#outsourced business effectively

[alliance00]

Need Of Effective RPO Services To Businesses

Choosing the right resource is becoming a challenge for business entities by the day. The right candidate is often found wanting in many situations. The advent of corporate culture has made it all the more imminent to find the right man for the job. Businesses who are looking for the right recruitment are feeling the necessity for outsourcing their recruitment process to a partner who is capable. There are multiple roles that sourcing companies provide in terms of solutions. While they take care of the recruitment, they also provide a lot of associated services that make the process transparent and coherent. The job of a recruitment firm is becoming critical with time as it provides the basic need to any organization i.e the steady talent pool of employees. Alliance International can prove to be a perfect partner as your RPO provider. We will give emphasis to quality rather than quantity. Our industry associations give us ample exposure to changing dynamics and needs of the market. We have a series of processes that help us in finding the right candidate for you. Our services in the domain of rpo services range to a variety of segments. We provide contractual as well as permanent employment services. We go at length in understanding our client requirements, as well as adhere to the TAT set by them. Our team of human resource professionals and experts maintain a steady database of the talent pool that up to date and evolving. We have a transparent and stringent process that is full proof and provides our clients with the best possible pool of resources. During our research, we apply our best practices that help to find the right choice. Your RPO staffing priorities are safe at our hands.

The segments covered in rpo services

As discussed our recruitment process is well thought out and help our clients with the best talents of the industry. We have a full cycle of engagement with the client that helps in proper screening and evaluation of the candidate. We follow complete allegiance to the deadlines offered from the client’s side and deliver in accordance. Our work starts from cv generation as per the job description received from the client. The cv is then sourced and shortlisted candidates are then sent again to the client for review. This process helps in the increase of turn around and the conversion ratio. We also help in the process of resume writing services and the daily MIS are sent to the client. The hard copies of the cv of the candidates are maintained into the client software by us that increases the productivity of the clients with its quicker turnaround of cv. We also help in the candidate management services with reference authentication services.

View Source :-Need Of Effective RPO Services To Businesses

[destkelamedia]

Effective Delegation Techniques for Solopreneurs: When and What to Outsource

[bh1rti]

Unlocking Innovation: How Outsourcing Software Development Can Benefit Your Business

Unlocking Innovation: How Outsourcing Software Development Can Benefit Your Business

Outsourcing software development has become a popular practice for businesses looking to streamline their operations and reduce costs. By partnering with external software development firms, companies can access specialized skills and expertise, increase flexibility and scalability, and reduce time to market for their products and services. This article will explore the various benefits of outsourcing software development and how it can help businesses achieve their goals more efficiently.

Cost-Effectiveness of Outsourcing Software Development

One of the primary reasons why businesses choose to outsource software development is the cost-effectiveness it offers. By outsourcing, companies can save on overhead costs such as office space, equipment, and employee salaries. Additionally, outsourcing allows businesses to access a global talent pool, which can result in lower labor costs compared to hiring in-house developers. Furthermore, outsourcing firms often have established processes and infrastructure in place, which can further reduce costs for the client. Overall, outsourcing software development can result in significant cost savings for businesses, allowing them to allocate resources to other areas of their operations. Outsourcing software development can also help businesses avoid the high costs associated with recruiting and training in-house developers. Hiring and retaining top talent in the tech industry can be challenging and expensive, especially for smaller businesses. By outsourcing, companies can access a team of experienced developers without the need for extensive recruitment efforts or ongoing training expenses. This can result in substantial savings for businesses, allowing them to focus on their core competencies and strategic initiatives.

Access to Specialized Skills and Expertise

Outsourcing software development provides businesses with access to a wide range of specialized skills and expertise that may not be available in-house. External software development firms often have teams of highly skilled professionals with expertise in various technologies, programming languages, and industry best practices. This allows businesses to leverage the knowledge and experience of these experts to develop high-quality software solutions that meet their specific needs. Additionally, outsourcing firms may have experience working on similar projects in different industries, providing valuable insights and best practices that can benefit the client. By partnering with an external software development firm, businesses can access a diverse talent pool with a wide range of skills and expertise. This can be particularly beneficial for companies looking to develop complex or specialized software solutions that require a specific set of skills. Outsourcing allows businesses to tap into a global network of developers, designers, and engineers, ensuring that they have access to the right expertise for their project. This can result in higher quality software solutions that meet the unique requirements of the business and its customers.

Increased Flexibility and Scalability

Outsourcing software development offers businesses increased flexibility and scalability, allowing them to adapt to changing market conditions and business needs. External software development firms can quickly scale their teams up or down based on the client's requirements, providing businesses with the flexibility to adjust their resources as needed. This can be particularly beneficial for companies with fluctuating workloads or seasonal demands, as they can easily scale their development team to meet their needs without the overhead costs associated with hiring and managing in-house employees. Additionally, outsourcing software development allows businesses to access a wide range of resources and expertise that may not be available in-house. External firms often have access to cutting-edge technologies, tools, and methodologies that can help businesses develop innovative and competitive software solutions. This can provide businesses with a competitive edge in their industry, allowing them to stay ahead of the curve and meet the evolving needs of their customers. Overall, outsourcing software development provides businesses with the flexibility and scalability they need to succeed in today's fast-paced and dynamic business environment.

Faster Time to Market

Outsourcing software development can help businesses reduce time to market for their products and services, allowing them to stay ahead of the competition and capitalize on new opportunities. External software development firms often have established processes and methodologies in place that can accelerate the development lifecycle, from initial concept to final product release. This can help businesses bring their products to market faster, allowing them to capitalize on new trends and customer demands before their competitors. Additionally, outsourcing software development allows businesses to access a global talent pool, which can result in faster development cycles and shorter timeframes for project completion. External firms often have teams of experienced developers who can work on multiple aspects of a project simultaneously, reducing the overall time required for development. This can be particularly beneficial for businesses looking to launch new products or services quickly, as they can leverage the expertise of external developers to accelerate their development timelines.

Risk Mitigation and Quality Assurance

Outsourcing software development can help businesses mitigate risks associated with complex projects and ensure high-quality outcomes. External software development firms often have established processes and quality assurance measures in place that can help businesses minimize the risk of project failure or subpar results. Additionally, outsourcing firms may have experience working on similar projects in different industries, providing valuable insights and best practices that can help mitigate potential risks. Furthermore, outsourcing software development allows businesses to access a diverse talent pool with a wide range of skills and expertise, ensuring that they have access to the right resources for their project. This can help businesses reduce the risk of project delays or quality issues by leveraging the knowledge and experience of external developers. Overall, outsourcing software development can help businesses mitigate risks associated with complex projects and ensure high-quality outcomes that meet their specific needs.

Focus on Core Business Functions

By outsourcing software development, businesses can free up valuable time and resources to focus on their core business functions and strategic initiatives. External software development firms can handle the technical aspects of a project, allowing businesses to concentrate on their core competencies and long-term goals. This can be particularly beneficial for smaller businesses or startups with limited resources, as it allows them to allocate their resources more effectively and focus on growing their business. Additionally, outsourcing software development allows businesses to access a global talent pool with a wide range of skills and expertise, ensuring that they have access to the right resources for their project. This can help businesses reduce the risk of project delays or quality issues by leveraging the knowledge and experience of external developers. Overall, outsourcing software development can help businesses mitigate risks associated with complex projects and ensure high-quality outcomes that meet their specific needs. In conclusion, outsourcing software development offers numerous benefits for businesses looking to streamline their operations, reduce costs, and accelerate time to market for their products and services. By partnering with external software development firms, companies can access specialized skills and expertise, increase flexibility and scalability, reduce time to market, mitigate risks, and focus on their core business functions more effectively. Overall, outsourcing software development can help businesses achieve their goals more efficiently and stay ahead of the competition in today's fast-paced business environment.

[fozmeadows]

there is no ethical consumption under capitalism

Years ago now, I remember seeing the rape prevention advice so frequently given to young women - things like dressing sensibly, not going out late, never being alone, always watching your drink - reframed as meaning, essentially, "make sure he rapes the other girl." This struck a powerful chord with me, because it cuts right to the heart of the matter: that telling someone how to lower their own chances of victimhood doesn't stop perpetrators from existing. Instead, it treats the existence of perpetrators as a foregone conclusion, such that the only thing anyone can do is try, by their own actions, to be a less appealing or more difficult victim.

And the thing is, ever since the assassination of United Healthcare CEO Brian Thompson, I've kept on thinking about how, in this day and age, CEOs of big companies often have an equal or greater impact on the day to day lives of regular people than our elected officials, and yet we have almost no legal way to redress any grievances against them - even when their actions, as in the case of Thompson's stewardship of UHC, arguably see them perpetrating manslaughter at scale through tactics like claims denial. That this is a real, recurring thing that happens makes the American healthcare insurance industry a particularly pernicious example, but it's far from being the only one. Because the original premise of the free market - the idea that we effectively "vote" for or against businesses with our dollars, thereby causing them to sink or swim on their individual merits - is utterly broken, and has been for decades, assuming it was ever true at all. In this age of megacorporations and global supply chains, the vast majority of people are dependent on corporations for necessities such as gas, electricity, internet access, water, food, housing and medical care, which means the consumer base is, to all intents and purposes, a captive market. We might not have to buy a specific brand, but we have to buy a brand, and as businesses are constantly competing with one another to bring in profits, not just for the company and its workers, but for C-suites and shareholders - profits that increasingly come at the expense of workers and consumers alike - the greediest, most inhumane corporations set the financial yardstick against which all others are then, of necessity, measured. Which means that, while businesses are not obliged to be greedy and inhumane in order to exist, overwhelmingly, they become greedy and humane in order to compete, because capitalism encourages it, and because there are precious few legal restrictions to stop them from doing so. At the same time, a handful of megacorporations own so many market-dominating brands that, without both significant personal wealth and the time and resources to find viable alternatives, it's all but impossible to avoid them, while the ubiquity of the global supply chain means that, even if you can keep track of which company owns which brand, it's much, much harder to establish which suppliers provide the components that are used in the products bearing their labels. Consider, for instance, how many mainstream American brands are functionally run on sweatshop labour in other parts of the world: places where these big corporations have outsourced their workforce to skirt the already minimal labour and wage protections they'd be obliged to adhere to in the US, all to produce (say) electronics whose elevated sticker price passes a profit on to the company, but without resulting in higher wages for either the sweatshop workers overseas or the American employees selling the products in branded US stores.

When basically every major electronics corporation is engaged in similar business practices, there is no "vote" our money can bring that causes the industry itself to be better regulated - and as wealthy, powerful lobbyists from these industries continue to pay exorbitant sums of money to politicians to keep government regulation at a minimum, even our actual votes can do little to effect any sort of change. But even in those rare instances where new regulations are passed, for multinational corporations, laws passed in one country overwhelmingly don't prevent them from acting abusively overseas, exploiting more desperate populations and cash-poor governments to the same greedy, inhumane ends. And where the ultimate legal penalty for proven transgressions is, more often than not, a fine - which is to say, a fee; which is to say, an amount which, while astronomical by the standards of regular people, still frequently costs the company less than the profits earned through their unethical practices, and which is paid from corporate coffers rather than the bank accounts of the CEOs who made the decisions - big corporations are, in essence, free to act as badly as they can afford to; which is to say, very. Contrary to the promise of the free market, therefore, we as consumers cannot meaningfully "vote" with our dollars in a way that causes "good" businesses to rise to the top, because everything is too interconnected. Our choices under global capitalism are meaningless, because there is no other system we can financially support that stands in opposition to it, and while there are still small businesses and companies who try to operate ethically, both their comparative smallness and their interdependent reliance on the global supply chain means that, even if we feel better about our choices, we're not exerting any meaningful pressure on the system we're trying to change. Which means that, under the free market, trying to be an ethical consumer is functionally equivalent to a young woman dressing modestly, not going out alone and minding her drink at parties in order to avoid being raped. We're not preventing corporate predation or sending a message to corporate predators: we're just making sure they screw other worker, the other consumer, the other guy.

All of which is to say: while I'd prefer not to live in a world where shooting someone dead in the street is considered a valid means of redressing grievances, what the murder of Brian Thompson has shown is that, if you provide no meaningful recourse for justice against abusive, exploitative members of the 1%, then violence done to those people will have the feel of justice, because it fills the void left by the lack of consequences for their actions. It's the same reason why people had little sympathy for the jackass OceanGate CEO who killed himself in his imploding sub, or anyone whose yacht has been attacked by orcas - it's just intensified here, because where the OceanGate CEO was felled by hubris and the yachts were random casualties, whoever killed Thomspon did so deliberately, because of what he did. It was direct action against a man whose policies very arguably constituted manslaughter at scale; a crime which ought to be a crime, but which has, to date, been permitted under the law. And if the law wouldn't stop him, can anyone be surprised that someone might act outside the law in retaliation - or that regular people would cheer for them when they did?

[fear1ess3-world]

Discover the power of listening in sales with us at Fear1ess3! 👂

Roy Bartell's sales wisdom for fearless entrepreneurs. 🎯

@fear1ess3

[hrtoolkitbyexela]

Smart Cost-effective Strategies Reshaping the Recruitment

We have successfully navigated through the first quarter of 2023 without the possible recession. However, businesses have continued to prioritize cost-cutting measures to prepare for what is approaching. For many organizations, cutbacks simply mean tightening of the budgets. Unfortunately, recruitment is often the primary area to take a hit when budgets are stringent.

61% of business leaders anticipate hiring or retention program budget reductions this year.

Acquiring the right talent is vital for organizational success. However, the temptation to expedite the hiring process is common in today's fast-paced business landscape. This rushed approach may offer temporary relief by filling open positions quickly, but it can result in long-term consequences known as "recruiting debt." The primary objective of recruitment should be to attract highly skilled professionals in the industry who can contribute to the company's success. Despite the influx of applicants on a daily basis, it is crucial for recruitment processes to be discerning in order to identify the most qualified candidates.

However, there is a silver lining. You don't have to resort to extreme measures like hiring freezes or layoffs to stay within your budget; you can always opt for cost-effective recruiting practices. Here are seven strategies to help you recruit more efficiently and cost-effectively, regardless of the economic climate. Dive into the below session to learn more.

Examining each applicant thoroughly to determine their suitability, as well as investing in their training and orientation, can put a strain on the company's financial resources. Thus, there exists a delicate equilibrium between the expenses associated with recruitment and the extent to which the company is willing to invest in securing top-tier talent.

7 Cost-Effective Recruiting Tips for Your Business 

Advertise where it's worth it

Adopting effective advertising strategies is crucial to enhance the cost-effectiveness of your hiring efforts. Utilizing data analysis, you can identify the recruitment channels that have proven efficient in attracting highly qualified candidates, enabling you to allocate your job advertising budget wisely.

By investing in the appropriate advertising platforms, you can optimize your budget allocation. An effective approach is to explore programmatic job advertising.

Programmatic job advertising has the potential to reduce your cost-per-applicant by over 30%.

Furthermore, it is essential to acknowledge the evolving labor market dynamics, mainly due to the COVID-19 crisis, which has significantly increased unemployment rates. As a result, you are likely to receive a higher volume of applications without having to invest heavily in advertising as extensively as before.

Emphasizing internal mobility as a strategy to address skill shortages

Internal mobility programs offer a cost-effective solution for reducing recruiting expenses. By motivating employees to explore new opportunities within the organization, companies can benefit in various ways, particularly during times of economic uncertainty. To establish a successful internal mobility program, foster a culture that values internal job transitions. Start by performing an internal audit to identify skills gaps and leverage existing team members to fill those gaps. This assessment will also help determine which skills need to be sourced externally.

However, despite the advantages of internal talent mobility, many companies struggle to get it right.

Nearly half of all companies (49%) express concern about their internal systems' capability to identify and transition employees into different positions effectively.

To overcome this, develop structured internal recruitment processes that promote career development and mentorship. This approach not only enhances internal mobility but also boosts employee retention rates.

94% of employees are more likely to stay with a company that invests in their growth.

You may also consider hiring high-performing interns for entry-level positions within the organization.

Encourage employee referrals

Employee referral is a highly effective way to find qualified candidates who align with the company culture.

69% of organizations have a formal employee referral program in place.

The advantages are evident:

Leveraging your employees' connections enables you to make exceptional hires at a reduced cost.

Referred candidates tend to complete training faster and reach peak productivity sooner.

They are five times more likely to be hired, with one in five referrals receiving a job offer.

Referred employees often prove to be a long-term fit as they come recommended by individuals who already know and appreciate the company culture.

Establishing or enhancing your employee referral program to achieve cost-effective recruiting is crucial. You can accomplish this by incentivizing employee referrals through incentives like retail gift cards or cash bonuses. Additionally, tapping into the organization's external network and identifying suitable colleagues can yield positive results.

Use recruiting automation

Companies with a time to hire of three weeks or more spend approximately $3,000-$4,000 per hire, whereas those with a time to hire under three weeks experience a significant 50% cost reduction.

Automating manual and repetitive hiring tasks minimizes labor hours, leading to financial savings and enhanced recruitment operations. Several steps in the recruitment processes can benefit from automation to optimize cost-effectiveness, including:

Advertising open roles

Tracking job applicants

Scheduling job interviews

Recruiting on social media

Pre-screening candidates

Rediscovering past candidates

Nurturing job candidates

Conducting background checks

By implementing recruiting automation, businesses can achieve efficient and budget-friendly hiring practices while saving valuable time and resources.

Adopt remote interviewing

Remote interviewing has become increasingly popular, primarily due to the COVID-19 pandemic, which has made in-person interviews difficult. According to a survey, 63% of companies have used video interviews in their hiring process, and this trend continues to grow as more organizations adopt virtual interviewing.

The advantages of remote interviewing are evident.

It reduces time to hire, minimizes unconscious biases in hiring decisions, simplifies scheduling, and ultimately lowers hiring costs.

Companies that utilize virtual interviews are 2.7 times more likely to improve their cost per hire compared to those that don't.

Leading companies are 61% more likely to use video interviewing tools than others.

To streamline the interviewing process and save labor hours, one-way video interviews can be used for candidate screening instead of phone calls. Later stages of the candidate journey can include live virtual interviews, which can be easily scheduled with the help of an interview scheduling tool.

In response to COVID-19, many companies are also opting for virtual job fairs for recruitment. These virtual fairs are more cost-effective to organize and participate in than physical job fairs.

Use recruitment analytics and track results.

Recruitment analytics is a game-changer for organizations seeking smarter, cost-effective recruiting.

By 2025, 84% of recruiters predict data-driven hiring decisions to be the norm.

Utilizing these analytics enhances hire quality, process efficiency, and cost optimization. However, not all metrics hold equal value. Selecting the right metrics is crucial for effective recruitment analytics. While time to hire, cost per hire, and retention rate is commonly tracked, other metrics offer powerful insights, including:

Source of hire

Retention rate

Candidate quality

Turnover rate

Quality of hire

Applicant-to-hire

Application completion rate

Use social media and other digital channels.

Social recruiting has gained immense popularity lately as organizations incorporate it into their hiring strategies.

According to a survey, 70% of hiring managers have achieved successful hires through social media, while 71% have found it effective in reducing the time to fill positions.

Leveraging digital platforms such as social media, company blogs, websites, job portals, and job alerts can enhance visibility, lower recruitment expenses, and strengthen your sourcing approach. It's important to note that social media platforms are free to use, presenting an opportunity to enhance your employer brand simultaneously. It's a win-win situation!

Conclusion 

 

Making wise hiring decisions is crucial for both cost-cutting and retaining top talent. However, having the apt knowledge and tools to foster efficient and cost-effective recruiting processes is vital. Exela HR Solutions is a market leader in providing HR outsourcing services. We at Exela HR Solutions take care of your entire hiring process, from finding the right talent suitable to your business requirements to hiring to onboarding new hires. If you are struggling with costly and time-consuming recruitment processes, get in touch with our experts to design and deliver a cost-effective recruiting strategy for your business. Speak with our experts at Exela HR Solutions today!

Source & to read more: https://ow.ly/kbs950PAGX0

Contact us for more details: https://ow.ly/FutP50OUQVK

[exelahrsolutions]

7 Cost-Effective Recruitment Tips for Your Business

We have successfully navigated through the first quarter of 2023 without the possible recession. However, businesses have continued to prioritize cost-cutting measures to prepare for what is approaching. For many organizations, cutbacks simply mean tightening of the budgets. Unfortunately, recruitment is often the primary area to take a hit when budgets are stringent.

 61% of business leaders anticipate hiring or retention program budget reductions this year.

 Acquiring the right talent is vital for organizational success. However, the temptation to expedite the hiring process is common in today's fast-paced business landscape. This rushed approach may offer temporary relief by filling open positions quickly, but it can result in long-term consequences known as "recruiting debt." The primary objective of recruitment should be to attract highly skilled professionals in the industry who can contribute to the company's success. Despite the influx of applicants on a daily basis, it is crucial for recruitment processes to be discerning in order to identify the most qualified candidates.

However, there is a silver lining. You don't have to resort to extreme measures like hiring freezes or layoffs to stay within your budget; you can always opt for cost-effective recruiting practices. Here are seven strategies to help you recruit more efficiently and cost-effectively, regardless of the economic climate. Dive into the below session to learn more.

Examining each applicant thoroughly to determine their suitability, as well as investing in their training and orientation, can put a strain on the company's financial resources. Thus, there exists a delicate equilibrium between the expenses associated with recruitment and the extent to which the company is willing to invest in securing top-tier talent.

 7 Cost-Effective Recruiting Tips for Your Business 

·         Advertise where it's worth it

Adopting effective advertising strategies is crucial to enhance the cost-effectiveness of your hiring efforts. Utilizing data analysis, you can identify the recruitment channels that have proven efficient in attracting highly qualified candidates, enabling you to allocate your job advertising budget wisely.

By investing in the appropriate advertising platforms, you can optimize your budget allocation. An effective approach is to explore programmatic job advertising.

Programmatic job advertising has the potential to reduce your cost-per-applicant by over 30%.

Furthermore, it is essential to acknowledge the evolving labor market dynamics, mainly due to the COVID-19 crisis, which has significantly increased unemployment rates. As a result, you are likely to receive a higher volume of applications without having to invest heavily in advertising as extensively as before.

·         Emphasizing internal mobility as a strategy to address skill shortages

Internal mobility programs offer a cost-effective solution for reducing recruiting expenses. By motivating employees to explore new opportunities within the organization, companies can benefit in various ways, particularly during times of economic uncertainty. To establish a successful internal mobility program, foster a culture that values internal job transitions. Start by performing an internal audit to identify skills gaps and leverage existing team members to fill those gaps. This assessment will also help determine which skills need to be sourced externally.

However, despite the advantages of internal talent mobility, many companies struggle to get it right.

Nearly half of all companies (49%) express concern about their internal systems' capability to identify and transition employees into different positions effectively.

To overcome this, develop structured internal recruitment processes that promote career development and mentorship. This approach not only enhances internal mobility but also boosts employee retention rates.

94% of employees are more likely to stay with a company that invests in their growth.

You may also consider hiring high-performing interns for entry-level positions within the organization.

·         Encourage employee referrals

Employee referral is a highly effective way to find qualified candidates who align with the company culture.

69% of organizations have a formal employee referral program in place.

The advantages are evident:

 Leveraging your employees' connections enables you to make      exceptional hires at a reduced cost.

 Referred candidates tend to complete training faster and      reach peak productivity sooner.

 They are five times more likely to be hired, with one in      five referrals receiving a job offer.

 Referred employees often prove to be a long-term fit as they      come recommended by individuals who already know and appreciate the      company culture.

Establishing or enhancing your employee referral program to achieve cost-effective recruiting is crucial. You can accomplish this by incentivizing employee referrals through incentives like retail gift cards or cash bonuses. Additionally, tapping into the organization's external network and identifying suitable colleagues can yield positive results.

 ·         Use recruiting automation

Companies with a time to hire of three weeks or more spend approximately $3,000-$4,000 per hire, whereas those with a time to hire under three weeks experience a significant 50% cost reduction.

Automating manual and repetitive hiring tasks minimizes labor hours, leading to financial savings and enhanced recruitment operations. Several steps in the recruitment processes can benefit from automation to optimize cost-effectiveness, including:

 Advertising open roles

 Tracking job applicants

 Scheduling job interviews

 Recruiting on social media

 Pre-screening candidates

 Rediscovering past candidates

 Nurturing job candidates

 Conducting background checks

By implementing recruiting automation, businesses can achieve efficient and budget-friendly hiring practices while saving valuable time and resources.

·         Adopt remote interviewing

Remote interviewing has become increasingly popular, primarily due to the COVID-19 pandemic, which has made in-person interviews difficult. According to a survey, 63% of companies have used video interviews in their hiring process, and this trend continues to grow as more organizations adopt virtual interviewing.

The advantages of remote interviewing are evident.

 It reduces time to hire, minimizes unconscious biases in      hiring decisions, simplifies scheduling, and ultimately lowers hiring      costs.

 Companies that utilize virtual interviews are 2.7 times more      likely to improve their cost per hire compared to those that don't.

 Leading companies are 61% more likely to use video      interviewing tools than others.

To streamline the interviewing process and save labor hours, one-way video interviews can be used for candidate screening instead of phone calls. Later stages of the candidate journey can include live virtual interviews, which can be easily scheduled with the help of an interview scheduling tool.

In response to COVID-19, many companies are also opting for virtual job fairs for recruitment. These virtual fairs are more cost-effective to organize and participate in than physical job fairs.

·         Use recruitment analytics and track results.

Recruitment analytics is a game-changer for organizations seeking smarter, cost-effective recruiting.

By 2025, 84% of recruiters predict data-driven hiring decisions to be the norm.

Utilizing these analytics enhances hire quality, process efficiency, and cost optimization. However, not all metrics hold equal value. Selecting the right metrics is crucial for effective recruitment analytics. While time to hire, cost per hire, and retention rate is commonly tracked, other metrics offer powerful insights, including:

 Source of hire

 Retention rate

 Candidate quality

 Turnover rate

 Quality of hire

 Applicant-to-hire

 Application completion rate

 ·         Use social media and other digital channels.

Social recruiting has gained immense popularity lately as organizations incorporate it into their hiring strategies.

According to a survey, 70% of hiring managers have achieved successful hires through social media, while 71% have found it effective in reducing the time to fill positions.

Leveraging digital platforms such as social media, company blogs, websites, job portals, and job alerts can enhance visibility, lower recruitment expenses, and strengthen your sourcing approach. It's important to note that social media platforms are free to use, presenting an opportunity to enhance your employer brand simultaneously. It's a win-win situation!

 Conclusion 

Making wise hiring decisions is crucial for both cost-cutting and retaining top talent. However, having the apt knowledge and tools to foster efficient and cost-effective recruiting processes is vital. Exela HR Solutions is a market leader in providing HR outsourcing services. We at Exela HR Solutions take care of your entire hiring process, from finding the right talent suitable to your business requirements to hiring to onboarding new hires. If you are struggling with costly and time-consuming recruitment processes, get in touch with our experts to design and deliver a cost-effective recruiting strategy for your business. Speak with our experts at Exela HR Solutions today!

 DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

 Source & to read more: https://ow.ly/5Ciu50P34Hi

 Contact us for more details: https://ow.ly/Oh1R50OVt2u

[whirlybirbs]

simon walking a patrol in his walls w a bucket of mortar, moth following behind him whistling tapping the wall with a rlly small chisel

3. handler's manual — ghost / reader

desc: a new year's eve honeypot brings a realization. pairing: lt. simon "ghost" riley / f!reader ; callsign: moth listen to: asmr by only fire (for seoul bar beats) a/n: i like making this traumatized man come to terms with his repressed sexual attraction to his co-worker in questionable mission scenarios. he really said "i am gonna kill this man because he touched you wrong" ⇽ prev / next ⇾

Your boots are crossed at the ankle and perched on the debrief table. You lean back, flip through the mission report, and then level Laswell with a look that — if given proper ammunition — could kill.

Your affect is flat. Unenthused.

"Honeypots are outdated."

"—But effective—"

"And misogynistic," you insist as you sit up and smack the manilla folder to the table. You drop your head back, "Kate, come on—"

"You're the only fit for this assignment, Moth," her eyes wander the room; bless their hearts, the men look decidedly uncomfortable about the subject. Price is fiddling with his watch. Johnny's tugging at his lip, watching the exchange closely. Gaz looks like he's going to be skinned alive if he speaks. Ghost is silent with his hands in his lap, unmoving — is... is he even listening?

"If you're trying to tell me the el-tee wouldn't look good in a red dress and a pair of heels—"

"Oi."

So he is listening.

There are snickers. Price rolls his jaw to hide a smirk. Johnny slides a look to Gaz. Gaz presses both palms to his eyes. Ghost is staring now and boring a glare into the side of your head, wishing it was a 9mm.

You wish it was a 9mm. Then, at least, you'd be at peace.

"I don't want to outsource this, Moth, the less people involved the better," Kate exhales tightly; she can't say she blames you, she's never been a fan of honey-trapping in her own career, "It's quick. In, out. Rendezvous with the target, sweeten him up, sell the story, get the information, and then get out."

You let out a long sigh. You're thinking about it, how — sure — this is part of your job description but for fuck's sake. This sort of assignments make your skin crawl. Too close, too dangerous. Things can go sideways fast and all you'll have is the skin on your back and a knife under your skirt.

"What's th' problem, Moth?" comes Ghost's low rumble from the corner; his arms are crossed tightly over his chest, his knee bouncing, "You 'fraid y' won't look good in a red dress an' a pair of heels?"

Son of a bitch. It must be a good mood day.

You flash him a glare — you narrow your lashes and then throw him your best faux laugh. It dies flat into a deadpan. "Ha, ha — That's funny, Riley."

Ghost chuckles; it's quiet, you barely hear the gravel rasp from your spot at the debrief table.

Laswell cracks a wry smile. Price rubs his beard.

"I'll do it," you concede after a long breath; the tension in the room dissipates upon your agreement. You stand, tuck the folder under your arm, and flash a threatening pointed finger at Laswell and Price.

"But, no glitter."

"Lookin' awfully sparkly, Mothy."

You hope Lieutenant Simon Riley falls off the building he's doing Overwatch from. Actually, no. You hope he gets hit with a stray New Year's Eve firework. Then, you hope a bird shits on him. And then he falls off the building.

There's glitter everywhere. Gold glitter. Flakey, scratchy gold glitter. It's in your hair, and all over your hands. You feel... uncomfortable. Uneasy.

It doesn't help that your Overwatch is cracking jokes in your ear as you weave through the busy rooftop bar in Seoul. The music is loud; the bass rattles in your chest and the lights strobe making the crowd melt away into blinks of light.

Soap's laughter is louder.

"Wha' was tha' request 'bout no glitter?"

You hope he also falls off the building.

You can't reply — you're too busy thanking a waiter for the flute of champagne that's gripped like your lifeline. Your rings tinker against the glass as you smile and bob to the music; your eyes are busy scanning the room, trying to spot Joo Sung-Min — the son of a tech mogul whose recent involvement with some questionable political allies has raised flags in the intelligence community. He's under the impression he's meeting with a Russian businesswoman: you.

You spot the target ten minutes in — the Brit and Scotsman's occasional commentary is no help. For fuck's sake, those two cannot shut up as you lean against the bar and toss your best dazzling smile at Joo Sung-Min. It catches the man's eye.

"That 'ow you flirt, Mothy?" comes the more grated reply from Ghost; through his scope he can see you place a hand on Sung-Min's arm. He grimaces down the ACOG, "Could use some work."

Ghost doesn't know what this feeling is in his chest. It's uncomfortable. Wrong. You're smiling up at the target again, giggling, and leaned back against the bar. That dress is a right show. All leg. His scope wanders — only for a moment — and immediately Ghost grits his jaw so tight his teeth ache.

"There y' go, Moth," comes Soap's slow encouraging whisper over the comms — there's something being slipped into your fingers by Sung-Min; Soap props himself up on his elbows, binoculars trained on his face, "Almost done."

Fingers linger, your smile drags out, your face tilts up — then, Sung-Min's gilded hand grips your chin. It's tight enough to bruise, and Soap curses tightly. Ghost's finger twitches on the trigger, his sight trained directly on the man's skull.

...Then, you rake your eyes down Sung-Min's black-on-black suit and make a point of biting your rouged bottom lip.

Whatever the fuck that was? It worked.

The kiss that Sung-Min drags out of you is anything but sweet, but you twirl that data-stick in your fingers when he pulls away to release the rough grip on your chin.

Ghost swallows tightly, his pupils dilating. He lets go of a tense breath as Johnny exhales in relief beside him. His trigger finger twitches again.

...He doesn't like this feeling.

Your bitten lips are meant to insinuate thanks, and you toss a lingering look over your shoulder as Sung-Min's eyes follow you as you blend back into the crowd.

You're in the elevator when you finally chirp back over the comms:

"Get me the fuck out of here. "

You hate honeypots.

Ghost is realizing, as he shrugs his sniper over his shoulder, that he does too.

[dusty-daydreams]

I saw someone suggest the idea that the Ushers all represent a deadly sin - here is which I think they are and why

Prospero - Lust

Camille - wrath

Leo - gluttony

Vic - sloth

Tamerlane - pride

Fred - envy

The Twins (Roderick and Madeline) - greed

Prospero is Lust, not only because of his hedonism but his unabashed Lust for power - he is filming his anonymous orgy so he can blackmail powerful people and dies in the midst of his orgy - but I could also see him as sloth (wouldn’t come up with a proper business proposal, didn’t bother to check that the tanks held water not acid)

Camille is Wrath, she approaches everything - her siblings, her job, her assistants/lovers and verna in the end with rage - and she gets killed by an angry animal

Leo is Gluttony - he indulges himself in abundant drugs and abundant sexual partners, despite having a relatively good situation - he has a successful career that doesn’t put him directly under his fathers control, he has a committed caring partner but still he gluts himself on everything that comes his way, he dies chasing a cat that hunts far more than it needs too

Victorine is Sloth - she doesn’t want to put in the work needed too make her device work, she just takes shortcuts to make it seem like it is working, she kills her partner in part because her partner who is actually the skilled surgeon doesn’t want to do the work anymore (admittedly this one I’m not as sure on - she might be pride, refusing to admit her device doesn’t work out of fear of failure)

Tamerlane is Pride - Of all her siblings she is the most proud of being an usher, and the most obsessed with her own image, obsessed with beauty, obsessed with being a success, she will not take anyone’s advice not even her husbands, she is proud and controlling in her relationship forcing her husband to go along with her voyeuristic kink when he doesn’t want too. This is a double-edged sword as she is also deeply insecure, outsourcing intimacy and dying as a result of smashing mirrors attempting to prevent Verna taking her place (alternatively she could be envy - envious of Verna etc.)

Fred is Envy - he is envious of his father and his effortless command presence and his fathers success, and he is envious of his wife, punishing her horrifically purely because he believes she cheated on him, (even though she didn’t, all she did was think about it and go to a party where she was alone) he is so envious that he even makes an attempted coup against his father. (He could also be gluttony - his drugs, and dying because putting more and more nightshade in his coke)

Finally the Twins - Roderick and Madeline are Greed - They set everything in motion because they both always wanted more, more money, more recognition, more power, even immortality - through AI in Madeline’s case and in the creation of a bloodline legacy in Roderick’s

I also have one thing to add I think that Lenore (and Annabel Lee and Juno and Morella - Lenore’s mom) represent the seven capital virtues: these are chastity, temperance, charity, diligence, patience, kindness and humility.

Chasity - Lenore dies before she ever has a relationship, she is in gothic story terms a chaste innocent

Temperance - Lenore seems disgusted by her dad having done drugs (also Juno is Temperance, her wisdom in coming to her own conclusion to wean herself off Ligodine)

Charity - As Verna says the charity her mom starts is a result of Lenore saving her mom (also Juno and Morella donating to charity)

Diligence - Lenore sticks to what is right even when it’s hard, giving a statement to the police about her dad, caring for her grandfather, searching for treatment options for her mom (also Juno diligently weaning herself of drugs, Morella’s charity work, Annabel Lee caring for her children)

Patience - Lenore patiently encourages her family to do better and be better

Kindness - Lenore saves her mother, and creates a ripple effect that saves millions of lives (Annabel Lee being kind to everyone)

Humility - Lenore thinks that losing their fortune and company could be a good thing that leads to a moral good for her family

[mostlysignssomeportents]

Cigna’s nopeinator

I'm touring my new, nationally bestselling novel The Bezzle! Catch me THURSDAY (May 2) in WINNIPEG, then Calgary (May 3), Vancouver (May 4), Tartu, Estonia, and beyond!

Cigna – like all private health insurers – has two contradictory imperatives:

To keep its customers healthy; and

To make as much money for its shareholders as is possible.

Now, there's a hypothetical way to resolve these contradictions, a story much beloved by advocates of America's wasteful, cruel, inefficient private health industry: "If health is a "market," then a health insurer that fails to keep its customers healthy will lose those customers and thus make less for its shareholders." In this thought-experiment, Cigna will "find an equilibrium" between spending money to keep its customers healthy, thus retaining their business, and also "seeking efficiencies" to create a standard of care that's cost-effective.

But health care isn't a market. Most of us get our health-care through our employers, who offer small handful of options that nevertheless manage to be so complex in their particulars that they're impossible to directly compare, and somehow all end up not covering the things we need them for. Oh, and you can only change insurers once or twice per year, and doing so incurs savage switching costs, like losing access to your family doctor and specialists providers.

Cigna – like other health insurers – is "too big to care." It doesn't have to worry about losing your business, so it grows progressively less interested in even pretending to keep you healthy.

The most important way for an insurer to protect its profits at the expense of your health is to deny care that your doctor believes you need. Cigna has transformed itself into a care-denying assembly line.

Dr Debby Day is a Cigna whistleblower. Dr Day was a Cigna medical director, charged with reviewing denied cases, a job she held for 20 years. In 2022, she was forced out by Cigna. Writing for Propublica and The Capitol Forum, Patrick Rucker and David Armstrong tell her story, revealing the true "equilibrium" that Cigna has found:

https://www.propublica.org/article/cigna-medical-director-doctor-patient-preapproval-denials-insurance

Dr Day took her job seriously. Early in her career, she discovered a pattern of claims from doctors for an expensive therapy called intravenous immunoglobulin in cases where this made no medical sense. Dr Day reviewed the scientific literature on IVIG and developed a Cigna-wide policy for its use that saved the company millions of dollars.

This is how it's supposed to work: insurers (whether private or public) should permit all the medically necessary interventions and deny interventions that aren't supported by evidence, and they should determine the difference through internal reviewers who are treated as independent experts.

But as the competitive landscape for US healthcare dwindled – and as Cigna bought out more parts of its supply chain and merged with more of its major rivals – the company became uniquely focused on denying claims, irrespective of their medical merit.

In Dr Day's story, the turning point came when Cinga outsourced pre-approvals to registered nurses in the Philippines. Legally, a nurse can approve a claim, but only an MD can deny a claim. So Dr Day and her colleagues would have to sign off when a nurse deemed a procedure, therapy or drug to be medically unnecessary.

This is a complex determination to make, even under ideal circumstances, but Cigna's Filipino outsource partners were far from ideal. Dr Day found that nurses were "sloppy" – they'd confuse a mother with her newborn baby and deny care on that grounds, or confuse an injured hip with an injured neck and deny permission for an ultrasound. Dr Day reviewed a claim for a test that was denied because STI tests weren't "medically necessary" – but the patient's doctor had applied for a test to diagnose a toenail fungus, not an STI.

Even if the nurses' evaluations had been careful, Dr Day wanted to conduct her own, thorough investigation before overriding another doctor's judgment about the care that doctor's patient warranted. When a nurse recommended denying care "for a cancer patient or a sick baby," Dr Day would research medical guidelines, read studies and review the patient's record before signing off on the recommendation.

This was how the claims denial process is said to work, but it's not how it was supposed to work. Dr Day was markedly slower than her peers, who would "click and close" claims by pasting the nurses' own rationale for denying the claim into the relevant form, acting as a rubber-stamp rather than a skilled reviewer.

Dr Day knew she was slower than her peers. Cigna made sure of that, producing a "productivity dashboard" that scored doctors based on "handle time," which Cigna describes as the average time its doctors spend on different kinds of claims. But Dr Day and other Cigna sources say that this was a maximum, not an average – a way of disciplining doctors.

These were not long times. If a doctor asked Cigna not to discharge their patient from hospital care and a nurse denied that claim, the doctor reviewing that claim was supposed to spend not more than 4.5 minutes on their review. Other timelines were even more aggressive: many denials of prescription drugs were meant to be resolved in fewer than two minutes.

Cigna told Propublica and The Capitol Forum that its productivity scores weren't based on a simple calculation about whether its MD reviewers were hitting these brutal processing time targets, describing the scores as a proprietary mix of factors that reflected a nuanced view of care. But when Propublica and The Capitol Forum created a crude algorithm to generate scores by comparing a doctor's performance relative to the company's targets, they found the results fit very neatly into the actual scores that Cigna assigned to its docs:

The newsrooms’ formula accurately reproduced the scores of 87% of the Cigna doctors listed; the scores of all but one of the rest fell within 1 to 2 percentage points of the number generated by this formula. When asked about this formula, Cigna said it may be inaccurate but didn’t elaborate.

As Dr Day slipped lower on the productivity chart, her bosses pressured her bring her score up (Day recorded her phone calls and saved her emails, and the reporters verified them). Among other things, Dr Day's boss made it clear that her annual bonus and stock options were contingent on her making quota.

Cigna denies all of this. They smeared Dr Day as a "disgruntled former employee" (as though that has any bearing on the truthfulness of her account), and declined to explain the discrepancies between Dr Day's accusations and Cigna's bland denials.

This isn't new for Cigna. Last year, Propublica and Capitol Forum revealed the existence of an algorithmic claims denial system that allowed its doctors to bulk-deny claims in as little as 1.2 seconds:

https://www.propublica.org/article/cigna-pxdx-medical-health-insurance-rejection-claims

Cigna insisted that this was a mischaracterization, saying the system existed to speed up the approval of claims, despite the first-hand accounts of Cigna's own doctors and the doctors whose care recommendations were blocked by the system. One Cigna doctor used this system to "review" and deny 60,000 claims in one month.

Beyond serving as an indictment of the US for-profit health industry, and of Cigna's business practices, this is also a cautionary tale about the idea that critical AI applications can be resolved with "humans in the loop."

AI pitchmen claim that even unreliable AI can be fixed by adding a "human in the loop" that reviews the AI's judgments:

https://pluralistic.net/2024/04/23/maximal-plausibility/#reverse-centaurs

In this world, the AI is an assistant to the human. For example, a radiologist might have an AI double-check their assessments of chest X-rays, and revisit those X-rays where the AI's assessment didn't match their own. This robot-assisted-human configuration is called a "centaur."

In reality, "human in the loop" is almost always a reverse-centaur. If the hospital buys an AI, fires half its radiologists and orders the remainder to review the AI's superhuman assessments of chest X-rays, that's not an AI assisted radiologist, that's a radiologist-assisted AI. Accuracy goes down, but so do costs. That's the bet that AI investors are making.

Many AI applications turn out not to even be "AI" – they're just low-waged workers in an overseas call-center pretending to be an algorithm (some Indian techies joke that AI stands for "absent Indians"). That was the case with Amazon's Grab and Go stores where, supposedly, AI-enabled cameras counted up all the things you put in your shopping basket and automatically billed you for them. In reality, the cameras were connected to Indian call-centers where low-waged workers made those assessments:

https://pluralistic.net/2024/01/29/pay-no-attention/#to-the-little-man-behind-the-curtain

This Potemkin AI represents an intermediate step between outsourcing and AI. Over the past three decades, the growth of cheap telecommunications and logistics systems let corporations outsource customer service to low-waged offshore workers. The corporations used the excuse that these subcontractors were far from the firm and its customers to deny them any agency, giving them rigid scripts and procedures to follow.

This was a very usefully dysfunctional system. As a customer with a complaint, you would call the customer service line, wait for a long time on hold, spend an interminable time working through a proscribed claims-handling process with a rep who was prohibited from diverging from that process. That process nearly always ended with you being told that nothing could be done.

At that point, a large number of customers would have given up on getting a refund, exchange or credit. The money paid out to the few customers who were stubborn or angry enough to karen their way to a supervisor and get something out of the company amounted to pennies, relative to the sums the company reaped by ripping off the rest.

The Amazon Grab and Go workers were humans in robot suits, but these customer service reps were robots in human suits. The software told them what to say, and they said it, and all they were allowed to say was what appeared on their screens. They were reverse centaurs, serving as the human faces of the intransigent robots programmed by monopolists that were too big to care.

AI is the final stage of this progression: robots without the human suits. The AI turns its "human in the loop" into a "moral crumple zone," which Madeleine Clare Elish describes as "a component that bears the brunt of the moral and legal responsibilities when the overall system malfunctions":

https://estsjournal.org/index.php/ests/article/view/260

The Filipino nurses in the Cigna system are an avoidable expense. As Cigna's own dabbling in algorithmic claim-denial shows, they can be jettisoned in favor of a system that uses productivity dashboards and other bossware to push doctors to robosign hundreds or thousands of denials per day, on the pretense that these denials were "reviewed" by a licensed physician.

If you'd like an essay-formatted version of this post to read or share, here's a link to it on pluralistic.net, my surveillance-free, ad-free, tracker-free blog:

https://pluralistic.net/2024/04/29/what-part-of-no/#dont-you-understand

[skyahri]

This is my current prompt list. Some are more developed than others and there's a few things I'm working on that aren't on here because, well, I just don't wanna share them lol. Feel free to use these as you will but please tag me! I appreciate the credit and I genuinely just wanna see what yall do with these.

MHA

Class 1A thinks Aizawa is lonely, so they steal his phone and download a dating app. Little do they know he's been married for almost a decade.

You and Bakugou reveal you're having a baby! You decide to surprise your friends before making it public, but it's turns out they didn't know you were even dating.

You'll be assisting Midnight and Thirteen in overseeing the female students at the UA Dorms. Upon meeting, Aizawa immediately dismisses you due to your less-than-professional style choices. Little does he know that your big smiles, frilly skirts, and cutesy heels are a stark contrast to your firm and assertive mindset.

Aizawa is picking Eri up from school when he runs into you- a classmates parent wanting to invite Eri to your daughter's birthday slumber party. For obvious reasons, Aizawa has reservations, but you offer to host them before hand to ease his worries. The whole thing seems terribly bothersome, but the pleading look in Eris eyes forces him to agree. Turns out, you're not so bad after all.

FTM Bakugou who is accidently outed by Inko Midoriya courtesy of baby pictures. Deku saves him in that moment, but he knows it's time to actually tell his friends. He starts with Kirishima.

(NSFW) You have a hybrid quirk and go through an estrus every six weeks after hitting sexual maturity. Still busy with your life as a third year UA student and unable to outsource your issue beyond the school walls, you look to someone just as pent up as you are. Luckily, Katsuki is more than willing to take the bait after you threaten to ask Deku of all people.

Pro hero Dynamite was spotted in public with a woman- wait, is that a wedding ring?! He'd done his best to keep you secret, not wanting you to experience the negativity associated with being romantically involved with someone famous. When fans find out, he prepares for the worst, but- wait... it seems they... love you? Possibly more than him, too!

(NSFW) After convincing Yagi to take over Aizawa's dorm duty tonight, you both make your way to a frat party being thrown at your college. He's definitely out if his element, but when his pretty little girlfriend begs him to dress up as Ghost Face and come along, he can't say no can he? Especially not when youre dragging him into the crowded kitchen for a drink and sit on the countertop, your short skirt riding up just a bit and- well, hes still a man at the end of the day. Too bad it's ruined by a handful of problem children who snuck out to be here. (All students are of age and in their third year. They just wanted to party lol)

Yamada finds a box of old pictures in Aizawas closet. When he comes across some from their teenage years, Aizawa remembers how happy you used to be before everything changed. When did you stop being... you?

(NSFW) A run of the mill mission goes sideways when the Villains have an unexpected player on their side. In an effort to protect your students from whatever mystery powder that's been thrown your way, you take the full force of what seems to be... sex pollen? You're able to save face for the remainder of the mission, but your composure is slipping quickly. Luckily, one of your coworkers is more than willing to help you deal with the... side effects.

Naruto

It's Kakashi's inauguration and Team seven is stoked! But wait, who's that woman standing next to their sensei at the podium?!

The village elders have been bothering Sasuke about reviving the Uchiha clan, going so far as offering to find a suitable candidate on his behalf. He initially declines, but as time goes on and he has yet to find a decent woman, he begrudgingly accepts.

Kakashi tasks his genin with watching over a civilian woman while he's away on a mission. Its simple enough, right? When he returns to the village and finds out they completely fumbled the mission, he's pissed. I mean how hard is it to keep his pregnant wife safe for three days?!

Kakashi has always seen his students as young, but has never thought of himself as old. Well, not until he's picking his kid up from school, where he runs into his former students, who are also picking their kids up. It doesn't help that Naruto and Sakura encourage their kids to call Kakashi 'Grandpa'.

Sasukes only friend is Naruto. That was fine when they were kids and practically only had each other, but now the blonde was a somebody, and that meant his time would have to be divided. Luckily you're around pester him in all the right ways.

(NSFW) Kakashi learns he has a size kink.

Tenzo is leading team seven back to the village, but he needs to make a stop first. It's a quick errand, one that will surely aid Narutos training, but might be a little difficult. They arrive at a house in the middle of the woods where you're already waiting for them. You look a little familiar, though. Almost like Pervy sage! (Jiraiya/Tsunade secret love child au lol)

Shikamaru is an attractive guy. He's handsome, smart, and cares deeply for his loved ones. Aside from how lazy he can be, there's nothing wrong with him. So why is it when he's seen around with you- the prettiest girl in the village- no one thinks anything of it?

Kakashi is wandering the village when he sees a new face moving into his apartment building, actually, right across the hall from him. When you turn around, he finally sees the baby strapped to your back. Being the gentleman he is (more so bored since his forced retirement), he helps you bring the remaining items upstairs. Then helps build them. And also takes you up on your offer for dinner.

Someone is messing with team seven, distracting them from their training. After spending all day trying to figure out who's behind the pranks, they come face to face with a little girl, hiding behind an oddly complex genjutsu in the trees. When captured and brought to their sensei, he taunts his students for getting bested by his six year old daughter.

ATLA

Zuko is tired of palace life, but as the Fire Lord, he can't exactly walk into town for a normal outting. He waits for the Autumn Mask Festival to sneak out, where he runs into you- a stranger willing to help him have as much fun as possible. Turns out you're the palace gardener, who immediately recognized him and decided to take matters into your own hands.

You're the decendant of an air nomad who was away from the temples to gather supplies during the raid 100 years ago. Your lineage is a well kept secret hidden smack dab in the middle of the fire nation and your parents have been diligent on passing down the knowledge of the air benders. When you hear of the avatars revival, you make your way to them and offer your teachings.

JJK

The kids having to tell their pseudo parents wives that they were KIA. Yuuji/Nanami, Megumi/Gojo.

Suguru Visits you one last time before he disappears, unknowingly leaving you pregnant. Its a secret you swear you'll take to your grave, but things get a little complicated when you start to see the curses hed been telling you about your whole lives. Then, at six years old, your daughter touches one of the creatures you'd been steering her away from, and it turns into an orb. You have no choice but to dig through Sugurus old things to find his phone and contact the one person you know could help.

Nanami lives across the hall from you. He's older, has a great job, and is a total buzzkill- but that only makes him all the hotter. Youre young, still in college, and incredibly annoying. He swears you speak another language- one chocked full of obscure references and inflated by flamboyant body language. You pester him in the halls and knock on his door to offer pastries at ungodly hours, so why did he hand over his phone so easily when you adk for his number? [Bonus!] Its been two months since your neighborly antics have turned into a full-blown friendship! You've spammed his phone with cacophony of memes and lore that he doesn't understand. You call him between classes and let yourself into his apartment to leave treats on his counter. He wants to be bothered, really, but can't find it in himself to be. You've just handed him an invitation to your masters ceremony- wait, what? His ditzy neighbor is getting her masters in aerospace engineering?!

Nosey teenage Yuuji is peering over his older brother, Sukuna's, shoulder and sees him texting a girl. He tells anyone and everyone who will listen, making them curious as to who this mystery woman could possibly be. Backed into a corner, he finally introduces you to, well, everyone, and they're shocked to find out youre a total ray of sunshine! Kind, bubbly, and a kindergarten teacher to top it off.

Sukuna, the King of Curses, is not a patient or forgiving man, but for some unknown reason, he allowed you to do as you pleased with him. You spoke freely and touched without permission, a gift youve never come close to abusing. One day he comes home from God knows what, in an obviously sour mood, and while you proceed with what you think is a good attempt to quell his anger, you're met with a slice to your cheek. It's minor, likely to not even scar, but the act is enough to cause a rift in your relationship and he has to find a way to mend it.

(NSFW) You're the best physics tutor at Yuuji's university and he's in desperate need of help. With more students than private rooms in the library, you settle on sessions at his unlces house. It's Saturday morning, you're gearing up to write an essay, only to discover you've left your laptop at his place- but that's no problem, because his uncle is home and can eat you in. Too bad he left out the part about how hot Sukuna is.

Lmao color-blind Heien Era Sukuna.

It's the middle of the night and you've been ditched by your friends at a club down town. With the last round of drinks kicking in and your phone battery running low, you call the only person guaranteed to be available on a Saturday night. Too bad that person is Yuuji's asshole older brother who's always been a little extra mean to you.

Nanami notices the shift almost immediately. In the five years you've been celebrating events at the nice restaurant down town, you've always ordered the salmon. Last time, however, you ordered steak despite how often you complain of red meat upsetting your stomach. Your occasional pining for sweet treats has become a nightly routine. A few bites of ice cream out of the freezer or something you grabbed from the konbini on the way home. Youve never used the restroom in the middle of the night before, but it's been a pattern the past two weeks. The final straw was your increased drowsiness. Youve always been an early riser, often beating the sun, but your internal clock has shifted forward. The addition of naps to your days does not go unnoticed by the blonde. You don't think much about any of these things until your husband is placing a box of pregnancy tests in your hand and asking you to trust him.

Suguru isn't sure why he agreed to a blind date set up by Satoru of all people. He's busy thinking of ways to politely escape whatever the blonde could have possibly sent his way, when he notices you taking the seat in front of his. He'd been expecting a loud, ditzy, party girl- not too unlike the ones his friend brings home on the regular- not this. No, youre obviously of higher class, someone closer to Satoru's status, if the quality of your clothing is anything to go by. You offer your name as well as your relation to Gojo, and its no surprise that your father's are long time business partners. By the end of dinner hes asking for your number, damn near vibrating in place as you type it into his contacts and send a little heart emoji to yourself so you have his too.

Your friends are complaining about men. You're happily listening, not having much to add since you're in a happy relationship, but one thing catches you're attention. "Isn't six inches kind of small?" Well, no, it's not. Apparently your boyfriend is very gifted, something you were unaware of since he's the only man you've ever been with. (Heavy Toji coded)

You don't know how you ended up here, sitting on the edge of Shoko's bed, bodies awkwardly contorted so your knees are touching hers. Her hand is in your hair, pulling you deeper into the kiss. She tastes like smoke, something so undeniably her.

In an attempt to prank Nanami, Gojo breaks into his apartment to leave a little something on his counter. As soon as the front door opens, though, he's met with a frying pan stopped just short of his face. He looks from the object to you- a civilian woman dressed in only a button down- but before he can say anything you're already retreating further into the apartment. It's easy to piece together that this intruder is like your husband, so you do as instructed and run into your room, hide under the bed, and call him. He's rushes home, nearly causing an accident in the process, and is pissed to find out the threat is only his annoying coworker. He coaxes you out of the room, open arms ready and waiting for the adrenaline drop youre sure to experience. When all is settled, Gojo's only defense is that he didn't know Nanami was married.

Toji has never felt old until he met you. You bartend at the club he frequents and after shooting his shot for what had to be the hundredth time, you finally agreed to a date. Then another. And another. And suddenly he was completely immersed in the world of his twenty four year old girlfriend. It was fun at first the drinking and dancing and partying- but he's not as young as he used to be and the liquor is catching up to him. At his wits end, he finally confesses that he can't keep up. Luckily for him, youre more than happy to stay in wit your old man boyfriend.

Baby daddy Sukuna who only recently got his shit together. You'd had enough of the in and out- the inconsistency, the empty promises, the lack of support- it was all affecting your daughter. He either needed to sober up and stay out of jail or you'd move forward with terminating his rights to your daughter.

Sukuna is in charge of the company while his father is in the states for the next month. His first order of business? Firing you- his father's bratty secretary. When Wasuke finally returns and sees his prized assistant gone, he panics, thinking his son drove you away. When he learns the truth, Sukuna is sent to beg for your forgiveness.

Streamer Sukuna, who plays first person shooters and horror games, collabs with you, someone known for their soothing minecraft asmr and animal crossing videos.

Gojo thinks you've been dating for the past year while you've been pining in secret, having no idea that this man was in wayyy deeper than you.

Gojo couldn't possibly be married, right? Then who was he on the phone with that could've had such an intimate contact name? That he was calling dear and love? Yuuji and Nobara are on the case! Too bad they could've just asked Megumi, who would've told them that his pseudo father is not just married, but a father as well.

Fairy Tail

You've known Laxus a long time, always by his side to support him, even if you didn't agree with his actions, and his banishment doesn't change that. One day during your travels, he tells you to stand by, that he can feel the guild pulling him and he'll be back soon. When a month passes and there's no sign of him, you venture back to the guild only to be met with terrible news. What's worse, is youre three months pregnant.

[originalleftist]

Reminder:

There is an Economic Blackout TOMORROW (February 28th 2025).

The idea is attributed here to the People's Union USA, a new grassroots group, which is specifically targeting Amazon, Wallmart, and Best Buy. According to an article in the LA Times, their founder is a guy named John Schwarz, and "makes no affiliation with a political party on its website".

One of Schwarz's posts is quoted as follows:

"'Mega corporations have drive up prices, underpaid their workers, and outsourced jobs while raking in record profits," the site reads. "Politicians 'both left and right' have accepted corporate bribes, passed laws that serve billionaires, and ignored the needs of the people they claim to represent. The system has been designed to keep us powerless, but that ends now."

I will note that the "both sides" shit is a big red flag here, as while an unfortunately common trope in modern political discourse, its also a classic calling card of voter suppression tactics and fascist normalization, and I'd rather like to ask Mr. Schwarz if he "protest voted" last November.

I have also seen others attribute it (likely inaccurately) to Al Sharpton (though Sharpton has called for ongoing boycotts against companies that abandoned DEI policies since January).

Regardless, it seems to have gained considerable traction among opponents of the MAGA Republican regime, going viral online with coverage from numerous major news outlets including the LA Times, Newsweek, Time magazine, the Economic Times, the Independent, CBS, the Telegram, USA Today, and Forbes, as well as from celebrities including John Leguizamo, Bette Midler, and Stephen King (per LA Times).

Many have specifically linked the blackout to protesting companies that have reversed their DEI (Diversity, Equity, and Inclusion) policies in an apparent bid to pander to the new regime.

Specifics of which companies are being targeted varies, but generally:

-Feb. 28th, 24 hours.

-No purchases from big companies like Amazon, Walmart, Best Buy, or ones that have backtracked on DEI like Target.

-If you must buy necessities, buy local.

-Cash, not credit cards.

If you're outside the US, you can still boycott targeted companies or US products/US-owned companies in general in solidarity (as I will).

Keep an eye out for other ongoing and upcoming boycotts! While the Newsweek article above is like correct that the impact on revenue of a one day boycott will be limited (especially as Feb. is not a busy retail season), if this is the beginning of something larger and ongoing it could be a different matter.

And I would contend that the boycotts are likely already having some effect- Target for example has seen a drop in business since it backtracked on DEI, and Apple shareholders likely took that into account when voting not to do so.

I do want to emphasize that in my view, it is important to be specific about which companies you target. The goal here is not to drive everyone out of business (a recession/depression would actually benefit the oligarchs, as they would have enough wealth to ride it out and then buy up more property at bargain prices), but specifically to target and weaken those who are collaborating with the Regime and its policies.

Small/local businesses should be supported, as should, in my view, companies that stand firm against regime pressure (like CostCo on DEI). If you're making any purchases, support those companies.

[probablyasocialecologist]

The “irregular warfare” paradigm emphasized working “with or through” various “irregular forces.” US military documents defined these “irregular forces” as “individuals or groups of individuals who are not members of a regular armed force, police, or other internal security force,” including “paramilitary forces, contractors, individuals, businesses, foreign political organizations, resistance or insurgent organizations, expatriates, transnational terrorism adversaries, disillusioned transnational terrorism members, black marketers, and other social or political ‘undesirables’.” Manuals used to train US military personnel and foreign official forces emphasized that this might pose risks as activities “frequently involve the irregular forces of non-state armed groups with questionable personalities and motives.” Nevertheless, according to these documents the expected utility of operating “with or through” “irregular forces” was “multiplying US power” without direct participation or commitment of US forces, thus providing a “perception of USG [US government] restraint” and preserving an image of US non-intervention. In effect, they allowed military planners, according to US irregular warfare doctrine, to “extend US reach into denied areas and uncertain environments.”

Andrew Thomson, Outsourced Empire: How Militias, Mercenaries, and Contractors Support US Statecraft