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[emphasystemllc]

An employer brand is the image that an organization carries with it’s entity in the competitive job market. As a recruitment and staffing company in Sheridan USA, we will discuss how you can build a strong employer brand and its impact on your company. Know more here.

[bloodanddiscoballs]

Here’s my tf2 merc The Tomahawk

His actual name is kȟaŋǧí ohítikA (Kangee Ohitekah) or Crow for his English speaking crew. He’s Lakota and from Wyoming, USA. He grew up on a horse farm and was raised by his grandma after his parents passed at eight in a house fire. Part of the Offense Crew, Tomahawk isn’t as fast as Scout (who is?) but still quick on his feet and makes up for any speed with arm strength. His primary weapon is dual tomahawks attached with a chain that he can throw and then recall or drag someone closer to gut them. His secondary weapon is a single-action revolver (specifically the colt peacemaker .45 cause I love that gun) and his melee is his hunting knife.

Growing up on Reservation land, he slipped into the role of a protector over his younger cousins and Grandmother. Tomahawk is easygoing but fiercely protective, finding the noise of his fellow mercs somewhat reminiscent of home. He doesn’t have a formal education and had never left the Rez prior to his recruitment. However, he doesn’t feel embarrassment over asking questions or learning new things. In fact, it’s pretty difficult to embarrass him at all, the only thing being the complete center of attention. Tomahawk has a deep fear of fire after getting caught in his family’s barn the night of the house fire and escaping with his hands and leg burned. He also discovered a fear of heights on the plane ride to New Mexico. The friendship that Tomahawk has developed with Pyro has helped to manage his fear of fire while his friendship with Soldier has only worsened his fear of heights.

Working for MANN. has allowed Crow to finally feel like he has a place in the world. There was always a bit of guilt for his enjoyment of hurting those who were a threat to his loved ones, especially since it clearly disappointed his Grandmother so much. Working as a mercenary felt like a breath of fresh air after a lifetime of being stifled. Still, he misses home and sends back most of the money he makes so that his grandmother and cousins can have an easier life. He writes home every week but focuses mostly on the relationships he’s built with the other mercs rather than his work. Sometimes he sends photos as well and is always grateful that he and his family communicate in their native language because some of the teasing from his cousins is best kept private. These letters are also the only chance he gets to not have to use English and finds that sentiment a bonding experience with the others who also speak different languages. Crow likes it when the others ask how to say certain things/what the things he’s says mean, finding that Spy seems the most intrigued, though Crow thinks it’s more that he doesn’t like having a language in his vast collection of knowledge.

In his down time, Crow enjoys going hunting, often with Sniper after the two happen upon one another on one of their individual trips. He’s a big fan of music and has since developed quite the record collection now that he has access to money. He enjoys dancing and he’s actually a pretty good singer but keeps that side of himself a secret. Reading is how Crow learned to expand his vocabulary in his youth and he still reads a lot any time he can. When in need of company, Crow is the type of person to let his companion/companions take the lead with what they would like to do.

Crow is trans and gay. His parents were not the most attentive when they were around and just thought he was a melancholy child. His grandmother, however, cherished him and supported anything that made him happy. While his family is supportive and loving of him, he understands that he’s lucky. Medic preformed the surgeries that Crow wanted after he joined and Crow developed a quick respect for the doctor due to his confidentiality and work ethic.

I’ll post more about his relationships with each of the mercs as I draw more I just wanted to get the basics out first!

[captainjohnlarson]

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SHERIDAN, WY (December 10th, 2020) - Getting good personnel has rarely been a problem for any company. In fact, at the very least, most personnel are judged good when they are recruited, fairly good at their job. Yet, many companies continually face the problem of goals not hitting and targets not achieving. Apart from the final idea and the ones leading to it, one of the chief problems is not lack of good staff, but the ones who have a presence of mind. Ones who have the sharp skill to chaff out the hidden problems and concerns at the initial stage of planning itself. So the question is, how can you get such kind of staff continually without having to wait for them to show up?

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"We are excited at how our clients have responded to us over the years. We have helped over 85 percent Fortune 500 companies to achieve their goals. It doesn't matter if the labor is on-site or offsite staff, Vegatron helps in global distribution of talent base to help you achieve your goals. The industries they deal with are Accounting and Finance, IT and Mechatronics, Engineering, Health and Pharmaceuticals etc. There is no other IT staffing company better than Vegatron Systems in the country today to let you access the best talent pool. We Are Vegatron Systems – We Deliver Tomorrow’s Technology Today", said the Senior Manager at Vegatron Systems.

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###

[the-global-assist]

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[junker-town]

One conference’s media deal is almost all streaming. Should others follow?

Is this unique deal a one-off, or a sign of things to come?

Recent media deals in college athletics have followed a trend. In March, the American Athletic Conference signed a deal that gave them a raise, but moved lots of their content to ESPN+. In April, the Big 12 signed a new rights deal that moves some to ESPN+. At this point, nearly every league in the Group of 5, along with a few other smaller conferences, has some sort of streaming package on ESPN+.

The Colonial Athletic Association decided to go in a different direction, announcing a four-year deal with FloSports, giving the streaming company rights to 50 football games, 140 men’s and women’s basketball games, and over 300 events in total. The league will maintain a small agreement with CBS Sports for men’s basketball.

This is the first time a Division I conference has made an over-the-top streaming company its primary rightsholder. Are other leagues likely to follow?

Most major conferences have their TV rights locked up for at least a few more years. The Big Ten’s rights are until 2022-2023. The Pac-12 ends in 2023-2024, and the Big 12 ends in 2024-2025. The Sun Belt recently extended its agreement with ESPN until 2028.

But there are two entities who will be looking for new media deals very soon: the Mountain West Conference and BYU football.

You can see the appeal for a conference like the MWC to lean more into streaming.

The current MWC contract with ESPN and CBS Sports, which expires after this athletic season, often requires late kickoffs or inconvenient dates. Back in 2017, Wyoming athletic director Tom Burman told USA Today:

The issue is for us, the money is not so great that, at least in my opinion, that we are willing to just play game times whenever TV calls.

Mountain West Craig Thompson, quoted here by the Las Vegas Sun last year, summed up the predicament nicely:

We have been told directly by the television partners, the later you play the more value you bring to us, ... So we have to balance that out. Do we want fans to attend, or do we want that exposure so somebody in the eastern or central time zone at 10, 11, midnight can watch our games?”

But, as CAA commissioner Joe D’Antonio confirmed to me, if the game is streaming only, local institutions could hypothetically decide when to kick off. Presumably, the MWC could also go that direction to regain more control.

Of course, most Mountain West teams also really need TV revenue. Later in that same interview, Thompson said:

It still gets down to exposure and relevancy, to recruitment and revenue, and certainly the control of kick and tip times

The MWC already has some non-revenue sports on FloSports. It seems entirely possible the MWC could elect to stream more events, especially higher profile events, than the AAC, Sun Belt, or other G5 leagues.

BYU, on the other hand, seems less likely. Its football inventory (both because of BYU’s own brand and the brands of the teams it’s hosting) is much more valuable than the MWC’s, and the religious mission of the institution places a higher emphasis on exposure. One industry source told me BYU could take less money than it could get on the open market, in order to improve exposure.

What’s the argument for going streaming-first?

D’Antonio told me nobody else offered the combination of flexibility, commitment to “telling our story year-round, rather than just show the games,” and money that FloSports did. D’Antonio said this deal would secure a “seven-figure” rights fee for the league. That means schools like Elon and Towson will get a little extra money for their athletic departments.

D’Antonio also confirmed to me that some schools would keep the flexibility to broadcast football games on regional networks. The CAA boasts some of the best programs in FCS football, so that would be important. The current AAC media deal does not allow programs to do this, much to the chagrin of UConn. Any other league considering streaming-heavy options will need to consider the value of one-off exceptions, versus maximizing revenue.

But it isn’t without risks.

Streaming isn’t free. FloSports will cost $12.50 a month, and unlike ESPN+ or other major streaming options, the customer isn’t getting a ton of extra content, unless they happen to be interested in professional bowling or track and field.

D’Antonio told me the league was “sensitive to this concern and didn’t want to price ourselves out of the market,” but added that competing streaming networks might not be dramatically lower in price forever. He hoped that if it delivered a strong product, fans would understand.

The balance between exposure, fan experience, and revenue is tricky, especially for smaller leagues. This might encourage other leagues to be creative, but the industry source was skeptical deals like the CAA would be the wave of the future, saying, “I think this is a risk in a lot of respects, and not necessarily going to be a harbinger. Do I see FloSports doing this type of of deal with primary rights for football and basketball for another conference? No.”

Whether future deals look more like the Big 12’s, AAC’s, or CAA’s, one thing does seem clear: streaming isn’t going away.

[dubsism]

Today’s Movie: The D.I.

Year of Release: 1957

Stars: Jack Webb, Don Dubbins, Jackie Loughery

Director: Jack Webb

This movie is not on my list of essential films.

NOTE: This installment of Sports Analogies Hidden In Classic Movies is being done as part of something called the Send In The Marines Blog-A-Thon being hosted by J-Dub from Dubsism and Gill from RealWeegieMidget Reviews.  The premise is simple.  Since this event coincides with the anniversary of the founding of the U.S. Marine Corps, this blog-a-thon is dedicated to films or television programs either about the USMC, those in which actual Marines appear, or feature actors who served in the Marine Corps.

The Story:

Like most of the productions he’s most known for, 1957’s “The D.I.” was produced by Jack Webb’s production company Mark VII Limited.  It was also directed by Webb, who just so happens to play the lead role of Technical Sergeant Jim Moore.  And like Jack Webb’s “Emergency!” which starred his ex-wife Julie London, “The D.I.” features  former Miss USA Jackie Loughery, who Webb would marry in 1958.

“The D.I. ” was the first screenplay by James Lee Barrett; it was adapted from his play “The Murder of a Sand Flea” which was based on his experiences as a Marine recruit on Parris Island in 1950.

Webb’s “Sergeant Moore” is a hard-nosed drill instructor on Parris Island who has a problem recruit named Private Owens (played by Don Dubbins). Moore believes Owens has “the right stuff” to be a Marine.  But for reasons Moore can’t fathom, Owens has a bad habit of caving in under pressure. But Moore believes he can drive Owens to pass muster if continues to push him. But the harder Moore pushes, the more Owens fails.  As a result, Owens attempts to desert.

A subsequent discussion between Owens, Moore, and the company commander Captain Anderson (played by Lin McCarthy) yields the discovery that Owens had two older brothers who were Marines, and they both were killed in action in Korea.  Anderson has had enough of Owens and is ready to discharge him.  But then Owens mother (played by Virginia Gregg)  makes an announced visit to Parris Island.  She tells Sergeant Moore that Owens’ father was also a Marine who was killed in action during the invasion of the Marshall Islands in World War II.  She also tells Moore that she made a mistake coddling her only remaining son, and that if he fails to make it as a Marine, it will destroy him. Owens’ mother then begs Moore not to give up on him,. assuring Moore that Owens can take whatever Moore can offer, and to keep driving him.

At this point Captain Anderson changes his mind and tears up Owens’ discharge paper, and the film ends with Owens well on his way to earning his eagle, globe and anchor.

The Hidden Sports Analogy:

When National Football League scouts look for a quarterback, they have particular things in mind.  They either want an athletic guy who can extend plays with his ability to evade tacklers, or they want a tall guy with a cannon for an arm. If they find a guy who has both, they will collectively salivate over him. But if you are a quarterback who is neither of those things, you may never get the chance to show what a great football player you really are.

That brings us to the tale of Drew Brees.

If you are a current NFL fan who hasn’t suffered a traumatic brain injury, you know not only is Drew Brees one of the best players in the game today, he’s one the greatest quarterback to ever step on the gridiron. He’s a first-ballot lock for the Hall-of Fame, and he’s re-written the record books for passers; as of this writing nobody has amassed more passing yards in the history of the NFL than Brees. The Dubsism list has him ranked at #5 all-time.

But there was a time when nobody thought he could play in the NFL, because he’s not one of the two things scouts are looking for.

The skepticism over Brees began back in his high school days.  Despite the fact he shredded the record books in the hotbed of high-school football known as Texas, the big-time college programs both in and out of Texas weren’t interested in a short, slow quarterback who didn’t have the “big arm.”

But there was one football coach who believed in Drew Brees.  His name was Joe Tiller, and he was the head coach at the University of Wyoming. To be honest, Brees wasn’t exactly thrilled about trading in football-crazy Texas for Laramie, Wyoming, a cow-town 7200 feet up in the Rocky Mountains, but Tiller was the only coach interested in him.  But then fate stepped in when Joe Tiller became the head coach at Purdue University.

That meant instead of being in the backwaters of college football, Brees had a shot to ply his wares in the heart of Big Ten country.  Granted, the Purdue Boilermakers weren’t very good at the time, but being in the Big Ten still meant the biggest stages and brightest lights college football has to offer. Together, Tiller and Brees put Purdue football back on the map, taking the Boilermakers to their first Rose Bowl in over 30 years in 2001.

Later that same year, NFL teams were still skeptical of Brees when Draft Day rolled around.  Despite his stellar career at Purdue and having just finished third in that season’s Heisman trophy voting, every NFL team passed on him in the first round.  Brees was selected with the 1st pick of the second round by the San Diego Chargers.  In contrast, the two guys who finished ahead of Brees in the Heisman voting, quarterback Chris Weinke of Florida State and Josh Heupel of Oklahoma weren’t selected until the 4th and 6th rounds respectively. Weinke won two NFL games in his career, with 17 straight losses in between them, and Heupel never played a single down in an NFL regular-season game.

However, Brees struggled in his first three seasons with the Chargers.  He threw only 29 touchdown passes against 31 interceptions and notching a 10-17 record as a starting quarterback. Brees was so bad the Chargers drafted a quarterback with the 1st overall pick in the 2004 Draft.  Brees hung on to the starting job for two more seasons in San Diego, all the while with young gun Philip rivers waiting on the sideline.

All bets were off when Brees injured his throwing his throwing shoulder late in 2005. The Chargers wasted no time handing the ball to Philip Rivers, and made it known Brees’ contract would not be renewed. That meant the quarterback nobody wanted was now without a job, and to make matters worse, he now had an injury which only added to the questions about him.  Originally, only the Miami Dolphins showed any interest, but ultimately they did not offer him a contract.

But in another intervention of fate, the New Orleans Saints hired Sean Payton as their new head coach; he was previously the Dallas Cowboys’ offensive co-coordinator. Payton himself was also an ex-quarterback nobody wanted, having been in the Arena Football League, who then sold his rights to the Ottawa Rough Riders of the Canadian Football League.  But most notably, Payton was the replacement quarterback of the Chicago Bears during the player’s strike in 1987.

In any event, Payton was not a believer in Aaron Brooks, the quarterback he inherited.  Instead, Payton was the driving force behind the Saints locking up Brees with a six-year, $60 million contract.  At the time, that was considered to be a huge gamble, but it has clearly paid off.  Just look at the list of Brees’ accomplishments since then:

Super Bowl Champion (XLIV)

Super Bowl MVP (XLIV)

First-team All-Pro (2006)

Second-team All-Pro (2008, 2009, 2011, 2018)

NFL Offensive Player of the Year (2008, 2011)

Sports Illustrated Sportsman of the Year (2010)

Associated Press Male Athlete of the Year (2010)

Walter Payton NFL Man of the Year (2006)

NFL passing yards leader (2006, 2008, 2011, 2012, 2014–2016)

NFL passing touchdowns leader (2008, 2009, 2011, 2012)

If that weren’t enough, Brees holds several NFL records:

Most career passing yards

Most career pass completions

Highest career pass completion percentage

Highest single-season completion percentage

Most consecutive games with a touchdown pass

Most pass completions in a season

Most 5,000 yard passing seasons

Most touchdown passes in a  single game (tied)

Now, one might think that a guy who has reached the top of the mountain like Brees has would be happy just to enjoy the spoils of success.  That would not be the case.  In fact one of the reasons Brees was featured in this installment of Sports Analogies Hidden In Classic Movies is he has been known to hang out and train with the 24th Marine Expeditionary Unit in Djibouti.

The Moral of The Story:

Another post in this Marine blog-a-thon featured a moral about people really don’t know what they have inside of them until somebody drags it out. But for that to happen, the “dragger” has to believe in the “draggee.”

Check out Dubsism’s Movies and Blog-A-Thons page for a full schedule of projects past, present, and future!

Got a question, comment, or just want to yell at us? Hit us up at  dubsism@yahoo.com, @Dubsism on Twitter, or on our Pinterest,  Tumblr, Instagram, Snapchat or Facebook pages, and be sure to bookmark Dubsism.com so you don’t miss anything from the most interesting independent sports blog on the web.

Sports Analogies Hidden In Classic Movies – Volume 60 “The D.I.” Today's Movie: The D.I. Year of Release: 1957 Stars: Jack Webb, Don Dubbins, Jackie Loughery Director: Jack Webb…

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Baseball Players' Old Racist And Homophobic Tweets Highlight Team Fears Of Social Media

New Post has been published on https://latestnews2018.com/baseball-players-old-racist-and-homophobic-tweets-highlight-team-fears-of-social-media/

Baseball Players' Old Racist And Homophobic Tweets Highlight Team Fears Of Social Media

As major leaguers Trea Turner, Sean Newcomb and Josh Hader face up to racist and homophobic tweets they sent as teenagers, publicist Lauren Walsh recalls how she dealt with a football player who had offensive Facebook posts years before he prepared for the NFL draft.

She went through his whole social media history, taking down any posts that even raised an eyebrow.

Scrubbing tweets, Instagram posts and other comments, captions and status updates has grown into a top priority for LW Branding, Walsh’s company that has helped 40 NFL athletes with image control in the past 3 1/2 years.

“Any client that we take on, that’s generally the first step we do in the process,” Walsh said. “This can take someone down in an instant. All it takes is one tweet. Now, he’s going to be known for this. This is what people are talking about.”

Turner and Newcomb are the latest high-profile athletes burned by reckless posts from years past. The 25-year-old Newcomb nearly threw a no-hitter for the Braves against the Dodgers on Sunday — a career defining moment that took a turn when he called reporters back into the clubhouse to apologize for offensive tweets sent in 2011 and 2012, when he was 18.

Icon Sportswire via Getty Images

Atlanta Braves Starting pitcher Sean Newcomb 

Homophobic and racially insensitive tweets by Turner from 2011 and 2012 surfaced Sunday night. The 25-year-old Turner, a shortstop for the Washington Nationals, apologized in a statement released by the team.

“I believe people who know me understand those regrettable actions do not reflect my values or who I am,” Turner said. “But I understand the hurtful nature of such language and am sorry to have brought any negative light to the Nationals organization, myself or the game I love.”

USA Today Sports / Reuters

Washington Nationals shortstop Trea Turner

Hader, who pitches for the Milwaukee Brewers, is still in apology mode after tweets from his past surfaced during the All-Star Game this month. He was given a standing ovation in his first game back in Milwaukee, and then booed when the Brewers made their first road trip of the second half of the season in San Francisco.

The trend touches many young athletes, with millions of posts from thousands of players who have been online since they were kids.

Former Wyoming quarterback Josh Allen apologized for a series of offensive tweets he sent while in high school that were revealed right before the NFL draft, when the Buffalo Bills selected him seventh overall. As Villanova’s Donte DiVincenzo was celebrating being named most outstanding player of the Final Four, some of his old tweets that included racially insensitive and homophobic comments made headlines.

“This stuff happens all the time and it happens when they get their shining moment,” Walsh said. “When all of us were 17, we weren’t thinking about where we were going to be in our lives seven years down the road.”

But athletes should start thinking about the bigger picture, as damage from slip-ups can be critical to coaches and executives, Walsh said.

The mistakes by Turner, Hader and Newcomb will be discussed by athletic departments, professional teams, agents and handlers looking to protect themselves and their players. As higher-ups grow more aware of the damage social media mishaps can cause, vetting could become more rigid as a key part of evaluating a multimillion-dollar investment.

“In light of recent events, that’s definitely something our staff will discuss to potentially eliminate the chance of a negative situation that puts a student-athlete in a bad light,” said Creighton spokesman Rob Anderson, who said he doesn’t know of any staffer going through a player’s entire social media history.

Varsity Monitor keeps up with social media and offers education programs for 15 Division I schools, including North Carolina, Texas and Florida. Chief executive Joe Purvis said business is at an all-time high since 2010, with sales doubling in the past year.

Thearon W. Henderson via Getty Images

It’s not just athletes who should be wary of their past mistakes, Purvis said.

“Sports recruiters and normal employment recruiters are now looking at social media profiles as well as resumes as a standard of that person’s character,” he said. “If your social profiles have negative posts, they will assume you are negative.”

In the sports world, college might actually be too late to make changes. Social media can factor into whether an athlete is even offered a scholarship.

“We’ve stopped recruiting someone based on what kind of person he is after coaches had chances to assess everything in their life, including social media,” said Georgia Southern spokesman Bryan Johnston.

Most schools designate a member of each team’s coaching staff to monitor the social media channels of athletes. But the sheer volume of several hundred athletes per school makes it nearly impossible to keep up with everything.

Many schools have presentations early in the school year to educate students about the importance of being smart about social media. North Carolina brings in Derrick Mayes, a former NFL player and co-founder of 5.0 Communications, for “scared straight” seminars to athletes.

“When the reputation of your university, of your program is judged by what a teenager is doing on social media, the more that you can do to try to minimize those surprises, the better for everybody,” North Carolina spokesman Steve Kirschner said.

Walsh suggests athletes and average Joes alike scrub their accounts once a year like a spring cleaning, leaving nothing to chance. And to use social media in a positive way.

“Be authentic,” she said. “Define your brand and values. And then, you put out your content.”

Even better to make smart decisions to begin with so there’s no situation to fix, said Purdue spokesman Tom Schott.

“Once you put it out there, regardless of what you think you’ve deleted, it’s probably going to be out there in some form or fashion,” he said.

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New Post has been published on https://www.stl.news/practicematch-announces-virtual-career-fairs-2018-doubles-events-scheduled-due-demand/68338/

PracticeMatch Announces Virtual Career Fairs for 2018, Doubles Events Scheduled Due to Demand

ST. LOUIS/ January 16, 2018 (STL.NEWS) —  PracticeMatch, a company that provides online resources, job boards, and career fairs to healthcare employers, announced its 2018 schedule of virtual career fairs. PracticeMatch, which also offers on-site career fairs throughout the year, debuted the online healthcare recruiting events in the Q3 of 2017, allowing clinical job seekers to connect with healthcare employers in any desired region, without physically traveling to the location. The success and increased demand for the virtual career fairs led to additional virtual recruiting events for the upcoming year, with twelve on the schedule for 2018.

“Attendance and participation for the inaugural virtual career fairs in late 2017 were very encouraging,” states Mike York, chief executive officer of PracticeMatch. “More than 400 providers attended our latest national virtual fair in December, and feedback from employers and virtual job seekers has been extremely positive overall. Therefore, we are doubling the schedule of virtual recruiting events for 2018.”

York adds that, also based on feedback from participants, the employers who obtained the best results and the most hiring leads from the virtual career fairs were those who participated in multiple events, to encompass a variety of regions throughout the country.

“While we attempt to focus career fairs by region and by locations of residency programs, studies show that many residents often move out of their home state, or training state, for their first job,” York explains. “Because our virtual recruiting events are so convenient and require no travel, employers and clinicians can easily participate in multiple events and explore a variety of locations across the country, or interview candidates from across the country, from the comfort of their own home or office.”

The complete 2018 schedule is available online at the PracticeMatch website. Their first virtual career fair of the year will be a national event on Thursday, February 22, 2018, from 4:00-8:00pm Central time. Employers with jobs anywhere in the United States will participate in that event. The remaining events will each feature employers with openings in a particular region of the country. The schedule for the first half of the year is as follows, all of which occur on a Tuesday unless otherwise specified:

    Nationwide – Thursday, February 22, 2018

    Midwest Region – March 13, 2018

    Pacific Region – March 27, 2018

    South Region – April 3, 2018

    Frontier Region – April 17, 2018

    Northeast Region – May 1, 2018

    Nationwide – May 8, 2018

York attributes the success of the virtual career fairs to their convenience and simplicity, as well as to the array of top healthcare employers and candidates who participate. The PracticeMatch virtual career fairs do not require any software downloads or special apps, and therefore are easily accessible to all healthcare jobseekers who have internet access from any device, such as a smartphone, tablet, or computer. Once registered and logged in, participants of the virtual healthcare career fairs can review employer information, and then connect directly with healthcare recruiters and hiring managers for one-on-one chats to learn more about opportunities in the hospitals and health systems of greatest interest.

The regions consist of the following states:

Pacific Region: (Oregon, Washington, California, Nevada, Alaska, Hawaii) Frontier Region: (Idaho, Wyoming, Colorado, New Mexico, Arizona, Montana, Utah, Texas) MidWest Region: (North Dakota, South Dakota, Minnesota, Michigan, Missouri, Illinois, Ohio, Indiana, Nebraska, Kansas, Iowa, Wisconsin) Northeast Region: (Maine, New York, New Jersey, Vermont, New Hampshire, Massachusetts, Rhode Island, Delaware, Pennsylvania, DC, Maryland, Connecticut) South Region: (Louisiana, Alabama, Arkansas, Mississippi, Florida, Georgia, Kentucky, Tennessee, North Carolina, South Carolina, Virginia, West Virginia)

Virtual career fairs help meet the needs of healthcare professionals who are unable to attend onsite career fairs in person. PracticeMatch aims to provide employers with recruiting coverage nationwide, particularly in areas where there is not a live onsite career fair event. In addition to recruiting practicing physicians and clinicians, virtual career fairs provide healthcare employers an opportunity to connect with new physicians and residents who are open to working in various areas across the county. For more information about the virtual career fairs, visit the PracticeMatch website.

About PracticeMatch: PracticeMatch is one of the most established companies serving healthcare employers with recruiting resources including job boards, career fairs, and candidate leads. Established more than 25 years ago, its Pinpoint physician database includes over 338,000 interviewed, pre-screened physicians. Based in St. Louis, MO, the company hosts more than 30 physician career fairs annually, across the country. For media inquiries, or to schedule an interview with a PracticeMatch executive, please contact Andrea Clement – aclement(at)usa(dot)M3.com. For more information regarding healthcare recruiting resources provided by PracticeMatch, please contact Mike York (800) 489-1440, or email mike.york(at)practicematch(dot)com.

______

Source: news provided by PracticeMatch, distributed by PRNewswire.com, published on STL.NEWS by St. Louis Media, LLC (PS)

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A successful recruitment and staffing company in the Wyoming USA emphasizes diversity in the global hiring market to appeal to a wider range of potential team members. Globalization has made hiring diverse potential candidates much easier. In today’s blog, we are going to take a closer look at hiring for diversity.

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