The paper was pulled because of ethical concerns and methodological problems, according to a retraction notice.

The paper in the International Journal of Antimicrobial Agents (IJAA), led by Philippe Gautret of the Hospital Institute of Marseille Mediterranean Infection (IHU), claimed that treatment with hydroxychloroquine, an antimalarial drug, reduced virus levels in samples from COVID-19 patients, and that the drug was even more effective if used alongside the antibiotic azithromycin. Then–IHU Director Didier Raoult, the paper’s senior author, enthused about the promise of the drug on social media and TV, leading to a wave of hype, including from then–U.S. President Donald Trump.

But scientists immediately raised concerns about the paper, noting the sample size of only 36 patients and the unusually short peer-review time: The paper was submitted on 16 March 2020 and published 4 days later. On 24 March, scientific integrity consultant Elisabeth Bik noted on her blog that six patients who were treated with hydroxychloroquine had been dropped from the study—one of whom had died, and three of whom had transferred to intensive care—which potentially skewed the results in the drug’s favor. Larger, more rigorous trials carried out later in 2020 showed hydroxychloroquine did not benefit COVID-19 patients.

Critics of Raoult’s paper have pointed out more damning problems since. In an August 2023 letter published in Therapies, Bik and colleagues noted the cutoff for classifying a polymerase chain reaction test as positive was different in the treatment and control groups. The letter also raised questions about whether the study had received proper ethical approval, and noted an editorial conflict of interest: IJAA’s editor-in-chief at the time, Jean-Marc Rolain, was also one of the authors. (A statement saying he had not been involved in peer review was later added to the paper.) The letter called for the paper to be retracted.

The retraction notice states Elsevier and the International Society of Antimicrobial Chemotherapy, which co-own the journal, decided to retract the paper because of ethical issues, “as well as concerns raised by three of the authors themselves regarding the article’s methodology and conclusion.”

An investigation by Elsevier could not establish whether the researchers had obtained ethical approval for the study before recruiting patients, nor whether the patients had given informed consent to be treated with the antibiotic azithromycin. This medication would not have been part of standard care for these patients in France at the time, the investigation concluded, so would have been considered an experimental treatment that required consent.

According to the notice, the three authors who raised concerns about the paper “no longer wish to see their names associated with the article.” Gautret and several other authors told the investigators they disagreed with the retraction, and the investigators did not receive a response from Raoult, the corresponding author. To date, 32 papers published by IHU authors have been retracted, 28 of them co-authored by Raoult, and 243 have expressions of concern.

In a press release, the French Society of Pharmacology and Therapeutics says the now-retracted study was the “cornerstone” of a scandal that saw millions of people take hydroxychloroquine unnecessarily, endangering patients who experienced side effects including heart attacks. “This series of events serves as a reminder of an essential point when it comes to medicines: Even in times of health crisis, prescribing medicines without solid proof of efficacy, outside the rigorous framework of well-conducted clinical trials, remains unacceptable,” the society says. “One of the fundamental principles of medicine—primum non nocere (‘first, do no harm’)—has been sacrificed here, with dramatic consequences.”

[bbmct]

Start Your Breakthrough Clinical Trials At AIIMS Hospital With BBMCT

Clinical trials are the backbone of medical advancements, helping researchers and healthcare professionals find new treatments, therapies, and solutions to pressing health issues. In India, AIIMS (All India Institute of Medical Sciences) has long been at the forefront of healthcare excellence, and when combined with **British Biomedicine Clinical Trials (BBMCT)**, it offers world-class research facilities and clinical expertise for cutting-edge breakthroughs. In this article, we’ll explore how BBMCT at AIIMS provides unmatched support for clinical research and trials.

 — -

### **World-Class Research Facilities Available**

AIIMS Hospital is renowned globally for its state-of-the-art research infrastructure. The research facilities at AIIMS are designed to cater to diverse medical specialties, making it an ideal location for conducting advanced clinical trials. The hospital’s vast campus houses modern laboratories, research centers, and equipment, all of which are equipped with the latest technology to support clinical research.

British Biomedicine Clinical Trials (BBMCT) leverages these facilities to create an environment where studies can progress smoothly and efficiently. Whether it’s pharmacokinetics, bioequivalence studies, or clinical pharmacology trials, BBMCT at AIIMS offers a comprehensive setup for all kinds of advanced research. This enables researchers to gather precise data, ensuring faster and more accurate results.

 — -

### **Expert Clinical Trials Management Team**

The success of clinical trials depends largely on the expertise and experience of the team managing them. BBMCT at AIIMS boasts an experienced team of medical professionals, researchers, and trial coordinators who specialize in clinical research and trial management. This team oversees every aspect of the clinical trial process, from initial planning to the final data analysis.

The clinical trial management team at BBMCT follows international best practices in Good Clinical Practice (GCP), ensuring that all trials meet rigorous scientific and ethical standards. Their profound knowledge in regulatory compliance, patient safety, and data integrity is a key asset for any study looking to achieve reliable and actionable results.

 — -

### **Access to Diverse Patient Populations**

A unique advantage of conducting clinical trials at AIIMS is the access to a highly diverse patient population. AIIMS caters to patients from various socio-economic backgrounds, ethnicities, and regions. This diversity enhances the generalizability and relevance of clinical trial outcomes, ensuring that findings are applicable to a broad spectrum of people.

BBMCT at AIIMS takes full advantage of this diverse patient pool, allowing researchers to study the effects of treatments on a wide range of individuals. This helps researchers to detect varying responses to interventions, ensuring that the clinical trial results are robust, representative, and suitable for global healthcare applications.

 — -

### **Cutting-Edge Technology Integration Offered**

To stay ahead in the fast-paced world of clinical trials, BBMCT integrates the latest technological advancements in clinical research at AIIMS. From electronic data capture (EDC) systems to cloud-based analytics platforms, AIIMS and BBMCT are fully equipped with cutting-edge technologies that streamline trial processes and improve accuracy.

These technologies enable real-time monitoring of trial data, faster recruitment and retention of participants, and more efficient management of study documentation. Furthermore, AIIMS is constantly upgrading its infrastructure to incorporate new innovations, ensuring that trials benefit from the most advanced tools available in medical research.

 — -

### **Robust Ethical Oversight Ensured Here**

Clinical trials often involve testing new treatments on human participants, making ethical oversight a critical part of the research process. At AIIMS, ethical considerations are a top priority. BBMCT ensures that all clinical trials are conducted in accordance with the highest ethical standards, including patient informed consent, confidentiality, and protection from harm.

AIIMS has a dedicated ethics committee that reviews and monitors each clinical trial to ensure compliance with national and international ethical guidelines. This oversight gives patients confidence in participating and reassures researchers that their trials are conducted responsibly, ensuring the integrity and credibility of the results.

 — -

### **Collaborate With Leading Medical Experts**

When conducting clinical research at AIIMS with BBMCT, you gain access to some of the leading medical experts in various fields. AIIMS is home to renowned specialists and researchers across disciplines, including oncology, cardiology, neurology, and infectious diseases.

Collaborating with these experts not only enhances the quality of research but also allows for interdisciplinary approaches to clinical trials. BBMCT fosters an environment of collaboration, where your study can benefit from the expertise and innovative solutions provided by these thought leaders in medicine and clinical research.

 — -

### **Streamlined Processes for Quick Trials**

The faster clinical trials progress, the sooner medical breakthroughs can be made. At BBMCT, the processes involved in clinical trials are streamlined to reduce unnecessary delays and inefficiencies. From patient recruitment to data collection and analysis, BBMCT ensures that every phase of the trial is executed promptly.

AIIMS’ established infrastructure and resources facilitate quick approvals, recruitment, and trial management, meaning that studies can progress without the common bottlenecks seen in other settings. This streamlined approach is critical in accelerating the development of new treatments and improving patient outcomes.

 — -

### **Enhance Your Study’s Success Rates**

Clinical trials require precision, efficiency, and an in-depth understanding of the research process. BBMCT at AIIMS is dedicated to enhancing the success rates of studies by offering the right resources, expertise, and infrastructure. With world-class facilities, expert teams, and cutting-edge technology, BBMCT ensures that trials are conducted optimally and that every potential challenge is mitigated.

The strategic support provided by BBMCT helps in better trial design, data accuracy, and recruitment strategies, which ultimately increase the likelihood of achieving positive study outcomes. Whether you are testing a new drug or a medical device, BBMCT maximizes your study’s chances of success.

/media/4ba4cf5bfd511c0ae4ae8e305b8459ec

 — -

### **Frequently Asked Questions (FAQs)**

**1. What makes BBMCT at AIIMS different from other clinical trial organizations?**

BBMCT at AIIMS offers a combination of world-class research facilities, access to diverse patient populations, and expert clinical trial management. The integration of cutting-edge technologies and robust ethical oversight ensures that clinical trials are conducted efficiently and ethically. Additionally, AIIMS’ reputation and access to leading medical experts make BBMCT a standout choice for clinical research in India.

**2. How does AIIMS ensure ethical oversight during clinical trials?**

AIIMS has a dedicated ethics committee that reviews all clinical trials before they begin. The committee ensures that the trials adhere to national and international ethical standards, protecting the rights and well-being of participants. Informed consent, privacy, and safety protocols are central to their oversight, making sure trials are conducted responsibly.

**3. Can international researchers collaborate with BBMCT at AIIMS?**

Yes, BBMCT encourages international collaboration. Researchers from across the globe can partner with AIIMS and benefit from its vast resources, medical expertise, and advanced research facilities. International collaboration is particularly valuable in improving the scope and impact of clinical trials by incorporating diverse perspectives and expertise.

**4. What patient populations can BBMCT at AIIMS access for clinical trials?**

AIIMS serves a diverse patient population from various socio-economic backgrounds and regions. This diversity allows researchers to assess the effectiveness of treatments on a broad spectrum of individuals, increasing the relevance and applicability of study outcomes. BBMCT ensures that clinical trials can tap into this wide variety of patient groups for robust data collection.

**5. How do BBMCT’s cutting-edge technologies improve clinical trials?**

BBMCT integrates advanced technologies like electronic data capture, real-time monitoring systems, and cloud-based analytics to streamline trial processes. These technologies improve the accuracy of data, reduce trial delays, and enhance participant management. The use of such tools also accelerates the trial timeline, ensuring faster results and quicker access to new treatments.

 — -

### **Conclusion**

AIIMS Hospital, in partnership with **British Biomedicine Clinical Trials (BBMCT)**, offers one of the most advanced environments for clinical research in the world. With world-class research facilities, an expert clinical trials management team, and a commitment to ethical oversight, BBMCT ensures that each clinical trial conducted at AIIMS is a step towards scientific breakthroughs and improved patient care. The integration of cutting-edge technology and access to diverse patient populations further enhances the success rates of trials, ensuring that medical innovations reach the people who need them most. If you are looking to advance your clinical research, starting your breakthrough trials with BBMCT at AIIMS is a choice you can trust.

Subscribe to BBMCLINICALTRIALS YouTube channel for Research Insights

Be sure to subscribe to the **BBMCLINICALTRIALS YouTube channel** for exclusive access to the latest updates and in-depth insights into British Biomedicine Clinical Trials (BBMCT). Stay informed on cutting-edge research, clinical trial advancements, patient safety protocols, and breakthrough therapies being tested at AIIMS Hospital. Our channel provides expert discussions, industry trends, and detailed videos on the clinical trial process across various therapeutic areas. Whether you’re a healthcare professional, researcher, or simply interested in biomedical innovation, subscribing will keep you at the forefront of clinical research developments. Don’t miss out — join our community today!

[mariacallous]

A doctors’ organization at the center of the ongoing legal fight over the abortion drug mifepristone has suffered a significant data breach. A link to an unsecured Google Drive published on the group’s website pointed users last week to a large cache of sensitive documents, including financial and tax records, membership rolls, and email exchanges spanning over a decade. The more than 10,000 documents lay bare the outsize influence of a small conservative organization working to lend a veneer of medical science to evangelical beliefs on parenting, sex, procreation, and gender.

The American College of Pediatricians, which has fought to deprive gay couples of their parental rights and encouraged public schools to treat LGBTQ youth as if they were mentally ill, is one of a handful of conservative think tanks leading the charge against abortion in the United States. A federal lawsuit filed by the College and its partners against the US Food and Drug Administration seeks to limit nationwide access to what is now the most common form of abortion. The case is now on a trajectory for the US Supreme Court, which not even a year ago declared abortion the purview of America’s elected state representatives. 

The leaked records, first reported by WIRED, offer an unprecedented look at the groups and personnel central to that campaign. They also describe an organization that has benefited greatly by exaggerating its own power, even as it has struggled quietly for two decades to grow in size and gain respect. The records show how the College, which the Southern Poverty Law Center (SPLC) describes as a hate group, managed to introduce fringe beliefs into the mainstream simply by being, as the founder of Fox News once put it, “the loudest voice in the room.” 

The Leak

A WIRED review of the exposed data found that the unsecured Google Drive stored nearly 10,000 files, some of which are compressed zip files containing additional documents. These records detail highly sensitive internal information about the College’s donors and taxes, social security numbers of board members, staff resignation letters, budgetary and fundraising concerns, and the usernames and passwords of more than 100 online accounts. The files include Powerpoint presentations, Quickbooks accounting documents, and at least 388 spreadsheets. 

One spreadsheet appears to be an export of an internal database containing information on 1,200 past and current members. It contains intimate personal information about each member, including various contact details, as well as where they were educated, how they heard of the group, and when membership dues were paid. The records show past and current members are mostly male and, on average, over 50 years old. As of spring 2022, the College counted slightly more than 700 members, according to another document reviewed by WIRED. 

The breach exposes some material dating back to the group’s origin. It includes mailing lists gathered by the group of thousands of “conservative physicians” across the country. (One document outlining recruitment efforts states in bold, red letters: “TARGET CHRISTIAN MDs.”) The ongoing recruitment of doctors and medical school students seen as holding Christian views has long been its top priority. The leaked records indicate that more than 10,000 mailers were sent to physicians between 2013 and 2017 alone. 

While the group’s membership rolls are not public, the leak has outed most if not all of its members. A cursory review of the member lists surfaced one name of note: a recent commissioner of the Texas Department of State Health Services, who after joining in 2019 asked that his membership with the group remain a secret. (WIRED was unable to reach the official for comment in time for publication.)

The SPLC’s “hate group” designation, which the College forcefully disputes, haunted its fundraising efforts, records reveal. A barrage of emails in 2014 show that the label cost the group the chance to benefit from an Amazon program that would eventually distribute $450 million to charities across the globe. Amazon would deny the College’s application, stating that it relied on the SPLC to determine which charities fall into certain ineligible categories.

A strategy document would later refer to a “unified plan” among the College and its allies to “continue discrediting the SPLC,” which included a campaign aimed at lowering its rating at Charity Navigator, one of the web’s most influential nonprofit evaluators. One of the group’s admins noted that despite SPLC’s label, another charity monitor, GuideStar, listed the College as being in “good standing.”

The College’s GuideStar page no longer says this and appears to have been defaced. It now reads, “AMERICAN COLLEGE OF doodoo fartheads,” with a mission statement saying: “we are evil and hate gays :(((”

The Google Drive containing the documents was taken offline soon after WIRED contacted the American College of Pediatricians. The College did not respond to a request for comment.

The Talk

Leaked communications between members of the group and minutes taken at board meetings over the course of several years speak loudly about the challenges the group faced in pursuing its deeply unpopular agenda: returning America to a time when the laws and social mores around family squared neatly with evangelical Christian beliefs.

Many of the College’s most radical views target transgender people, and in particular, transgender youth. The leak, which had been indexed by Google, includes volumes of literature crafted specifically to influence relationships between practicing pediatricians, parents, and their children. It includes reams of marketing material the College aims to distribute widely among public school officials. This includes pushing schools to adopt junk science painting transgender youth as carriers of a pathological disorder, one that’s capable of spontaneously causing others–à la the dancing plague–to adopt similar thoughts and behaviors.

This is one of the group’s most dubious claims. While unsupported by medical science, it is routinely and incuriously propagated through literature targeted at schools and medical offices around the US. The primary source for this claim is a research paper drafted in 2017 by Lisa Littman, a Brown University scholar who, while a medical doctor, had not specialized in mental health. The goal of the paper was to introduce, conceptually, “rapid onset gender dysphoria”—a hypothetical disorder, as was later clarified by the journal that published it. Littman would also clarify personally that her research “does not validate the phenomenon” she’d hypothesized, since no clinicians, nor individuals identifying as trans, had participated in the study.  

The paper explains that its subjects were instead all parents who had been recruited from a handful of websites known for opposing gender-affirmative care and “telling parents not to believe their child is transgender.�� A review of one of the sites from the period shows parents congregating to foster paranoia about whether there’s a “conspiracy of silence” around “anime culture” that was brainwashing boys into behaving like girls; insights plucked in some cases straight from another, more notorious forum (widely known for reveling in the suicides of the people it has bullied).

A 2021 prospectus describing the group’s focus, ideology, and lobbying efforts encapsulates a wide range of “educational resources” destined for the inboxes of physicians and medical school students. The materials include links to a website instructing doctors on how to speak to children in a variety of scenarios about a multitude of topics surrounding sex, including in the absence of their parents. Practice scripts of conversations between doctors and patients advise, among other things, ways to elicit a child’s thoughts on sex with the help of an imaginative metaphor. 

While the material is not expressly religious, it is clearly aimed at painting same-sex marriage as aberrant and immoral behavior. Physicians lobbied by the group are also told to urge patients to purchase Christian-based parenting guides, including one designed to help parents broach the topic of sex with their 11- and 12-year-old kids. The College suggests telling parents to plan a “special overnight trip,” a pretext for instilling in their children sexual norms in line with evangelical practice. The group suggests telling parents to buy a tool called a “getaway kit,” a series of workbooks that run around $54 online. The workbooks methodically walk the parents through the process of springing the topic, but only after a day-long charade of impromptu gift-giving and play. 

These books are full of games and puzzles for the parent and child to cooperatively take on. Throughout the process, the child slowly digests a concept of “sexual purity,” lessons aided by oversimplified scripture and well-trodden Bible school parables. 

Another document the group shared with its members contains a script for appointments with pregnant minors. Its purpose is made evidently clear: The advice is engineered specifically to reduce the odds of minors coming into contact with medical professionals not strictly opposed to abortion. A practice script recommends the doctor inform the minor that they “strongly recommend against” abortion, adding “the procedure not only kills the infant you carry, but is also a danger to you.” (Medically, the term “fetus” and “infant” are not interchangeable, the latter referring to a newborn baby less than one year old.)

The doctors are urged to recommend that the minor visit a website that, like the aforementioned website, is not expressly religious but will only direct visitors to Catholic-run “crisis pregnancy centers,” which strictly reject abortion. The same site is widely promoted by anti-abortion groups such as National Right to Life, which last year held that it should be illegal to terminate the pregnancy of a 10-year-old rape victim.

The Professionals

The effort to ban mifepristone, legislation the Supreme Court paused last month pending further review, faces significant legal hurdles but could ultimately benefit from the appellate court’s disproportionately conservative makeup. Most of the legal power in the fight was supplied by a much older and better funded group, the Alliance Defending Freedom, which has established ties with some of the country’s most elite political figures—former vice president Mike Pence and Supreme Court justice Amy Coney Barrett among them.

A contract in the leaked documents dated April 2021 shows the ADF agreeing to legally represent the College free of charge. It stipulates that ADF’s ability to subsidize expenses incurred during lawsuits would be limited by ethical guidelines; however, it could still forgive any lingering costs simply by declaring the College “indigent.”

In contrast to the College’s some 700 members, the American Academy of Pediatrics (AAP)–the organization from which the College’s founders split 20 years ago–has roughly 67,000. The rupture between the two groups was a direct result of a statement issued by the AAP in 2002. Modern research, the AAP said, had conclusively shown that the sexual orientation of parents had an imperceptible impact on the well-being of children, so long as they were raised in caring, supportive families.

The College would gain notoriety early on by assailing the positions of the AAP. In 2005, a Boston Globe reporter noted how common it had become for the American College of Pediatricians “to be quoted as a counterpoint” to anything said by the AAP. The institution, he wrote, had a rather “august-sounding name” for being run by a “single employee.” 

Internal documents show that the group’s directors quickly encountered hurdles operating on the fringe of accepted science. Some claimed to be oppressed. Most of the College’s research had been “written by one person,” according to minutes from a 2006 meeting, which were included in the leak. The College was failing to make a splash. In the future, one director suggested, papers rejected by medical journals “should be published on the web.” The vote to do so was unanimous (though the board decided the term “not published” was nicer than “rejected”). 

A second director put forth a motion to create a separate “scientific section” on the group’s website, strictly for linking to articles published in medical journals. The motion was quashed after it dawned on the board that they didn’t “have enough articles” to make the page “look professional.” 

The College struggled to identify the root cause of its runtedness. “To get enough clout,” one director said, “it would take substantial numbers, maybe 10,000.” (The College’s recruitment efforts would yield fewer than 7 percent of this goal in the following 17 years.) Yet another said the marketing department advised that “the College needs to pick a fight with the AAP and get on Larry King Live.” Another, the notes say, felt the organization was too busy trying to “walk the fence” by neglecting to acknowledge that “we are conservative and religious.” 

[possibly-god]

Christoph Osterberg – the Shrink

(1975 – 25/2000 – 50)

Escaping the chaos of post-WW2 Germany, Dr. Ludwig Hesse emigrated to America, briefly living and practicing medicine in a German immigrant community, and even more briefly being married to fellow migrant Ursula Osterberg.

Their marriage was one of momentary convenience and desperation – when Ludwig skipped town after the Skeleton Incident, Ursula was almost happy to see him go, until she discovered she was stuck with a rather permanent reminder.

Practically from birth, Christoph was a stubborn, sarcastic little shit who drove his mother up the wall with his endless questions, bottomless well of back-talk, and insistence that her “little girl” was Very Much Not That.

It certainly doesn’t help matters that he’s transitioning into mini-Medic – picture Herbert West from Re-Animator (with a sprinkle of Dr. House’s personality) and you’re most of the way there.

While hiding in the basement one day, 11-year-old Christoph found a bunch of old medical textbooks and pulled a volume on the brain, beginning a fascination with the mind’s many mysteries and points of failure.

Christoph considers college the point at which he “traded up” in life – Zephaniah Mann University is where he cut contact with his mother and stepfamily, and where he met his best friend, Hedy.

Christoph and Hedy rapidly partnered up – she helps him formulate new drugs, he helps her assess her designs’ safety, and in ’73 they got married for tax benefits (and other reasons, none of them romantic).

Christoph had long since forged every single piece of legal identification to correct his gender, so their courthouse wedding went off without a hitch – hardly the most hazardous thing he’s done, considering he also brews his own hormones and performed his own top surgery.

He submitted a paper on the self-surgery experience to several medical journals but none of them believed him.

Despite his many wild and widely-known theories on abnormal and para-psychology, Christoph received his Bachelor’s with flying colors and has continued on to ZMU’s medical program with a focus on psychiatry and neurology.

His personal biochemistry studies sparked an interest in the potential medical uses of Australium, leading him to drunkenly dare Hedy to get him enough for proper experimentation – a dare that would lead her to revolutionize nuclear physics and get them and several others kidnapped.

Medic was initially quite skeptical of Christoph, and vice-versa, but once their many mutual interests and disdain for their ex-family were established, they quickly bonded as Queer Men of Mad Medicine.

Medic’s doves love him. He tolerates them (he loves them).

Between new dad Medic, new father-in-law Engineer, new basically-stepdad Heavy, new basically-aunt Zhanna, and new basically-stepbrother Patrick, Christoph somehow manages to take the sudden influx of relatives in stride.

His favorite pastime on base is psychoanalyzing the mercs – oh, the case studies he could write. He also regularly volunteers to babysit the twins to run twin-telepathy studies on them.

After the OHM incident wraps up, Christoph completes med school and residency to become a certified psychiatrist – though finding places that will hire him is a challenge. (At one point some MKUltra holdouts attempt to recruit him, but he turns them down – their methods are far too primitive).

Medic, Heavy, and the rest gladly fill his stepfamily’s spot in Christoph’s life – he’ll rarely admit it, but he didn’t realize how much he missed that kind of support.

On his 50th birthday, Hedy (still his wife of 27 years) invites him to join her at Team Fortress International, where he can practice freely and they can work together again. He accepts, signing on as the Shrink.

Next up – a Brooklynite brawler and angsty adolescent…

TF2K Master Post

[sarkariresultdude]

Meeting Healthcare Demands: Evaluating the Outcomes of Doctor Recruitment 2024

 Recruiting certified doctors is a vital enterprise for any healthcare institution because it immediately influences the quality of affected person care, the organization’s recognition, and its operational efficiency. This file provides information on the effects of the current medical doctor recruitment force, highlights key metrics, describes the demanding situations confronted, and provides tips for destiny recruitment strategies.

Doctor Recruitment Result 

Overview of the Recruitment Process

The recruitment drive was initiated to fill 20 vacancies throughout a couple of specialties, together with popular remedy, pediatrics, surgical operation, and obstetrics. The procedure spanned three months and worried a multi-step choice manner:

Job Posting and Outreach: Positions have been marketed through nationwide and regional scientific forums, social media systems, healthcare task portals, and college networks.

Screening Applications: A committee reviewed over 400 programs to ensure applicants met the qualifications and experience criteria.

Interviews and Skill Assessments: 80 shortlisted applicants underwent technical interviews, position-play situations, and patient care simulations.

Offer Negotiation and Onboarding: Successful candidates were presented with contracts tailored to their experience and negotiated phrases inclusive of relocation benefits and continuing education allowances.

Recruitment Outcomes

Candidate Metrics

Applications Received: 412

Eligible Applications: 350 (eighty five%)

Interviewed Candidates: eighty

Offers Extended: 22

Offers Accepted: 18

The recruitment power did a ninety% fill price, with most vacancies in standard remedy and surgical treatment correctly closed. However, some specialized roles in neonatology and oncology remained unfilled due to a scarcity of qualified applicants.

 Candidate Demographics

Gender Distribution: 60% male, forty% woman

Experience Levels:

forty% had 5–10 years of revel in.

35% had been early-career professionals (2–five years).

25% had more than 10 years of enjoy.

Geographic Reach: 70% of decided-on candidates have been home, even as 30% were international hires, by and large from neighboring countries with similar healthcare systems.

Time to Hire

The common time to close a vacancy changed into 45 days, aligning with industry benchmarks. However, specialized roles took longer, averaging 60–75 days.

Key Achievements

 Enhanced Candidate Quality

Through focused outreach and rigorous screening, the great of hires stepped forward compared to preceding recruitment cycles. Most candidates demonstrated superior medical talents and a robust alignment with the group's patient-centric values.

Improved Diversity

Efforts to attain a much broader candidate pool caused more gender and geographic variety amongst recruits, enriching the workforce’s cultural competence and ability to serve diverse affected person populations.

Streamlined Process

Investments in an applicant tracking machine (ATS) decreased administrative workload and stepped forward conversation with applicants, ensuring a smoother recruitment revel.

Challenges Encountered

Shortage of Specialists

Despite widespread outreach, sure specialties—in particular neonatology, oncology, and anesthesiology—noticed fewer programs. This reflects broader tendencies inside the global healthcare exertions marketplace, in which the call for specialists outpaces supply.

Relocation Barriers

International candidates referred to challenges inclusive of visa processing delays, high relocation fees, and problems in securing housing, which affected their choice-making.

Competition from Other Institutions

Highly certified candidates often had multiple gives, main to a few drop-offs throughout the negotiation level. Salary competitiveness and blessings packages emerged as key differentiators.

Candidate Attrition

Four candidates prevalent however later withdrew, citing a circle of relatives' commitments or counteroffers from cutting-edge employers. This attrition impacted the final fill charge.

Lessons Learned

 Importance of Employer Branding

Candidates an increasing number of prioritized establishments with a robust popularity for professional improvement, paintings-lifestyles balance, and innovation in patient care. Strengthening the corporation’s employer brand might be crucial in attracting pinnacle talent.

 Need for Specialized Recruitment Strategies

The shortages in positive specialties underscore the want for tailor-made methods, which include partnerships with educational establishments, targeted international recruitment campaigns, and offering specialized training fellowships.

 Enhancing Candidate Experience

Feedback highlighted the need to in addition enhance the candidate revel in, mainly in the course of the onboarding technique. A clearer communique about timelines and expectations can help lessen uncertainties.

Recommendations for Future Recruitment

 Expand Outreach Efforts

Partner with medical schools, residency applications, and expert institutions to discover early-career skills.

Increase engagement with global scientific graduates (IMGs) through streamlined visa sponsorship packages.

Competitive Compensation Packages

Conduct everyday benchmarking to make sure salaries and advantages align with market requirements.

Introduce flexible work arrangements and further perks, including housing allowances or loan forgiveness programs.

 Invest in Training and Upskilling

Develop in-residence education packages to upskill medical doctors in excessive-demand specialties, creating a pipeline of talent to address destiny shortages.

 Leverage Technology

Adopt advanced analytics to become aware of trends in candidate conduct and possibilities, enabling extra-targeted recruitment strategies. Use AI-pushed equipment for initial screening to reduce time-to-hire further.

Strengthen Retention Strategies

Establish mentorship packages to help new hires, mainly global recruits.

Regularly investigate worker pride to address potential retention dangers proactively.

[good-beanswrites]

A Shidou + Dance drabble for anon, thank you for the request! It still has genuine headcanons/characterization, but I definitely went a slightly sillier route (kinda channeling minigram vibes at points...)

“I am not doing that.”

Shidou was always very polite, very calm in the face of any high-energy circumstances, whether it was a medical emergency or a raving party. The situation wasn’t quite either of those, but still he maintained his composure as the prisoners beckoned him forward. 

Yuno had cleared away some of the common room tables so she could teach Haruka a dance she’d seen online. His performance had attracted Muu, and their giggles had tempted Mahiru, whose dedication in her wheelchair involved Mikoto, whose teasing had recruited Fuuta, whose yelling had dragged in Kazui, and their spectacle had created an audience of the others. 

“Aw, it’s easy,” Yuno was telling him, “just a few simple moves. I’m not asking you to pirouette or anything.”

Through his polite smile, he internally cursed Kazui for joining in; now he couldn’t use the excuse that he was too old for such nonsense.

Not that dancing itself was the issue. Shidou prided himself in being very good at the art: he knew several steps and moves, and had never been known to pinch his partner’s toes. He and his wife had received much praise for their dancing at their wedding. Before his work kept him out through the nights, she had talked him into a few midnight waltzes in their kitchen. He’d help his daughter twirl when she was feeling like a ballerina, and would sway with his son to the same music. 

But this amalgamation of hand gestures and hip swaying wasn’t quite the same to him.

He opened his mouth to decline, but a small stare in the corner gave him pause. Amane was watching the scene with feigned disinterest. She watched Shidou for his answer. All week he’d been encouraging her to involve herself with others more, telling her of all the benefits to her mental health. If he wanted even the slightest chance of her taking him seriously, he only had one choice. 

“I… will do my best.”

“Great!”

Before he had a moment to second guess the decision, Yuno grabbed his arms and yanked him into the circle. His eyes flashed around the group, quickly calculating the moves in order to follow along. Swing your arms this way, wag your finger that way, raise both hands, turn your body around, and so on. It was fairly repetitive. He had it down in no time. 

Or so he thought. Mikoto snickered at him.

“What?”

“You look stiffer than a board. You’re supposed to loosen up, man.”

“I am loose,” he said, his limbs perfectly rigid as he moved them with the music.

Mikoto did the little turn, putting a bunch of extra movement into it. It was uplifting to see him enjoying himself. Ever since he’d left the smoking group, Shidou had been worried about his state of mind. “Not even close. You’re doing even worse than Fuuta, somehow.”

“Hey!”

 Mahiru swung her arms to the music. “I think he’s doing very well!”

Yuno was dancing circles around them -- literally and figuratively -- and she seemed to agree with Mikoto.

“Come on, you can relax here! Warden isn’t even around.” She swung her hips in fluid motions. “Let me see some rhythm!”

Shidou joined them for claps in sync with the beat, which he thought demonstrated his rhythm perfectly fine, but she kept prodding. 

Finally, he set his jaw. He wasn’t the type of man to get embarrassed. He could care less for appearances. Even if he was that type of person, he’d have reason to agree -- Kazui was completely showing him up. 

Though his movements were certainly ridiculous and clumsy compared to the others’, he tried to shift his shoulders and legs in similar motions. It earned him some celebration and some laughs from the others. He bent his knees, trying to put his whole body into the silly steps. 

He followed Yuno’s example, letting out a chuckle as he danced more ridiculously than he believed he ever had.

The song picked up, and Shidou turned triumphantly to where Amane sat in the corner. This would be a big step, showing her he was willing to put himself out there for the group. Maybe it would even convince her to come and join the dancers, now that she saw --

Her chair was empty. She had left.

[emirates23]

Exploring Nursing Opportunities Abroad: Top Countries for Indian Nurses

Nursing is one of the most in-demand jobs inside and outside India. A profession that is in most demand in GCC countries for Indians is the nursing job. For Indian nurses, who are looking to broaden their horizons, many countries are waiting with promising career opportunities. If you are a skilled nurse and have multilingual capabilities then wide opportunities will be there. The overseas opportunities will give you high pay as well as a high-standard working environment. The respect for nurses outside India is much higher than inside India. Nurses are being recruited through top nursing consultancy in Kerala and here is a list of the top countries that offer promising careers.  

Five top countries that offer promising nursing career

United Arab Emirates: Dubai which is an opulent city right due to cultural and development richness hires nurses from India. A large part of nurses who work in Dubai are Indian and they a decent pay but not much higher than European and American countries. But the most attractive feature of Dubai is that the nurses can take their entire income to their homeland since there are no taxes. In Dubai, there are many world-class hospitals, medical centers, and clinics that offer good employment prospects for Indian and other nationalities. 

Saudi Arabia: In Saudi Arabia, there are a plethora of job opportunities for nurses in both the private and Government sectors. They offer good pay, accommodation facilities and also travel allowances. Saudi Arabia is one of the largest nations in GCC countries and also the pilgrimage place for Muslims, the demand for medical facilities is very high. The demand for trained professionals especially from India is of high demand in Saudi. However, finding the right opportunity is a bit challenging since there is a high scam in the field of recruitment. 

Canada: Canada is a country that offers a healthcare system with the highest standard. This country is facing staff shortages and is now actively recruiting nurses worldwide. The high-quality life and the welcoming stances towards immigrants make Canada an excellent choice for nurses. The medical facilities and education are completely free for immigrants. 

Australia: Australia's flourishing healthcare industry and stunning landscapes attract nurses worldwide. With modern facilities and advanced technology, nurses can work efficiently. During leisure time, they can explore the country's picturesque natural environment. Competitive salaries and excellent benefits make it a lucrative career option. To work as a nurse in Australia, one must register with the AHPRA (Australian Health Practitioner Regulation Agency) and pass English language proficiency tests.

United States of America (USA): The USA boasts a robust healthcare system with a significant demand for skilled nurses across various specialties. Indian nurses aspiring to work in the USA can pursue opportunities through programs like the H-1B visa for skilled workers or the EB-3 visa for professionals with tertiary education. Opportunities exist in hospitals, clinics, long-term care facilities, and community health settings throughout the country.

United Kingdom (UK): With its National Health Service (NHS), the UK offers extensive opportunities for Indian nurses to work in both public and private healthcare sectors. The UK's Nursing and Midwifery Council (NMC) oversees the registration process for international nurses, which includes passing the Occupational English Test (OET) or International English Language Testing System (IELTS) and meeting other requirements. Work settings range from hospitals and nursing homes to community healthcare centers.

Conclusion

If you are planning for an overseas nursing job, first research the rules and regulations for immigrants. Based on it decide which country is most suitable for you. There will be medical tests, mandatory examinations, and other verifications for each country. It is better to connect with any nursing consultancy in Kerala before you plan to move, they will guide you through the process and also provide you with data regarding the recruitment.

[religion-is-a-mental-illness]

By: Eric W. Dolan

Published: Mar 2, 2024

Research suggesting men are superior to women in certain aspects is often viewed less favorably than research showing the opposite. But why? A recent study examined this issue, finding evidence that perceived harm to women is a key factor driving negative reactions to male-favoring findings. The new study has been published in the International Journal of Psychology.

“For the last few years, my lab has been studying how people react to research on sex differences,” said study author Steve Stewart-Williams (@SteveStuWill), a professor of psychology at the University of Nottingham Malaysia.

“A very consistent finding is that people react less positively to research that puts men rather than women in a better light. For example, people see fictitious research showing that men are better at drawing, more honest, or smarter than women as lower in quality than otherwise-identical fictitious research showing the reverse.”

“We wanted to know why. Our hypothesis was that a key contributor is that people see male-favoring research as more harmful to women than female-favoring research is to men. Our new paper describes an experiment we conducted to test this hypothesis.”

To conduct this exploration, the researchers recruited 433 participants through Prolific.com, an online platform known for facilitating academic research. These participants were a mix of 214 men and 219 women, ranging in age from 18 to 75 years, with a substantial majority hailing from the United Kingdom (82.4%) and the United States (14.1%).

After providing demographic information, participants were introduced to the study’s context through a preamble embedded in the introduction. This preamble was crucial, as it was designed to prime participants with a certain perspective on sex-differences research by highlighting either its potential benefits or drawbacks.

The benefits perspective was encapsulated in a quote emphasizing the risk to women’s health from ignoring sex differences in brain responses to drugs. Conversely, the drawbacks perspective featured a quote suggesting that emphasizing distinct male and female brains could exaggerate sex differences and discourage gender equality in fields like science.

Following this preamble, participants were presented with one of four versions of a popular-science article summarizing the findings of a fictional study on sex differences in intelligence. This fictional study was carefully crafted to appear legitimate, with summaries claiming either that women are more intelligent than men or vice versa.

To further manipulate the experimental conditions, the study was purported to be led by either a male or a female researcher, with names and photographs selected to avoid confounding factors related to the researchers’ perceived traits other than sex.

“As with our previous studies, we showed participants bogus research finding either a male-favoring or a female-favoring sex difference, then quizzed them about their reactions to the research,” Stewart-Williams explained. “The twist, however, was that before doing this, we surreptitiously exposed them to either a statement about how research on sex differences can be harmful to women (by reinforcing harmful stereotypes) or a statement about how it can be helpful to women (by making medical interventions safer for them).”

In line with previous findings, Stewart-Williams and his colleagues observed a general aversion to male-favoring research findings. Participants rated research that purported to show males as more intelligent than females less positively than research suggesting the opposite.

Interestingly, the sex of the participant did not significantly alter the strength of this aversion. Both men and women exhibited similar levels of negative reactions to male-favoring findings, challenging the notion that gender-ingroup bias (a preference for one’s own gender) plays a major role in these reactions.

The study also investigated the role of the fictional lead researcher’s sex in shaping reactions to the research. Here, a subtle but intriguing pattern emerged: participants reacted slightly less positively to male-led research, particularly when the findings favored males. This effect was more pronounced among male participants, suggesting that the credibility or acceptability of male-favoring findings may be somewhat contingent on the perceived gender neutrality of the researcher presenting those findings.

Another significant aspect of the study was the experimental manipulation of participants’ pre-existing attitudes towards sex-differences research through the preliminary passage they read. Those exposed to a passage highlighting the potential drawbacks of sex-differences research reacted more negatively to the fictitious findings than those who read about its potential benefits. This was especially true for female participants in the context of male-favoring research, reinforcing the idea that concerns about harm to women underpin much of the aversion to such findings.

“As predicted, participants in the ‘harmful’ condition had a stronger negative reaction to the male-favoring findings than those in the ‘helpful’ condition,” Stewart-Williams told PsyPost. “This suggests that perceived harm to women is an important driver of the aversion to male-favoring findings.”

Collectively, these findings support the notion that perceptions of harm and protective attitudes towards women play a crucial role in shaping reactions to sex-differences research. This suggests a genuine concern for the potential societal impact of male-favoring research, particularly in terms of reinforcing harmful stereotypes or undermining efforts towards gender equality.

“The male-favoring aversion comes from a good place: People want to protect women,” Stewart-Williams said. “But the fact that it comes from a good place doesn’t necessarily mean that its effects are good. I always tell students that to improve the world, we need accurate knowledge about the world. Sometimes, that knowledge might be a bit of a downer. But if we want to craft successful interventions and policy, we’re better off knowing than not knowing.”

“I’ll give you a concrete example. On average, girls and women do slightly worse than boys and men on most tests of spatial ability. That’s not good news. But because we spotted this difference, psychologists were able to develop interventions that boost people’s spatial abilities. If we’d suppressed the findings to spare people’s feelings, we wouldn’t have those interventions.”

“And of course, the same applies in reverse in areas where boys and men do worse than girls and women – in verbal abilities, for instance,” Stewart-Williams noted.

The study controlled for important factors that could influence the results, such as political correctness or social desirability bias. However, the research is not without its limitations. The generalizability of the findings across different cultures and among experts and policymakers remains to be tested. Furthermore, the study’s reliance on fictitious research summaries and preambles introduces a level of artificiality that might not fully capture the complexities of real-world reactions to sex-differences research.

“One caveat is that the study involved self-report measures, and that it’s possible that people’s responses were distorted by the desire to present themselves in a socially desirable light or by a tendency to give ‘politically correct’ answers,” Stewart-Williams explained.

“To try to control for this, we measured social desirability bias and proneness to political correctness, then reran our analyses while statistically controlling for these variables. The results were exactly the same, boosting our confidence that our findings are real. Still, it would be great if we could test the hypothesis in other ways – ways that don’t involve self-report measures.”

Despite these limitations, the study’s implications are profound, suggesting that societal and individual biases can significantly shape our reactions to scientific research, especially on contentious topics like sex differences. This bias could potentially influence the peer review process, funding decisions, and the broader scientific discourse.

“I’d just like to give a shout-out to my excellent co-authors: Dr. Christine Leong, Shania Seto, Dr. Andrew Thomas, and – first and foremost – my PhD student Xiu Ling Wong,” Stewart-Williams added. “It’s been a fun project, and I couldn’t have done it without them!”

The study, “The harm hypothesis: How perceived harm to women shapes reactions to research on sex differences,” was published January 3, 2024.

[dreaminginthedeepsouth]

Measuring Israel by the Just-War Yardstick

Traditional just-war analysis weighs decisively against Israel; this is why pro-Netanyahu advocates would strongly prefer not to engage or discuss any of the just-war criteria. But Walter Dorn does: "the enormous loss of Palestinian lives will most likely create intergenerational rage against Israel and catalyze recruitment for extremist groups. Even if Hamas is effectively disarmed and loses control of Gaza, more extremist groups are likely to spring up. Further, there is a great risk of a wider war, with fire already being exchanged over Israel’s borders with Lebanon and Syria, and escalating violence in the West Bank. Damage to Israel’s foreign relations is also likely: the suspension of peace talks with Saudi Arabia and possible withdrawals from the Abraham Accords, which Israel recently signed with certain Arab states with the goal of normalizing relations. So the downside of Israel’s war outweighs any benefit.

The criterion of last resort is key to all just-war considerations. Force should be used only when all other means have failed or would be clearly ineffective. Israel sees no other way to neutralize Hamas and rescue the hostages. But it has forsworn direct negotiations out of hand, and it is not considering a peace process for Gaza. Mr. Netanyahu has dismissed Hamas’s proposed deals for the release of hostages. He has said that he does not want to negotiate with Hamas, though we know that negotiation with adversaries, however distasteful, has often proven successful.

Proportionality of means is an important principle to uphold during fighting. Civilian casualties and damage in Gaza have been far in excess of any military advantage gained by Israel and thus not proportionate. Demanding the almost immediate evacuation of half the population of over two million to the southern part of the Gaza Strip is unrealistic, especially as corridors of travel are extremely hazardous. Israel has attacked Gaza, including the southern part, with ferocity. The death toll of many thousands is climbing alarmingly. Noncombatant distinction is another major criterion for a just war. Civilians should not be targeted. Israel can rightly claim that its ground invasion helps Israeli forces better distinguish Hamas fighters from civilians. Israel accepts the risk of sending in soldiers instead of carpet bombing to destroy Hamas. Furthermore, the extensive labyrinth of tunnels underground, probably holding hostages, need to be cordoned off and searched. But engaging in urban warfare is exceedingly difficult and leads to soldiers killing civilians, especially as Hamas fighters hide among the population. The ethics of using force to overcome the use of human shields is debated among international human rights lawyers, but any future trials of both Israeli and Hamas fighters can examine each specific situation.

In any case, a law-abiding combatant must find ways to reduce civilian casualties to a bare minimum. Israel claims it is not deliberately targeting civilians, but this is hard to reconcile with the extreme level of death and destruction in the first month of its response, including bombings that destroy entire apartment buildings. Furthermore, significant human suffering has resulted from shortages in electricity, water, food, fuel and medical supplies in Gaza because of Israel’s blockade. Humanitarian aid has been stifled for weeks. A U.N. agency said that more than 100 of its employees have been killed and at least one U.N. school has been bombed.

Just-war theory reinforces the human instinct to not only preserve human life but also lament its loss, and to try to find solutions. Israel’s conduct will be judged not only by theorists but by the nations and peoples of the world as well. It will also help determine Israel’s place in history. Hopefully, that prospect will turn the Israeli government toward peace, and solutions other than war."

By A. Walter Dorn

Dr. Dorn is a professor of defense studies at the Royal Military College of Canada in Kingston, Ontario, and the Canadian Forces College in Toronto.

New York Times

[sofiasmartleai]

Revolutionizing Business Communication: The Power of AI Chatbot Development

Artificial Intelligence (AI) is reshaping how businesses connect with their customers and manage internal processes. Among the most impactful AI innovations are AI chatbots, which have become essential tools for simplifying communication, enhancing customer support, and delivering customized experiences. With advanced AI chat assistance, businesses can automate tasks, maintain continuous availability, and cultivate deeper engagement.

This article explores the nuances of AI chatbot development, detailing its benefits, applications, best practices, and the trends influencing its evolution. For organizations considering AI chat solutions, this guide offers key insights to guide your strategy.

Understanding AI Chatbots

An AI chatbot is an intelligent virtual assistant powered by artificial intelligence, designed to engage in meaningful conversations with users. Unlike traditional bots that follow rigid scripts, AI chatbots utilize Natural Language Processing (NLP) and machine learning to interpret context, deliver dynamic responses, and adapt to user interactions over time.

Core Features of AI Chatbots:

Contextual Awareness: AI chat solutions grasp user intent and adapt responses based on nuanced conversation dynamics.

Adaptive Learning: By analyzing past interactions, chatbots continuously refine their responses and improve performance.

System Integration: AI chatbots seamlessly connect with CRMs, ERPs, and other business tools to provide accurate and relevant information.

Round-the-Clock Availability: These systems operate 24/7, ensuring uninterrupted service to users.

Why AI Chatbots Are Indispensable for Businesses

1. Enhanced Customer Experiences

AI chatbots provide quick, accurate responses to queries, creating personalized experiences that build trust and engagement.

2. Increased Efficiency

By automating repetitive tasks, AI chatbots free up valuable human resources for more complex and strategic work.

3. Cost Savings

AI chat systems reduce operational costs by minimizing the need for large-scale customer service teams while maintaining service quality.

4. Effortless Scalability

These solutions easily handle growing user demands, ensuring consistent performance even during peak times.

5. Actionable Insights

AI chatbots collect and analyze user interaction data, enabling businesses to fine-tune their services and strategies.

AI Chatbot Applications Across Industries

AI chatbots are highly versatile, adapting to various use cases and industries. Here are some key applications:

1. Customer Support

AI chatbots address user queries efficiently, resolve complaints, and escalate complex cases to human agents when necessary.

2. E-commerce

In the retail space, chatbots assist with product recommendations, streamline checkout processes, and handle post-purchase support like returns or tracking.

3. Healthcare

AI chat solutions in healthcare enable appointment scheduling, symptom checking, and access to credible medical information while maintaining privacy.

4. HR and Recruitment

Chatbots streamline recruitment processes by screening candidates, answering job-related queries, and scheduling interviews.

5. Banking and Finance

Financial institutions use chatbots to provide balance inquiries, manage accounts, and offer personalized investment advice.

The Development Process for AI Chatbots

Developing an AI chatbot requires strategic planning and execution to meet business objectives and user expectations. Here are the steps to follow:

1. Set Clear Objectives

Define the purpose of the chatbot, whether it’s for customer engagement, lead generation, or internal operations. This shapes its design and functionality.

2. Choose the Right Tools

Select the most suitable platforms and frameworks, such as Dialogflow, IBM Watson, or Microsoft Bot Framework, based on your needs.

3. Design Conversational Flows

Plan out the chatbot’s conversational structure, including user intents, possible queries, and corresponding responses for a smooth interaction experience.

4. Leverage NLP and Machine Learning

Incorporate NLP to process natural language inputs and enable machine learning to enhance the chatbot’s performance over time.

5. Integrate with Systems

Connect the chatbot with existing systems like CRMs and data repositories to provide accurate, context-aware responses.

6. Test and Optimize

Conduct rigorous testing to identify and address bugs or inconsistencies. Continuously refine the chatbot based on feedback and performance analytics.

Best Practices for AI Chatbot Development

1. Focus on User Experience

Ensure the chatbot is intuitive and conversational, providing clear and helpful responses that meet user expectations.

2. Enable Personalization

Use AI to tailor responses to individual users, remembering preferences and past interactions to foster stronger connections.

3. Incorporate Human Oversight

Allow the chatbot to seamlessly transfer complex queries to human agents to ensure quality and reliability.

4. Commit to Regular Updates

Continuously train the chatbot with updated data to handle emerging user needs and scenarios effectively.

5. Monitor and Measure Performance

Track key metrics, such as resolution times and user satisfaction rates, to identify areas for improvement.

Emerging Trends in AI Chatbot Technology

AI chatbot development continues to evolve, with new advancements shaping its future. Here are some key trends:

1. Voice-Activated Chatbots

Voice integration enables hands-free, natural interactions, particularly useful in virtual assistants and smart devices.

2. Emotionally Aware Chatbots

Future AI systems will detect user sentiment and adapt responses for more empathetic and context-sensitive conversations.

3. Multilingual Capabilities

AI chat systems with real-time multilingual support will better cater to global audiences.

4. Hyper-Personalization

By analyzing big data, chatbots will deliver ultra-personalized interactions tailored to individual preferences and behaviors.

5. Integration with IoT

AI chatbots will integrate seamlessly with IoT devices, enabling users to control smart systems through simple commands.

Conclusion

AI chatbots are redefining how businesses engage with customers and manage operations. With their ability to provide intelligent, scalable, and secure solutions, AI chat assistance has become a cornerstone for modern enterprises.

Whether you’re a small business looking to improve customer interactions or a large organization seeking efficiency, investing in AI chatbot technology is a strategic move with transformative potential. By following best practices and leveraging emerging trends, your business can harness the full power of this innovative tool.

Ready to revolutionize your communication with cutting-edge AI chat solutions? Let’s develop smarter, scalable, and secure chatbots tailored to your unique needs.

[covid-safer-hotties]

As a student of the liberal arts, I am a sucker for a good qualitative study. This is a good one, and an excellent read for those who may not be so science-savvy.

Reference archived on our website (Updates Daily!)

Abstract

Background

Exploring the experiences of Long COVID patients who face challenges with employment may inform improvements in how healthcare systems can provide holistic care for this patient population.

Objective

Understand perspectives about the impact of Long COVID on employment and well-being among patients seeking healthcare for Long COVID.

Design

Qualitative study involving one-on-one interviews.

Participants

Eligible participants were 18 years of age or older, spoke English, self-reported as doing well in daily life before having COVID-19, and reported that COVID-19 was still having a significant impact on their life three or more months following an acute infection.

Approach

Participants were recruited from a post-COVID recovery clinic at an academic medical center. Interviews were conducted from August to September 2022.

Key Results

Among all participants (N = 21), most described that they were not able to work at a capacity equivalent to their norm pre-COVID-19. For those who continued working after their COVID-19 infection, the effort and energy required for work left little capacity to participate in other life activities and made it difficult to attend recommended healthcare appointments. Participants reported financial impacts of changes in employment including loss of income and changes in insurance, which were compounded by high healthcare costs. Changes in employment resulted in emotional repercussions including feelings of loss of self-identity and fear of judgement at work. Participants discussed issues surrounding access to strategies to address challenges posed by the impact of Long COVID on employment, including strategies learned from healthcare providers to cope with Long COVID symptoms at work and efforts to seek disability benefits or workplace accommodations.

Conclusions

Patients with Long COVID may face significant challenges due to changes in their ability to work. Healthcare providers can support these patients by connecting them to financial assistance resources, facilitating appropriate mental health treatment, and expediting workplace accommodation requests.

[9jaboizgistworld-blog]

How to Get UK Healthcare Assistant Jobs with Visa Sponsorship

How to Get UK Healthcare Assistant Jobs with Visa Sponsorship: Are you ready to take the next big step in your career and life? Imagine living in the UK, working in a rewarding healthcare role, and having the chance to grow both professionally and personally—all while receiving the support you need to make it happen. Well, guess what? That dream can become a reality, and I’m here to show you exactly how! In this guide, I’ll take you through everything you need to know about securing a Healthcare Assistant job in the UK, with visa sponsorship to help you get there. From understanding the role and responsibilities to knowing how to get a sponsor, to navigating the visa process, I’ll walk you through each step. You’ll also discover how much you can expect to earn, the benefits you’ll receive, and how to make your application stand out. Don’t let the idea of moving to another country seem intimidating! This guide is designed to be a clear, easy-to-follow roadmap for beginners—no prior knowledge is needed. You’ll leave with all the tools and information you need to make your move to the UK a reality. So, don’t go anywhere! Keep reading, and let’s turn that dream job into a dream come true. By the end of this article, you’ll be ready to take the next step toward a fulfilling career in the UK! Let’s go.

What is a Healthcare Assistant (HCA) Role?

A healthcare assistant (HCA) is crucial in hospitals, care homes, or community health settings. They work alongside nurses, doctors, and other healthcare professionals to provide care and support for patients. Think of it like this: If nurses are superheroes, healthcare assistants are their trusty sidekicks—they handle vital tasks to ensure patients are comfortable and well taken care of. Why is this job in demand? The demand for healthcare professionals in the UK is on the rise. With an aging population and an increasing need for healthcare services, there’s a growing shortage of healthcare workers. According to the latest NHS workforce data, there are nearly 160,000 vacancies in the healthcare sector. This includes everything from nursing assistants to healthcare assistants like you, making it an excellent time to consider working in the UK. Why is this job great for international workers? - The UK is facing a shortage of healthcare workers. - The government actively supports international recruitment for this role. - You can start your career without needing advanced medical qualifications. So, if you’re ready to step into a meaningful and rewarding job, here’s where to start!

Key Responsibilities of a Healthcare Assistant

If you’re wondering, "What exactly will I do as an HCA?" here’s a breakdown of your daily responsibilities: - Personal Care: Helping patients with bathing, dressing, feeding, and toileting. - Monitoring Vital Signs: Checking blood pressure, temperature, heart rate, and weight. - Mobility Support: Assisting patients in moving around, getting out of bed, or using mobility aids. - Emotional Support: Talking with patients, keeping them company, and offering reassurance. - Household Duties: Helping with meal preparation, cleaning, or laundry for patients in care homes or at home. - Medical Assistance: Supporting nurses with tasks like wound care, administering medications (with training), and taking samples. Example Day as an HCA: - 7:00 AM: Help patients get out of bed and eat breakfast. - 10:00 AM: Check their vital signs and note changes in condition. - Noon: Assist with lunchtime meals. - 2:00 PM: Spend time chatting with patients or helping them exercise. - 4:00 PM: Support nurses with medical tasks, like prepping equipment or cleaning rooms. It’s a busy but rewarding role—you’ll make a huge impact every single day!

Skills and Qualifications You Need

Don’t worry—you don’t need to be a doctor or nurse to get started! Here’s what you do need: Essential Skills - Compassion: A caring attitude is everything in this role. - Communication: You’ll need to talk and listen to patients, families, and staff. - Patience: Working with people who need support can take time. - Physical Stamina: You’ll be on your feet for most of the day. - Teamwork: You’ll work closely with nurses, doctors, and other professionals. Qualifications - No formal medical degree is needed, but some experience in healthcare or caregiving helps. - Basic GCSE-level education (or equivalent). - Completing the Care Certificate in the UK is often required after you start. Bonus Qualifications If you want to stand out: - CPR or First Aid Certification - Healthcare-related diplomas or short courses - Experience in caregiving, even informally (e.g., caring for family members) Tip: Even if you have zero experience, don’t worry! Many UK employers provide full training for new HCAs.

Step-by-Step Guide to Getting a Healthcare Assistant Job in the UK with Visa Sponsorship

Alright, here comes the practical stuff—how to actually land the job. Step 1: Research UK Visa Requirements The first thing to understand is the Health and Care Worker Visa. This visa allows international workers to take eligible healthcare jobs in the UK. Basic Requirements for the Visa: - A confirmed job offer from a licensed UK employer (called a sponsor). - An English language certification, like IELTS (usually a score of 4.0 or above). - A valid passport and proof of funds to support yourself. - Criminal record checks and health checks. Step 2: Find Employers Offering Visa Sponsorship Not every employer can sponsor visas, so you’ll need to target the right ones. Here’s where to look: - NHS Jobs Website: (jobs.nhs.uk) - Job Portals: Websites like Indeed UK, TotalJobs, and Reed often list HCA roles with sponsorship. - Recruitment Agencies: Agencies like Hays Healthcare and Your World Healthcare specialize in placing international workers. Step 3: Prepare a Winning Resume and Application - Tailor your resume to highlight your caregiving experience (paid or unpaid). - Include soft skills like communication and compassion. - Write a short cover letter explaining why you want to work as an HCA in the UK. Pro Tip: If you don’t know where to start, use free resume templates online to get going. Step 4: Ace the Interview Here are a few common HCA interview questions: - Why do you want to work as a healthcare assistant? - Tell us about a time you cared for someone. - How would you deal with a difficult patient? Practice your answers in advance, and don’t forget to smile—they’re looking for someone kind and approachable! Step 5: Secure Your Visa and Relocate Once you get the job offer, your employer will help you with the visa sponsorship paperwork. Then it’s time to book your flight and start your new life!

How Much Does a Healthcare Assistant Earn in the UK?

The salary for HCAs varies depending on location and employer, but here’s a general idea: - Starting Salary: £20,000 to £24,000 per year. - Experienced HCAs: Up to £27,000 per year. - Overtime/Benefits: Many HCAs earn extra through overtime and night shifts. Fun Fact: Working for the NHS also gives you access to perks like a pension plan, paid holidays, and discounts at retailers!

Challenges and Considerations for Healthcare Assistants Seeking UK Visa Sponsorship

Securing a UK visa as a healthcare assistant offers promising career opportunities but also presents several challenges and considerations. Understanding these aspects is crucial for a successful application and a smooth transition into the UK healthcare system. 1. Eligibility Criteria and Job Offer To qualify for a Health and Care Worker visa, applicants must: - Job Offer: Obtain a confirmed job offer from an approved UK employer, such as the NHS, an NHS supplier, or an organization providing adult social care. GOV.UK - Certificate of Sponsorship: Receive a certificate from the employer detailing the role and confirming sponsorship. - Salary Threshold: Meet the minimum salary requirement, which varies based on the occupation and employer. GOV.UK 2. Financial Implications Applicants should be aware of the following financial aspects: - Visa Application Fees: The cost varies depending on the length of stay and the applicant's circumstances. - Immigration Health Surcharge: This fee grants access to the UK's National Health Service (NHS) and is typically paid upfront. - Living Expenses: Budgeting for accommodation, transportation, and daily expenses is essential, especially in cities with a high cost of living. 3. Regulatory Compliance Employers must adhere to specific regulations: - Care Quality Commission (CQC) Registration: In England, only CQC-registered providers can sponsor Health and Care Worker visas. - Sponsor Licence: Employers must hold a valid sponsor licence and comply with Home Office requirements. 4. Potential for Exploitation There have been reports of financial exploitation, where workers pay substantial sums to secure employment, only to find limited or no work upon arrival. 5. Policy Changes and Immigration Rules The UK government periodically updates immigration policies, which can impact visa eligibility and conditions. Recent changes include: - Dependent Family Members: As of March 11, 2024, overseas care workers can no longer bring dependent family members to the UK. - Salary Thresholds: Increases in salary thresholds for skilled worker visas may affect eligibility. 6. Employment Rights and Support Healthcare assistants should be aware of their employment rights: - Employment Rights: Understanding rights related to pay, working hours, and conditions is vital. - Support Services: Access to support services, including legal advice and community groups, can assist in navigating challenges. 7. Long-Term Residency and Career Progression For those considering long-term residency: - Indefinite Leave to Remain (ILR): Eligibility for ILR typically requires continuous residence and employment in the UK for a specified period. - Professional Development: Engaging in continuous professional development can enhance career prospects and job satisfaction.

FAQs: Your Burning Questions Answered About UK Healthcare Assistant Jobs with Visa Sponsorship

How do I get Healthcare Assistant jobs in the UK from Nigeria? To get a Healthcare Assistant job in the UK from Nigeria, start by researching employers that sponsor international workers. Look for job listings on platforms like Indeed, Reed, and TotalJobs that offer visa sponsorship. Once you find a suitable position, apply and wait for a job offer. If you’re selected, the employer will provide you with a Certificate of Sponsorship, which you can use to apply for your Health and Care Worker Visa. Can I work as a Healthcare Assistant in the UK? Yes, you can work as a Healthcare Assistant in the UK if you meet the visa requirements and have a job offer from an approved employer. You’ll need a Health and Care Worker Visa, which allows foreign nationals to work in healthcare roles in the UK. Do I need IELTS to work as a Healthcare Assistant in the UK? If English is not your first language and your previous education wasn’t in English, you’ll likely need to take an English proficiency test like IELTS. However, if you’ve studied in an English-speaking country or the employer can confirm your English skills, you may not need to take the test. Do I need experience to become an HCA? Not necessarily! Many employers offer training for beginners. What visa do I need? The Health and Care Worker Visa is the main visa for this role. Is this job physically demanding? Yes, you’ll be on your feet often, but the work is deeply rewarding. How do I improve my chances of getting hired? Gain some caregiving experience and improve your English skills. What are the requirements for a Care Assistant job in the UK? To qualify for a Care Assistant job in the UK, you generally need a job offer from an approved UK employer, proof of your English proficiency, and a salary that meets the UK’s minimum threshold for healthcare workers (around £20,000 per year). You’ll also need a Certificate of Sponsorship from your employer for your visa application. How much does a Healthcare Assistant earn in the UK? The salary for a Healthcare Assistant in the UK typically ranges from £18,000 to £22,000 per year for entry-level positions. With experience, this can increase to £24,000 - £28,000 annually. Some employers also offer additional benefits, such as paid holidays, health insurance, and pension contributions. How do I get a sponsor for a UK Health and Care Worker visa? To get a sponsor for a UK Health and Care Worker visa, you need to find a job with an employer who is an approved sponsor. Many NHS trusts, private care agencies, and government-run care homes offer visa sponsorship. Once you receive a job offer, the employer will issue you a Certificate of Sponsorship, which is essential for your visa application. How much is the UK Health and Care Worker visa fee in Nigeria? The Health and Care Worker visa application fee typically costs around £232 - £464, depending on your salary and the length of your visa. You’ll also need to pay an additional healthcare surcharge, which is about £624 per year, for access to the UK’s National Health Service. Which care agencies offer visa sponsorship in the UK? Several care agencies in the UK offer visa sponsorship, including NHS Trusts, large private care providers, and local government-run care homes. It’s best to check job boards like Indeed, Reed, and TotalJobs to find listings that specifically offer visa sponsorship. Do I need work experience to apply for Healthcare Assistant jobs in the UK? Not always! While prior experience in caregiving or healthcare is a plus, many entry-level Healthcare Assistant roles in the UK don’t require experience. Employers often provide on-the-job training, especially for applicants with the right attitude and interest in the role. How do I apply for a Healthcare Assistant job with visa sponsorship in the UK? Start by searching for job listings that mention visa sponsorship. Once you find a suitable role, tailor your resume to highlight relevant experience or skills, and submit your application. If you’re offered the job, your employer will issue a Certificate of Sponsorship, which you can use to apply for your Health and Care Worker Visa.

Conclusion

Getting a healthcare assistant job in the UK with visa sponsorship might sound daunting, but trust me—it’s doable. If you’re ready to start your career, follow these steps, put in the effort, and go for it! You’ll gain valuable work experience and enjoy life in a beautiful and diverse country. So, what are you waiting for? Start your journey today—you’ve got this! For a more in-depth understanding and personal experiences related to securing a healthcare assistant role with visa sponsorship in the UK, you might find the following video helpful: https://www.youtube.com/watch?v=NJV_jZTW-yM Read the full article

[ahpmedical]

Residency in Australia Medical: A Guide for Aspiring Doctors

Australia, with its world-class healthcare system and opportunities for medical professionals, has become a sought-after destination for aspiring doctors from around the globe. The country's medical residency programs offer promising pathways for those seeking to develop expertise and advance their careers in healthcare. However, the journey to securing a residency in Australia Medical is not without its challenges. This guide aims to provide a clear understanding of what residency in Australia entails, the process to secure a position, and the benefits of pursuing this career opportunity in one of the world’s most thriving healthcare systems.

Understanding Residency in Australia Medical

Residency in Australia is a critical phase in a doctor’s career, following the completion of a medical degree. It is a period of practical training that allows new medical graduates to work in a supervised clinical setting. During this time, doctors hone their skills, gain hands-on experience, and specialise in various fields of medicine, ultimately preparing them for full medical registration and independent practice.

In Australia, residency is a structured program, with requirements that differ from state to state and between various institutions. Although this post-graduate training is not a formal specialty program (like an internship), it is still essential for gaining full registration with the Medical Board of Australia. It forms the first step toward becoming an independent doctor capable of practising in your chosen field.

The Medical Residency Process in Australia

Becoming a resident doctor in Australia requires navigating several key stages, which include application processes, eligibility criteria, and expectations for performance. Here’s a step-by-step overview of the process.

Step 1: Meeting Eligibility Criteria

Before applying for a residency program in Australia, aspiring doctors must meet certain eligibility criteria. These include:

Medical Qualifications: You must hold a recognised medical degree. International medical graduates (IMGs) will need to ensure that their qualifications are recognised by the Australian Medical Council (AMC).

English Proficiency: If English is not your first language, proof of English proficiency is required through tests like the International English Language Testing System (IELTS) or Occupational English Test (OET).

AMC Examinations: International medical graduates are generally required to pass the AMC exams. The AMC consists of a written multiple-choice exam and a clinical exam to assess your medical knowledge and practical skills.

Visa and Work Rights: If you're an international candidate, you must ensure you meet the visa requirements to work in Australia. The most common visa for medical residency is the Temporary Skill Shortage visa (subclass 482) or the skilled worker visa.

Step 2: Apply for Internship and Residency Programs

Once you meet the eligibility criteria, the next step is to apply for residency positions. In Australia, internship positions are often referred to as "PGY1" (Post Graduate Year 1) positions, and residency is sometimes referred to as "PGY2" or further.

Each Australian state and territory has its own system for offering internship and residency positions. The major application processes include:

State-based Applications: Each state and territory in Australia runs its own internship and residency recruitment program. It is important to understand the specific timelines and requirements for each region, as deadlines can vary.

Centralised Application Systems: Some states use centralised online systems for applications, such as the Medical Internship Application System (MIAS) in New South Wales or the Intern Recruitment System (IRS) in Queensland. These platforms allow you to apply to multiple hospitals within the state in a single submission.

Hospital Selection: Some medical schools or hospitals in Australia may have specific preferences for the number of residency spots available, so securing a place can be competitive. Be sure to research hospitals and medical programs that align with your career goals and training preferences.

Step 3: Complete the Residency Program

Upon being accepted into a residency program, you will be required to undertake a number of tasks, which generally include:

Supervised Clinical Practice: As a resident, you will work under the supervision of senior doctors and consultants, gaining invaluable practical experience in the management of patients, diagnosis, and treatment.

Rotations Across Specialties: Most residency programs in Australia involve rotating across various medical specialties, such as internal medicine, surgery, emergency medicine, and paediatrics. These rotations allow residents to develop a well-rounded understanding of different medical fields.

Ongoing Education: During your residency, you will also be expected to participate in continuous professional development (CPD) activities. These include attending workshops, seminars, and other training to ensure you remain up-to-date with the latest advancements in medical practice.

Evaluation and Feedback: Your performance during the residency will be closely monitored, and you will receive feedback on your skills and competencies. You may also be required to complete exams or assessments to demonstrate your progression.

Step 4: Obtaining Full Registration and Becoming a Specialist

After completing your residency, you can apply for full medical registration with the Medical Board of Australia. This marks the point at which you are able to practice independently in Australia.

At this stage, many doctors choose to specialise further, embarking on advanced training in a specific medical field such as cardiology, surgery, or psychiatry. Specialisation involves additional years of training and exams, but it opens the door to higher-level positions and greater career opportunities.

Benefits of Pursuing Residency in Australia

There are numerous reasons why becoming a resident doctor in Australia is an attractive career option. Here are some of the key benefits:

High Quality of Life

Australia is renowned for its high standard of living, with excellent healthcare, education, and public services. As a medical professional, you will be able to enjoy a good work-life balance, with ample opportunities to explore the country's natural beauty, outdoor lifestyle, and vibrant cities.

Competitive Salary

Australia offers competitive salaries for medical professionals, including those in residency programs. As you progress through your training, your pay increases, and once you become a fully qualified doctor, your earning potential rises significantly. Doctors in Australia enjoy one of the highest-paying healthcare professions globally.

Opportunities for Professional Development

Australia’s healthcare system provides extensive opportunities for professional development. Through a combination of structured residency training, on-the-job learning, and access to cutting-edge medical technology, Australian doctors are equipped with the skills they need to succeed in their medical careers.

Global Recognition

Medical qualifications obtained in Australia are widely recognised around the world. Whether you choose to stay in Australia or return to your home country, having completed a residency in Australia adds significant value to your CV, enhancing your prospects of securing top roles internationally.

Cultural Diversity and Inclusive Work Environment

Australia is one of the most culturally diverse countries in the world. Medical professionals in Australia work in a collaborative environment, often treating patients from various ethnic backgrounds. This provides unique learning opportunities and enhances the overall healthcare experience.

Challenges of Pursuing a Residency in Australia

While there are many benefits to becoming a medical resident in Australia, there are also a few challenges to consider. One of the main challenges is the competitive nature of the residency application process. With many aspiring doctors vying for limited spots, it is essential to have a strong application and demonstrate both clinical competency and personal qualities that align with the healthcare sector’s values.

Additionally, international medical graduates may face additional hurdles, such as passing the AMC exams and meeting visa requirements. However, with perseverance and a clear understanding of the requirements, these challenges can be overcome.

Conclusion

Residency in Australia presents an exceptional opportunity for aspiring doctors, combining professional development, a high standard of living, and the chance to contribute to a world-class healthcare system. By following the right steps and meeting the necessary requirements, you can set yourself on the path to a fulfilling and successful medical career in Australia. Whether you are an international medical graduate or an Australian-trained doctor, this guide offers the insights needed to navigate the residency process and take the first step towards an enriching career in medicine.

[alliance00]

Top Recruitment Agencies in Tunisia: Your Gateway to Hiring Success

Introduction

Hiring quality talent is sowing seeds for a blossoming future. If you are the business trying to assemble or an employee looking for your perfect job, then what matters is getting the right recruitment agency in Tunisia. How, with the sheer volume of choice out there, do you get started? And now, a step-by-step guide through the leading recruitment agencies in Tunisia which can ensure you get through the best professionals that you may hire and guarantee recruiting success.

1. Why Choose a Recruitment Agency in Tunisia?

A recruitment agency serves as a bridge connecting the employer with potential employees. Recruitment saves much time and stress on their parts since they ensure businesses get to hire the cream, and working professionals will have jobs to their capability and ambition. In Tunisia's context, it is very necessary due to its strong acquaintance in understanding the local market and immense connections between all other potentials.

2. How Recruitment Agencies Work

Recruitment agencies streamline the hiring process by:

Understanding Client Needs: The agencies first start with defining what exactly the employers want.

Sourcing Candidates: They tap into their pool of talent and connections for potential employees.

Screening and Shortlisting: Candidates are interviewed, their skills weighed, and then sent to the employers.

Facilitating Onboarding: Most agencies support onboarding for smooth transition.

3. Benefits of Partnering with Recruitment Agencies

Working with a recruitment agency in Tunisia offers numerous benefits:

Expertise: The recruitment agencies have a profound knowledge of the industry trend and job market in that location.

Time Savings: All that tedious work related to sourcing and screening is left to the agencies.

Access to Talent: Agencies have a broad database of available candidates.

Reduced Risk: They help find the right fit, reducing turnover.

4. Top Recruitment Agencies in Tunisia

Some of the most credible recruitment agencies in Tunisia include: 

Manpower Tunisia: It is a brand which links businesses to skills all over industries.

TAYP: Specializes in matching Tunisian talent with international opportunities.

Amaris: Focuses on IT and engineering roles, offering global expertise.

Tunisie Travail: A trusted name in the local job market, catering to diverse sectors.

5. Industry-Specific Recruitment Services

Many agencies focus on specific industries, ensuring specialized expertise:

IT and Technology: Agencies like Amaris cater to the tech sector.

Healthcare: Dedicated agencies match medical professionals with healthcare providers.

Manufacturing: Recruitment agencies focus on placing people in Tunisia's developing manufacturing sector.

6. How to Choose the Right Agency

Selecting the perfect recruitment agency involves:

Researching Reputation: Look for reviews and client testimonials.

Assessing Expertise: Ensure the agency specializes in your industry.

Discussing Services: Understand their recruitment process and additional support.

Comparing Costs: Find a balance between affordability and quality.

7. Cost of Recruitment Services in Tunisia

Recruitment services are not cheap in Tunisia. They charge based on industry and case complexity. The agencies charge a percentage of the annual salary of the employee recruited or a flat fee. All of this should be known upfront so that there will not be a surprise cost.

8. The Role of Technology in Recruitment

Modern recruitment agencies leverage technology to:

Enhance Sourcing: AI tools identify the best candidates.

Streamline Processes: Automated systems handle scheduling and communication.

Improve Matching: Algorithms ensure better employer-candidate matches.

9. International Recruitment vs. Local Expertise

Some agencies focus on international placements, connecting Tunisian talent with global employers. Others prioritize local recruitment, offering in-depth knowledge of Tunisia’s job market. Whichever focus might best serve your needs and purposes.

10. Tips for Successful Collaboration with Agencies

To maximize collaboration with agencies:

Communicate Clearly: Define your goals and expectations.

Provide Feedback: Share insights on candidate fits.

Stay Engaged: Interact with the candidate regularly.

11. Challenges in Recruitment and How Agencies Solve Them

These problems include poor skills set, high attrition level, among many others. Agencies address these by:

Tapping into Networks: Finding niche talent.

Offering Training: Bridging skill gaps.

Ensuring Cultural Fit: Matching candidates to company culture.

12. Success Stories from Tunisia

Many Tunisian businesses credit recruitment agencies for their growth. For instance, a local tech firm partnered with Amaris and reduced hiring time by 50%, securing top developers within weeks.

13. Future Trends in Recruitment

The future of recruitment in Tunisia includes:

Increased Use of AI: Predictive analytics will transform hiring.

Focus on Diversity: Agencies will be all bent upon making recruitment inclusive.

Remote Work Opportunities: Agencies will also react to the global trends of work-from-home arrangements.

Conclusion

Recruitment of an appropriate agency in Tunisia marks the first step of the journey toward successful recruitment. From local recruitment experts to international placements, agencies like Alliance Recruitment Agency simplify this process by saving time and guaranteeing quality. A good recruitment agency ensures not just a place, but also a future is being built. For more information or assistance, feel free to contact us today!

View source: https://allianceinternationalservices.medium.com/top-recruitment-agencies-in-tunisia-your-gateway-to-hiring-success-264cfbc60c9c