The Trial in To Kill a Mockingbird Essay Example

The Trial in To Kill a Mockingbird Essay Boring, slow and pointless are what many people think of the first 15 chapters in the novel ‘To Kill A Mocking Bird’. Well, I have news for you, without the first half of the novel we would not have been introduced and shown all the little details about Maycomb and the people in it. The novel introduces all the different themes needed in order to carry on into the second half of the novel. We explore key themes including race, determination, compassion, tolerance, respect, empathy and equality. All of which are carried on throughout key events in the rest of the novel. Chapter 3 explores the themes of tolerance, respect, and empathy.Which are all vital to the rest of the novel. In this chapter Scout learns valuable lessons about tolerating and respecting people and their ways, no matter how different or how much you disagree with them.This is shown in the quote, ‘He ain’t company, Cal, he’s just a Cunningham -‘ ‘Hush your mouth. Don’t matter who they are.’† Here Scout learns that is doesnt matter who a person is, you should always respect them, she tells Calpurnia that Walter is just a Cunningham, making him not company, but Calpurnia tells Scout that is doesnt matter who he is, he is still company. This is important as this is then carried on into the rest of the novel, as it changes Scouts view on other people and changes her way of thinking. She also learns to have empathy for other people and not judge people. As shown in the quote We will write a custom essay sample on The Trial in To Kill a Mockingbird specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Trial in To Kill a Mockingbird specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Trial in To Kill a Mockingbird specifically for you FOR ONLY $16.38 $13.9/page Hire Writer â€Å"You never really understand a person until you see things from his point of view until you climb into his skin and walk around in it† This example is a key lesson in the book. This lesson is putting yourself in someone else’s shoes, it teaches Scout to look past the surface and really understand who the person is and what they really are before judging them. This lesson is important as it again changes Scouts view and thinking, which therefore influences the course of e

Expert Interview with Andy Greenberg About Recruiting and Hiring

Expert Interview with Andy Greenberg About Recruiting and Hiring Andy Greenberg, CEO and president of The Recruiting Division, took the time to talk with us about his company, recruiting and hiring trends. With 17 years of experience in the field of recruiting, Andy has valuable, insightful information to offer. Heading The Recruiting Division, Andy works closely with clients and candidates to consistently find the best for the best. Here he shares a bit about that process.What’s different about The Recruiting Division that makes it so successful?We extend the capabilities of a contract recruiter with a unique solution that is team-based and on-demand. The result is a more flexible, scalable and cost-effective way of engaging a contract recruiter. What are three attributes that employers want to see in a job candidate?Intellectual curiosityPassionFlexibilityHow about three qualities they’d rather not see?InflexibilityArroganceInability or unwillingness to bring something extra to the roleWhat do you look for in a job candidate?Abilit y to self-assess, meaning that they are able to understand and articulate their strengths, weaknesses, boundaries and their own internal brandPassion!Ability to convincingly articulate why and how their background, skills and experience will translate into success for the positionWhy is it key for companies to have good relationships with recruiters like you to find the best team?Contract recruiters like those here at The Recruiting Division are able to act as a fully accountable, seamless extension of a client’s team, since we are not motivated or paid by placement fees or commissions, nor are we bound by the typical contingency-based agency model that necessitates alignment with candidates as opposed to HR and hiring managers.Are you seeing any particular hiring trends lately? If so, please tell us a bit about them.Although the economy has certainly improved, employers are still very cautious in their hiring and are willing to wait for candidates that meet all of the criter ia on their list.There is still strong demand for information technology and sales professionals, and we are also seeing an increase in temporary hiring as a result of the Affordable Care Act. Another interesting trend is a growing number of companies that are bringing jobs back to the United States after frustrations with offshoring.From a recruiting perspective, we are seeing a huge interest in social recruiting. Besides LinkedIn, Twitter and Facebook, there are a host of social aggregation and deep web mining tools that recruiters are flocking to, including SwoopTalent, Gild, TalentBin, Talenthook and HiringSolved.Why is timeliness so important in the hiring process?That’s a double-edged sword. On the one hand, there is a cost associated with a company not being able to achieve its goals due to a lack of manpower. But on the other hand, there is also a cost associated with rushing the hiring process and hiring sub-par employees. We are all doing our best in the search for the holy grail of hiring top talent as quickly as possible.How do you go about finding the top talent to place?For starters, make sure that your recruiters themselves are top talent. Think about it – it takes top talent to be able recognize top talent.Those who know me know that I love to arm my recruiters to the teeth with lots of cool tools like the ones mentioned above. That said, I am the first to admit that a great recruiter can work their magic simply by using LinkedIn and nothing else. The key to LinkedIn is learning how to target the right people and then message them softly and professionally. Your goal should be to achieve a response rate of at least 30%. And anything less than 20% means that you are spamming and not doing relationship-sourcing.Also make sure that you know your company’s brand and can articulate it effectively throughout the entire sourcing and vetting process. Candidates that are in demand know that they have choices, and they are looking fo r employers with a compatible brand, mission and values.Along with company branding, do your best to provide a great candidate experience. Candidates are sharing their interview experiences on social media sites like Glassdoor and Vault, and your ability to attract top talent can be either enhanced or stymied by your reputation on social media.