Calling all bakers! You had better sit down and prepare yourselves because National Cupcake Week 2014 is just a week away.From next Monday (15 September) we will all be catapulted into a week-long celebration of the famous mini cake and it is up to bakers to make the most of it.Point-of sale material can now be downloaded from www.nationalcupcakeweek.co.uk to help you spread awareness and generate excitement among your customers. It includes cupcake-themed bunting, posters and printable ‘specials boards’ to put up your cupcake flavour of the day, so download and print them early and decorate your store.British Baker recommends that bakers go to town for National Cupcake Week, with cupcakes of the day, special promotions and plenty of signage to tempt customers into your stores. If you have space, you could also involve customers directly by inviting them to decorate their own cupcakes or asking them to vote on their favourite flavour from the range you offer.Representatives from the magazine will be talking about how to get involved in National Cupcake Week on Headline London next Friday (12 September) at 12pm, as well as disclosing our findings on how much people really love cupcakes. The show is produced by The Evening Standard. But you can create your own media storm by contacting local newspapers and getting them involved in all the activity in your store, creating a real buzz around the Week.Also, don’t forget to tell us at British Baker about your activities and send us pictures via @BritishBaker or [email protected], the entries for the National Cupcake Championship are in and judging has commenced. Stay tuned to bakeryinfo.co.uk to be among the first to see our finalists revealed. We will shortlist eight entrants in each of eight categories: Classic Cupcake; Themed Cupcake; Free-from; and Made with Alcohol for both professionals and home bakers.A winner in each category will be announced following a live judging day at Cake International on 8 November, along with the two overall winners – one from each group of competitors.The National Cupcake Championships are sponsored by Barry Callebaut and Cater For You and partnered by charity Wellbeing for Women.
Tweet HealthLifestyleLocalNews Increased purchase of ‘Pill 72’ worries pharmacist by: – July 3, 2013 A local pharmacist has expressed concern about the increased purchase of emergency contraceptives among the youth.Pharmacist Carlton Lanquedoc said in an interview with members of the media on Wednesday, 3rd July, that he is concerned about the purchase of morning after pills on a daily basis. Morning after pill or Pill 72 is an emergency contraceptive which can be bought without a prescription. It can be used to prevent pregnancy up to five days (120 hours) after unprotected sex.Pharmacist Carlton Lanquedoc said while morning after pill is ideal, persons should also guard against sexual transmitted diseases, as the increased purchase of the pill means that these people are engaging in unprotected sex. “It’s not that we have a problem in selling the morning after pill, but basically what it is saying to us is that lots of people are having unprotected sex and that’s of concern for us as medical professionals,” Mr Lanquedoc said.Morning after pill or Pill 72 is an emergency contraceptive which can be bought without a prescription.He noted that one of the things people tend to concentrate more on is the risk of pregnancy, however they should know that they are at risk of contracting sexually transmitted diseases (STD’s).Mr Lanquedoc said further that several persons have been coming forward to treat sexual transmitted infections cases. “Not only HIV/AIDS as pronounced on the media, but also the Chlamydia, the Syphilis, the Human papillomavirus (HPV), we are seeing cases of bacterial cystitis, Gonorrhea; all of this we are seeing cases of frequently,” he said. Mr Lanquedoc, who is employed at a local pharmacy, said on a daily basis between 6-10 morning after pills are sold his establishment. “I’m sure if we were to tabulate with our two stores it might increase a bit more. It’s generally young people; most of these young people are slightly below the age of forty which is usually the same catchment age that you would see with HIV/AIDS in terms of the prevalence. So it is a concern from a health perspective,” he said. Mr Lanquedoc has called on the general public to be more conscious of their health and protect themselves against diseases. Dominica Vibes News Share Share 137 Views 8 comments Sharing is caring! Share
La Liga have confirmed that clubs are returning to training this week, with matches planned to return in June and the 2019/20 campaign to be completed this summer. Loading… Read Also: Eight years on, FIFA, NFF, Eagles celebrate late Rashidi Yekini Phase 0: basic training for professional athletes Phase 1: medium training and opening of high-performance centres Phase 2: authorisation of outdoor activities with less than 400 attendees Phase 3: return to the ‘new standard’, with no specific references to sport. FacebookTwitterWhatsAppEmail分享 The nation has been in a state of emergency since 13 March but last week, Prime Minister Pedro Sanchez clarified plans to ease the nation back into some sense of normality as coronavirus cases begin to reduce. La Liga hopes to resume the 2019-20 season at the start of next month, with 11 rounds of games still to be played to conclude the league. “LaLiga clubs return to training this week following the approval by the Ministry of Health of the return to sports training,” read a league statement. “In accordance with the Return to Training Protocol that LaLiga has developed with medical experts, individual training of professional players from LaLiga Santander and LaLiga SmartBank (Spain’s second tier) is starting, once clubs have carried out medical tests.” As outlined by Goal, players can return to individual training session on 4 May with a de-escalation plan that will have four phases, each lasting a minimum of two weeks, and that should lead to some form of normality by the end of June – ‘gradually and asymmetrically’.Advertisement Promoted ContentThailand’s 10 Most Iconic LandmarksOnly The Chosen Ones Can Appear On-Screen Even After Their DeathEverything You Need To Know About Asteroid ArmageddonThe Highest Paid Football Players In The World10 Phones That Can Work For Weeks Without Recharging8 Fascinating Facts About CoffeeWhat Is A Black Hole In Simple Terms?Most Outstanding Female Racers Who Made History In SportsBirds Enjoy Living In A Gallery Space Created For ThemCan Playing Too Many Video Games Hurt Your Body?The Best Cars Of All Time6 Incredibly Strange Facts About Hurricanes
Lately, there’s been a particularly large push, especially within the startup community, to assess job candidates based on culture fit rather than solely on job skills. While there are several reasons for this new approach, the most important factor definitely centers around building a unified and aligned workforce. After all, when hurdles come up — and they will — a unified team is better able to weather the storm.Building a more culturally aligned team is definitely appealing, but for many startups, assessing candidates based on culture fit (while also screening for the appropriate technical skills) can be a challenge. Here are a few tips to help you get started:Identify Your Company’s CultureOne of the more challenging aspects of incorporating a culture assessment into your interviewing process is actually being able to accurately identify your company’s culture in the first place. Culture fit is not something that can be taught or instilled in a candidate; it should be ingrained in the character of the individual.To evaluate and identify your company’s culture, examine your company from an outsider’s perspective. Do people eat and hang out together after work? Are the majority of your colleagues “Type A”? Do your colleagues have similar passions when it comes to giving back and participating in the community?These questions can be telling indicators of your company’s culture and the subsequent message that is sent and received both within your own workforce and among outsiders. Company culture, from its inception, is driven and maintained by the people at your company, so any new hires should fully embody your culture if you plan to keep it intact in the long run.Evaluate a Candidate’s Potential ImpactValuing company culture and hiring candidates who match that culture does not mean you should go out and hire all of your friends. Culture is much deeper than interpersonal relationships and fully encapsulates mission, vision, values and other core competencies of your company. You should always strive to hire candidates who are not only great culture fits, but who also possess the right skill set for any given role. The challenge comes when you’re not able to find someone who fits the bill in both areas.Let’s examine the following: You have two finalists for one role and you need to make a decision quickly. One candidate would be classified as a strong cultural fit with mid-level competence while the other has a high level of competency, but is only a mid-level culture fit. Which candidate would you select?I’d recommend putting your vote behind the strong culture fit and planning a small ramp for the responsibilities of the position. If you lean the other way, the candidate will hit the ground running, but you run the risk of bringing in someone who might not mesh well with the team, which won’t lead to long-term success for either the candidate or your company.Implement Screening for Culture into Your Interview ProcessAn effective way to roll culture into your interview process is to highlight the new push with your team, who will be able to screen for culture fit, core competencies and value through the course of the normal interview process.To make the importance of culture fit clear to interviewers, break down your company values into targeted groups and then assign those value groups to individuals, who can then delve deeper into the values with candidates.An added benefit of approaching the interview this way is the process it forms around interviewing. Traditional interviewing tends to be ambiguous and repetitive. Most interviewers rely on their own experience to direct interviews, which is scary considering many non-recruiters have little if any formal interview training. Giving individual interviewers their own points of focus (company values) will remove the repetitiveness often associated with interviewing and surface the information around culture fit you need to make an informed hiring decision.AddThis Sharing ButtonsShare to FacebookFacebookShare to TwitterTwitterShare to PrintPrintShare to EmailEmailShare to MoreAddThis