Mutual Confidentiality Agreement What is it and When is it Used Form

Depression, anxiety, fatigue and related symptoms have physical, cognitive and emotional bases. Depression can be very cognitively demanding and in a way can hijack processes like attention, ability to manage multiple demands, working memory, and so on. In the best of all possible worlds FORMs can be demanding with confusing and vague demands, so compound that with a brain fog and it’s extra demanding. Please know that the difficulty can be very real, and that there are antedotes to those difficulties. Exercise, physical/mental practices that require directed attention such as yoga, meditation, combined with medications where needed. Address the physical, the emotional, and the cognitive, and the gut too!

It’s worse than that: on most forms that have only a few options (Joseph Boyle is right that the US Census now gets more specific), Asians-and-Pacific-Islanders is all one group. That means from the Maori through Indonesia and Polynesia, then Vietnam, straight up past Mongolia, and east out to Japan and west right out past India — all one “race”. Why?Because racism, that’s why.To be specific, because historically in the US the only racial difference that counted was white/black — that is, white and and not-white. For centuries that was how distinctions of race and (implied) class were made. There were quite a few court cases where light-skinned Japanese (etc) petitioned to be declared white — they usually weren’t — and where dark-skinned South Asians (etc) petitioned to be declared non-black — which sometimes worked. In fact, it worked so well that some American Blacks donned turbans and comic-opera inaccurate “Eastern” garb to perform more widely as an “Indian” musician than they’d ever be allowed to do in their original identity.So in the 1800s, there was white and Black. Period. Well, ok, and Native Americans, but to the people that mattered, they hardly counted (and were all dead, anyhow, right?). As colonialism and rising globalization brought more and more people who were neither white nor black to North America, there became an increasing dilemma about how to classify this cacophonous mob of confusing non-white people.Eventually the terms “Arab” and “Asian” came to be widely used, and some classifiers (see also Why is "Caucasian" a term used to label white people of European descent? ) also separated Pacific islander from the general morass of “Asian”. But in general, everyone from the Mysteeeeerious East was just called one thing, unless you felt you needed to specify a country.So, like I said: racism. And a racist tendency to dismiss as unimportant distinctions between different groups of “unimportant” people.

No,If it possible make request to IGNOU Delhi office

I think it is perfectly acceptable, if that is your choice.  I can see no potential issues.Practically speak, it just takes a few minutes and you're sitting on the plane with nothing to do.  I don't consider it a big deal one way or the other.  Your choice.

1. Quora works by having the community ask and answer questions. When you want to know more about something, Quora delivers you answers and content from people who know the answer - like real doctors, economists, screenwriters, police officers, and military veterans.Ask questions when you have them. Here is more info on how to get your questions answered: What are some good ways to get people to answer my questions on Quora?Answer questions when you can!2. Use your feed and tell Quora what you're interested in reading.Your feed is filled with stories that interest you. You can view your feed by going to the home page.Build a good feed by following topics and people, and taking actions in feed that tell Quora what you like. For more on this, see: How do I personalize my Quora feed?Topics: When you follow a topic, questions and answers tagged with that topic will appear in your feedPeople. When you follow people, you will see questions and answers posted by these people in your feed.The easiest first step: start by following some topics that you care about and some people who write about them.You can also read some interesting questions and popular answers to get a feel for the site.3. Upvote answers that you think are helpful.When you see a good answer on Quora, upvote it.Your votes help people see good answers and make Quora better.You can learn more here:What are some frequently asked questions for new Quora users?What does a good question on Quora look like?What does a good answer on Quora look like? What does it mean to "be helpful"?

Finding the right job candidates is one of the biggest recruiting challenges. Recruiters and other HR professionals that don’t use best recruiting strategies are often unable to find high-quality job applicants. With all the changes and advances in HR technologies, new recruiting and hiring solutions have emerged. Many recruiters are now implementing these new solutions to become more effective and productive in their jobs.According to Recruitment strategies report 2017 done by GetApp, the biggest recruiting challenge in 2017 was the shortage of skilled candidates.The process of finding job candidates has changed signNowly since few years ago. Back then, it was enough to post a job on job boards and wait for candidates to apply. Also called “post and pray” strategy.Today, it is more about building a strong Employer Branding strategy that attracts high quality applicants for hard-to-fill roles.Steps for finding the right job candidates1. Define your ideal candidate a.k.a candidate personaNot knowing who your ideal candidate is, will make finding one impossible. To be able to attract and hire them, you need to know their characteristics, motivations, skills and preferences.Defining a candidate persona requires planning and evaluation. The best way is to start from your current talent star employees. Learn more about their personalities, preferences, motivations and characteristics. Use these findings to find similar people for your current and future job openings.2. Engage your current employeesYou probably already know that your current employees are your best brand ambassadors. Same as current product users are best ambassadors for product brands. Their word of mouth means more than anyone else’s.Encourage their engagement and let them communicate their positive experiences to the outside. Remember, your employees are your best ambassadors, and people trust people more than brands, CEOs and other C-level executives.Involving your current employees can not only help you build a strong Employer Branding strategy, but it can also help your employees feel more engaged and satisfied with their jobs.3. Write a clear job descriptionsEven though many recruiters underestimate this step, it is extremely important to do it right! Writing a clear and detailed job description plays a huge role in finding and attracting candidates with a good fit. Don’t only list duties, responsibilities and requirements, but talk about your company’s culture and Employee Value Proposition.To save time, here are our free job description templates.4. Streamline your efforts with a Recruitment Marketing toolIf you have right tools, finding the right job candidates is much easier and faster than without them. Solutions offered by recruitment marketing software are various, and with them you can build innovative recruiting strategies such as Inbound Recruiting and Candidate Relationship Management to improve Candidate Experience and encourage Candidate Engagement.Sending useful, timely and relevant information to the candidates from your talent pool is a great way for strengthening your Employer Brand and communicating your Employee Value Proposition.5. Optimize your career site to invite visitors to applyWhen candidates want to learn about you, they go to your career site. Don-t loose this opportunity to impress them. Create content and look that reflects your company’s culture, mission and vision. Tell visitors about other employees success and career stories.You can start by adding employee testimonials, fun videos, introduce your team, and write about cool project that your company is working on.Don’t let visitors leave before hitting “Apply Now” button.6. Use a recruiting software with a powerful sourcing toolToday, there are powerful sourcing tools that find and extract candidates profiles. They also add them directly to your talent pool. Manual search takes a lot of time and effort, and is often very inefficient. With a powerful sourcing tool, you can make this process much faster, easier and more productive. These tools help you find candidates that match both the position and company culture.7. Use an Applicant Tracking SystemSolutions offered by applicant tracking systems are various, but their main purpose is to fasten and streamline the selections and hiring processes. By fastening the hiring and selection process, you can signNowly improve Candidate Experience. With this, you can increase your application and hire rate for hard-to-fill roles. Did you know that top talent stays available on the market for only 10 days?8. Implement and use employee referral programsReferrals are proven to be best employees! Referrals can improve your time, cost and quality of hire, and make your hiring strategy much more productive. Yet, many companies still don’t have developed strategies for employee referrals.This is another great way to use your current employee to help you find the best people. To start, use these referral email templates for recruiters, and start engaging your employees today!GetApp‘s survey has proven that employee referrals take shortest to hire, and bring the highest quality job applicants.If you don’t have ideas about how to reward good referrals, here’s our favorite list of ideas for employee referral rewards.