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First, you aren't going to be a talking to a broekr. With forex, you will have an account with a dealer who will be taking the other side of your trades.Second, since they are dealers, they make their money off the spread, not by charging fees or commissions.Third, they are not banks or broekrs, so there is no such thing as proper insurance .If you want to learn how the trades work google forex and you will see a list of dealers. Any legit dealer will give you a demo account free for 30 days.Since forex is not governed by law anybody can be a forex dealer, but all the legitimate ones voluntarily register with the National Futures Association even though they don't have to because they are not actually futures broekrs.
If you use your online application system efficiently, you can use it’s screening questions to get meaningful information from the applicants for your faculty jobs and not just to weed out the ones who are not qualified by reason of education or experience.
When crafting your questions, avoid those that can be answered with yes or no. Instead, give multiple choice options: “How many years of experience do you have in teaching college students?”
7 years or more
If you ask this as a “yes” or “no” question, some people will answer “yes” just to get through the screening system, but if you give a ...
In education, particularly Higher Education (since the student population is more mature and more prone to questioning, processes of deduction, etc.), those in the profession are taught to examine and acknowledge, at least to one’s self, their ethics and beliefs. With that in mind, when leaving an institution (whether opting to leave for another academic position offering increased professional and personal growth, being laid-off, terminated, or down-sized) and after building relationships with colleagues, students, parents, etc., do you offer any remarks about your separation? And if so, what would those remarks be?
Do you say nothing and allow the guessing, rumor, inuendo develop and flow as it may? Do you reach out to, at minimum, students (and parents if you have met and built ...
I often think about my staff’s characteristics and my selection process for university positions. The majority were individuals that others had released from positions for various reasons but in whom I saw potential based on skill set match with the position at hand.
During my career, I learned that the degree to which an employee successfully performs position responsibilities is attributable to the quality of the supervisor or leader. Because an individual was considered nonproductive or ineffective in a previous college position does not mean that he has not learned from that experience, modified his behavior, redirected his life or career, and matured professionally. An opportunity to recover from a less than stellar work ...
You were among three finalists chosen to interview, face-to-face with the search committee, Dean, faculty, and students. What separates you from the other candidates? Why should the Dean offer you this academic position? How do you prevent “blurring” (when in the minds of the search committee, all three candidates ‘blend’ together)?
Keep in mind, during the interview process, that once the interview concludes, your “job” as far as convincing the decision-maker(s) that you’re the right fit for this university position does not end when the face-to-face interview ends. An important component of being the best candidate is finding out, during the process, who the key decision-maker(s) is (are). This key piece of information becomes an ...
After 25 years as a university professor, I’ve done my share of applying for faculty positions and seeing applicants visit my academic departments. We generally follow the advice: apply for any and all academic positions, but do you ever wonder if some jobs simply aren’t worth applying for? Here is “food for thought” as you prepare application packets.
Do some real research on each department you hope to apply to. For example, is your “academic pedigree” compatible with that of your prospective colleagues? Did you all earn your doctorates from similar types of universities and graduate programs? How might that influence your motivation as a teacher and scholar relative to your prospective colleagues? If you’re highly motivated to do research, publish and write grant proposals, are you applying to an academic department where you ...
The net is arguably the best place to search academic jobs. With the help of an advanced search application you can save a lot of your energy when it comes to tracking and applying for jobs in various institutions, plus you will be able to save your time when you can easily identify hard-to-find details about different job positions. With the help of a website like www.scholarlyhires.com you can easily save your searches for future reference and you can also delete whatever extra searches that you do not need.
To begin your academic jobs search just pick the area of Canada or the US where you would like to work, pick the type of job you prefer, and then answer a few questions. Some of the questions you can encounter include: What type of position are you seeking? What level of ...
One of the neat things about academia is that your social life often centers around the college or university. Because of that, couples (of any combination) often find each other and fall in love. Depending upon their aspirations, they can often both end up working in institutions of higher education. That has both advantages and pitfalls.
It is easy in cities like Boston, where a multitude of college positions, university jobs and community college adjunct jobs exist. But in smaller towns, you may not be so deep in choices and may very well end up having similar higher education careers. As mentioned earlier - that has both advantages and pitfalls.
We like to look for the positives and suggest you do also, but with a wary eye. In a smaller city, make sure that the social life ...
As part of our commitment to improving higher education hiring processes, we are publishing the results of a survey on the technology of higher education hiring.
Some general results from the survey included:
81% of schools surveyed were members of CUPA-hr * 17% were members of HERC * 58% used applicant tracking systems (ATS) * 79% coordinated Administrative Staff hiring in Human Resources * 42% coordinated Faculty hiring in Human Resources, 33% in the Provost’s office, 25% in the Departments * 23% bought unlimited job posting packages from multiple vendors, 50% did not buy packages
In general, those surveyed were happiest with their Advertising firms, but would like to see improvement in both their Applicant Tracking Systems and Job Advertising sites.
Let’s start by saying it is very hard to build consensus in the higher education recruiting process. If you have an easy time hiring someone, you either have group-think or the decision is simply a rubber-stamping process. Neither “group-think” nor “rubber-stamping” is good. Generally, the failure rate is as high (or higher), when compared to less straightforward hiring.
Here are four great ways to build consensus during the hiring process for community college jobs, university jobs, or anything in-between:
Assume you won’t have unanimity or consensus. That way you can find ways to better rank prospective faculty, deans, provosts, and higher education administrators, both qualitatively and quantitatively through pre-defined measures.
Counsel individuals NOT to look for a “mini-me.” In other words, ...
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