Wednesday, November 27, 2019
10 Facts About Africa Africa is an amazing continent. From its start as the heart of humanity, it is now home to more than a billion people. It has jungles and desert and even a glacier. It extends into all four hemispheres. It is a place of superlatives. Find out more from these 10 essential facts about the continent: 1) The East African Rift zone, which divides the Somalian and Nubian tectonic plates, is the location of several important discoveries of human ancestors by anthropologists. The active spreading rift valley is thought to be the heartland of humanity, where much human evolution likely took place millions of years ago. The discovery of the partial skeleton of Lucy in 1974 in Ethiopia sparked major research in the region. 2) If you divide the planet into seven continents, then Africa is the worlds second largest continent, covering about 11,677,239 square miles (30,244,049 square km). 3) Africa is located to the south of Europe and southwest of Asia. It is connected to Asia via the Sinai Peninsula in northeastern Egypt. The peninsula itself is usually considered part of Asia, with the Suez Canal and the Gulf of Suez as the dividing line between Asia and Africa. African countries are usually divided into two world regions. The countries of northern Africa, bordering the Mediterranean Sea, are usually considered part of a region called North Africa and the Middle East, while countries south of the northernmost countries of Africa are usually considered part of the region called Sub-Saharan Africa. In the Gulf of Guinea off the coast of western Africa lies the intersection of the equator and the Prime Meridian. As the Prime Meridian is an artificial line, this point has no true significance. 4) Africa is also the second most populous continent on Earth, with about 1.256 billion people (2017). Africas population is growing faster than Asias population (4.5 billion), but Africa will not catch up to Asias population in the foreseeable future. For an example of Africas growth, Nigeria, currently, the worlds seventh most populous country on Earth, is expected to become the third most populous country by 2050. Africa is expected to grow to 2.5 billion people by 2050. Nine of the 10 highest total fertility rates on Earth are African countries, with Niger topping the list (6.49 births per woman as of 2017). 5) In addition to its high population growth rate, Africa also has the worlds lowest life expectancies. The average life expectancy for citizens of Africa is 61 years for males and 64 years for females, though its a little lower in some regions of Africa and higher in northern Africa (closer to the global average). The continent is home to the worlds highest rates of HIV/AIDS; more than two-thirds of all people infected are in Africa. Better treatment for HIV/AIDS is directly related to average life expectancy rising back to 1990 levels in southern Africa by 2020. 6) With the possible exceptions of Ethiopia and Liberia, all of Africa was colonized by non-African countries. The United Kingdom, France, Belgium, Spain, Italy, Germany, and Portugal all claimed to rule parts of Africa without the consent of the local population. In 1884Ã¢â¬â1885 the Berlin Conference was held among these powers to divide up the continent among the non-African powers. Over the following decades, and especially after World War II, African countries gradually regained their independence with the borders as established by the colonial powers. These borders, established without regard to local cultures, have caused numerous problems in Africa. Today, only a few islands and a very small territory on the Moroccan coast (which belongs to Spain) remain as territories of non-African countries. 7) With 196 independent countries on Earth, Africa is home to more than a quarter of these countries. There are 54 fully independent countries on mainland Africa and its surrounding islands. All 54 countries are members of the United Nations. Every country is a member of the African Union, including Morocco, which rejoined in 2017. 8) Africa is fairly non-urbanized. Only 43 percent of Africas population lives in urban areas. Africa is home to only a few megacities with a population greater than 10 million: Cairo, Egypt; Lagos, Nigeria; and Kinshasa, Democratic Republic of the Congo. The Cairo and Lagos urban areas are around 20 million, and Kinshasa has about 13 million residents. 9) Mt. Kilimanjaro is the highest point in Africa. Located in Tanzania near the Kenyan border, this dormant volcano rises to an elevation of 19,341 feet (5,895 meters). Mt. Kilimanjaro is the location of Africas only glacier, although scientists predict that the ice on the top of Mt. Kilimanjaro will disappear by the 2030s due to global warming. 10) While the Sahara Desert is not the largest nor the driest desert on Earth, it is the most notable. The desert covers about 25 percent of the land of Africa.
Saturday, November 23, 2019
What you need to know about background checks for your next job LetÃ¢â¬â¢s get right to the facts about this one. You should expect an employment background check on the path to your next job. Conservative estimates show nearly three quarters of all employers perform some sort of background check on every new hire. While mandated by law in some cases, clearing a background check is a necessary condition for the great majority of new hires. The number one concern for employers is workplace safety.For precisely that reason, employment background checks include multiple dimensions and draw from several sources of information. Employers use background checks to determine the risk a candidate represents regarding occupational safety, criminal behavior (e.g., theft, violence, bribery), and creating hostile working conditions.The specifics of what an employment background check includes differ according to the role, organization, or industry. Almost one half of candidates say they are unsure of what employers are investigating during an employment bac kground check. Between 30 and 50 percent include reviewing a candidateÃ¢â¬â¢s credit history.Though estimates vary, at least nine percent (.pdf) of all employment background checks reveal derogatory information about a candidate. Our research shows that one-third of all jobseekers are concerned that information in their background will interfere with getting hired.Yet for many good candidates, an instance of background blight on its own is not enough to disqualify. But it does involve an additional set of conversations between the candidate and employer to determine whether past mistakes are relevant to the current job and future performance.Some basics of employment background checksEmployment background checks are often conducted by third-party vendors. Therefore, jobseekers should become aware of their rights under the Fair Credit Reporting Act (FCRA), which governs such transactions.As mentioned earlier, background checks investigate several areas of a candidateÃ¢â¬â¢s histo ry. Because workplace safety is paramount, nearly every candidate is investigated for criminal history. For most candidates, a background check will also include confirming identity, employment history, education, and professional credentials.For some roles, ongoing illegal drug use is a focus, and may require a pre-employment drug test. Other roles will look at DMV records and driving history. Less common are medical history and WorkersÃ¢â¬â¢ Compensation claims.Some candidates can expect more rigorous background checks. Positions of high trust will necessitate additional scrutiny, especially handling valuable assets or offsite work on anotherÃ¢â¬â¢s property. The same applies to positions that involve driving, operating tools or machinery, or handling hazardous materials.Senior managers, especially those with fiduciary responsibilities, can expect scrutiny of their financial history, as can anyone in a position to bribe or be bribed. And candidates being hired for roles that e xpose them to confidential or secure information, including trade secrets and intellectual property assets, will also be investigated thoroughly.The three things to sweatWhat you say about yourself not matching what the employer finds in your background check reportOne rule of thumb for clearing a background check is whether Ã¢â¬Å"candidates are who they say they are.Ã¢â¬ Employers can make a case for hiring a candidate who has been upfront about a prior lapse of judgment. But employers cannot do so with candidates found having a current lapse of judgment in representing themselves truthfully. The most common areas that candidates falsify are education, professional credentials, and employment history. When discovered, it is an immediate deal breaker, even if youÃ¢â¬â¢re the CEO.If in doubt, contact the applicable keeper of records. It is very easy for employers to do, and likewise for job candidates wanting to verify their past accomplishments.False, inaccurate, or misleading information appearing in your background checkAs much as youÃ¢â¬â¢ve been truthful about yourself, you canÃ¢â¬â¢t necessarily expect the system to vouch for you. Background checks can and do contain wrong information, which can cost jobseekers dearly.Data brokering is a sketchy and unregulated business, operating in a legal grey area and increasingly outside of U.S. jurisdiction. Even post-GDPR, custodians of your background data have neither the resources nor the incentives to maintain its integrity. That includes reporting bureaus with whom employers contract for background checks, and especially the sources from which they scrape your background data.It is a good idea for all jobseekers to do as much detective work on themselves as possible. Start by ordering a free credit report. Always request a copy of an employer background check report if your state allows it. Do what you can to obtain DMV and court records, along with any prior background check reports. Consider using a paid service if any doubts linger.Derogatory background information bringing about the end of the conversationIf your background contains a criminal conviction, it does not necessarily mean an automatic disqualification.Most employers treat discovery of derogatory background information on a case-by-case basis. As a rule, it is handled very conscientiously and discreetly, and only among need-to-know persons, typically the recruiter or an HR representative and the legal department. Together they review the facts and determine how best to proceed to ensure fairness and regulatory compliance, yet maintain workplace safety.When should a candidate with derogatory background information discuss it with an employer?Ã Experts advise one of two courses. If it relates to something fundamental about performing the job (e.g., a candidate for a driving job having a DUI conviction), then it needs to be discussed early in the process. That allows both the candidate and the recruiter to determi ne whether there is a workaround. If on the other hand, it is not directly relevant to performing the job, then it should be brought up later, at the point when it is clear to the candidate that a job offer is probable.In either case, the candidate needs to demonstrate that as an exit of the criminal justice system, the past has been resolved, present obligations are being satisfied, and the future represents no greater risk to the employer than any other candidate. It also provides the candidate with a unique opportunity to apply the tried and true CAR technique to demonstrate his or her value, in an extraordinarily vivid and impressive way.The bottom lineBackground checks are often complicated. Employers must follow numerous regulations and procedures, which are subject to frequent change. Therefore, employers are typically advised against having a blanket background check policy.For jobseekers, it is worthwhile to find out what employers see. Anything you can do to make things ea sier for the employer is mutually beneficial. Show that you are low risk, and use your experiences to demonstrate your value just like any other top candidate. And always be truthful, no matter whatÃ¢â¬â¢s in your background.LiveCareerÃ offers assistance to job seekers at every step of the journey. Access freeÃ resume templatesÃ andÃ resume examples, plus aÃ cover letter builderÃ and advice on how to answerÃ interview questionsÃ of all stripes.
Thursday, November 21, 2019
Interview - Assignment Example The first question focused on how the manager would deal with dishonest workers in the organization. Malcolm responded by saying, Ã¢â¬Å"Many people apply assumptions whilst dealing with such cases. This is wrong. I would focus on the reasons behind the behavior, and deal with the case based on past experiences; then take action on the employees.Ã¢â¬ Secondly, I asked Malcolm what he would do if his boss did something unethical and he was aware of it. He answered by saying he would first assess their perception on ethics and being in power. It is at this point that he would advise them according to the ethical policy. The third question focused on the wits of the manager. I asked Malcolm how he would handle contradictory values that exist in the employee handbook that is the basis of operation of the organization. He responded, Ã¢â¬Å"That question is extremely tricky. However, as the manager, it is my role to put the organization in place. I will focus on the past experiences in the work place then decide the best measure based on the precedents.Ã¢â¬ From the interview, it is evident that Malcolm is not only a reasonable employee, but also an individual that adheres to the ethics of his profession. As argued by Becker, the most prevalent ethical dilemmas in the work place revolve around conflicts of interest, utilization of the organizationÃ¢â¬â¢s resources and human resource (26). From the interview, it is evident that Malcolm faced these challenges and was able to handle them in an ethical manner. Malcolm believes that ethical issues are handled effectively in his work place as they follow strict protocol in dealing with these issues. The rules apply to all members regardless of their affiliation and status in the organization, which explains why in the interview, Malcolm attests to questioning his supervisor if they did contrary to the ethical guidelines. Becker continues to argue that the