text:
Loxo Team
Email Templates for Recruiters (Examples)
Email is the number one channel that recruiters rely on to contact potential candidates. And they can often be the initial make-or-break moment when it comes to sourcing top talent - a recruiting email has to be informative, professional, personal, and engaging to ensure a response from desirable potential hires.
As a recruiter, you might send out hundreds of emails a day. It's unrealistic to expect each one to be custom-tailored for every new contact, however it's important to avoid a monotone and formulaic voice which is likely to blend in with all the other recruiting emails a candidate will find in their inbox.
The secret to a successful recruiting email which is easy to use but still fresh and personal is starting out with a template you love. A fill-in-the-blank format allows you to spend more time researching your candidate and filling in personalized info that will be sure to grab their attention, without sacrificing efficiency.
Below, we've outlined some best practices for using recruiting email templates, and provided you with a few samples to get you started.
Top Tips for Recruiting Email Templates
A good outreach message is clear, concise, and personal. One study at IBM found that people who enjoyed or were happy with their candidate experience were 38% more likely to accept a job offer at a hiring company than those candidates who were dissatisfied or felt unclear at any point during the recruiting process. Candidate satisfaction starts well before the application is submitted, and may be facilitated by an excellent recruiting email.
Use a human voice. Recruiting emails which are overly formal come across as generic and impersonal. The language used in your message should be professional and well-edited, but friendly.
Do your homework. Take a minute to check out a candidate's LinkedIn page and gather some personal details to utilize in your outreach. Mention an article they wrote, cheer on their college sports team, or ask a casual question about their volunteer work.
Be clear. You don't need to go into an intensive description about the job for which your company is hiring, but do ensure a candidate has the crucial details.
Email Template Examples
The precise requirements of a recruiting email will differ depending on the kind of candidate, and the circumstances of the outreach. Leveraging individual email templates for each incident will help recruiters maintain an efficient workflow as well as an appropriate tone.
Cold Email Templates for Recruiters
Cold recruit emails are those sent to candidates sourced on LinkedIn, Facebook, Indeed, or other job-seeker social media platforms. These emails should seek to establish an initial relationship with the candidate, as well as extend an offer for an interview.
Email subject: [JOB TITLE] position at [COMPANY NAME]
Email body: Hi [FIRST NAME],
My name is [YOUR NAME], and I'm recruiting for a [TITLE] position here at [COMPANY NAME]. I came across your professional profile on [WHERE YOU FOUND THEM], and I thought based on your prior experience that you would be an excellent fit for this role at our organization. I am particularly intrigued by your work at [PREVIOUS POSITION].
I would love to fill you in on the details of this available position. Are you available for a quick phone call on [DATE]?
[YOUR POSITION]
Warm Email Templates
A warm email is sent to a candidate with whom your company already has an established relationship, either because they are a past candidate, or they were referred for your available position. These emails should address the connection between the candidate and your company with a sincere personal memo.
Email Template 1
Email Subject: Looking to Reconnect
My name is [YOUR NAME], and I'm a recruiter for [COMPANY NAME]. We met last year when you interviewed with our organization for [PREVIOUS TITLE]. Our conversation was excellent, and I remember your propensity for [SKILL].
I've been reviewing your resume, and although we elected to hire a more experienced candidate for [PREVIOUS POSITION], I think that you would be an excellent fit for [CURRENT POSITION]. I would love to tell you more, if you are interested.
Please respond to this email with your availability and we can set up a time to talk.
Email subject: Recommended for [JOB TITLE] position at [YOUR COMPANY]
I'm recruiting for a [JOB TITLE] position at [YOUR COMPANY], and my colleague [NAME OF RECOMMENDER] suggested that I take a look at your LinkedIn.
After reviewing your experience, I think you would make an excellent fit, and I'd like to extend to you an invitation for an interview. Are you available for a phone call on [DATE]?
[YOUR TITLE]
P.S., [NAME OF RECOMMENDER] says "Hi!"
Rejection Email Templates for Recruiters
A rejection email should honestly and empathetically convey to your candidate why you have chosen to eliminate them from candidacy, while remaining professional.
Email Subject: Regarding Your Application to [YOUR COMPANY]
Email body: Hello [FIRST NAME],
Thank you for your interest in working with [YOUR COMPANY].
At this time, we are choosing not to move forward with your candidacy for this role. [JUSTIFICATION FOR REJECTION AND FEEDBACK.]
We will keep your information on file in case a position which you might fit becomes available. Please do not hesitate to apply with our company again in the future.
Loxo is a comprehensive hiring platform dedicated to making your job easier, from initial outreach to onboarding your latest hire. To see how Loxo can help you, sign up today at Loxo.com.
by Loxo Team
AI Recruiting Software: Features, Benefits and More
Recruiters have been leveraging technology to simplify the recruiting process and make their jobs easier for decades. While one of the first waves of recruitment technology came in the mid '90s with the ATS, AI recruiting has been the dominant trend in the 21st century.
The shift to AI, however, doesn't have to do with only technology. With a labor climate that continues to move towards transitory projects and short-term contracting, the demand to fill in positions with high-quality candidates has increased accordingly. And since earning a Bachelor's degree has become a necessity for most industries, it's become harder for recruiters and companies to identify top talent among the masses.
AI recruiting software has helped recruiters identify candidates of a higher quality at a higher pace, and because of the competitive nature of the current job market, it's become more of a necessity for recruiters to integrate AI software into their recruitment strategies.
AI Recruiting Software Features
When looking for your own recruiting AI technology, you want to make sure that the software in question has the appropriate features you'll need to accelerate your recruiting process.
Here are some of the things you want to look for in a state-of-the-art AI recruiting software.
Sourcing Automation: Sourcing automation will allow you to find top talent at rates the humans simply can't match. The steps for an innovative sourcing automation features are simple: first, let the AI know what kind of candidate you're looking for by filling out a simple form, and, second, go about your busy schedule and complete other tasks while the system unearths top talent and compiles a list for you.
ATS+CRM: A smart CRM will bring together data from your ATS and provide you with innovative tools that automate data entry and compile information in an organized manner. Like with much of AI's appeal, the key here is to provide a fast and smart, all-in-one solution to otherwise time-consuming and disparate programs. You can tracking candidates across every step in the recruiting process, including through talent pools that you wouldn't otherwise have access to.
AI Talent Matching: . AI-based recruiting technology also leverages talent matching to help you fill jobs faster-than-ever before. It does this by going through your candidate database and matching talent to your open roles. This helps you to decrease your time-to-hire and increase revenue as a result.
Job Sharing: Smart job sharing features will allow you to make posts for job descriptions on several job websites. Job sharing technology will also look to relevant job-searching social media platforms and post job descriptions as needed.
Database Refreshing: One of the most time-consuming and tedious tasks that, with the help of technology, is no longer a part of the recruiting process is constantly updating your candidate database with verified contact information. Not only does recruitment AI software automatically find and update candidate information, it is more accurate than data you'll find from list providers.
AI Recruiting Software Benefits
Recruiters should expect to simplify their workflow and streamline tedious steps in the recruiting process with the utilization of AI recruiting software. But how, specifically, will implementing AI into your hiring process improve your life as a recruiter?
Rate of Hire: With the help of resume parsing and sourcing automation, you can expect a significant increase in your rate of hire. The hiring climate has reached a point where candidates expect quality candidates within days of their request. The various capabilities that AI recruiting provide will help you fill those needs in quick time.
Quality of Hire: Because AI sourcing and candidate evaluating technology is based on the objective metrics that you input into the system, you can be assured that the system will source candidates objectively and accurately. This means eliminating bias from the screening process, utilizing more data pools to reach higher-quality hires, and relying on accurate measurements of skill and talent.
Candidate Experience: AI is improving candidate experience in several ways. Chatbox automation provides candidates with instantaneous answers to their questions so recruiters can get to other important tasks, and a CRM will make it easier to organize contact information for when recruiters need to make a direct call. Additionally, candidates will notice more accurate and successful match rates with your clients, thus becoming more satisfied with their hiring experience.
Streamlining Other Key Metrics: With more tools to streamline and simplify tedious work tasks, you can expect other key metrics, such as cost-per-hire, time-to-fill, and candidate retention rate, to improve.
Why Loxo AI Recruiting Software?
Loxo is leading the way in recruitment AI and automation. Loxo is the industry's only solution that leverages the capabilities of AI to match talent to open positions, automatically source candidates with AI, and completely improve the hiring life cycle.
Stay ahead of the competition with today's best recruitment AI technology. Stay ahead of the competition and see a live demo of Loxo.
Artificial Intelligence ATS: The Latest Innovation in Recruiting
Applicant Tracking Systems have been around for almost three decades and are an integral part of any recruitment process. The innovations they offered to recruiters when they first appeared were industry-changing and have had a lasting effect on the industry.
Today, we are seeing another innovative period in the industry of recruiting: artificial intelligence and automation. AI has made it easier to connect with candidates, organize data, and streamline key metrics, taking the pressure off of recruiters by eliminating tedious steps in the recruiting process.
So what does this mean for the efficacy of applicant tracking systems?
What Does an AI Powered ATS Look Like?
While ATS software has been used for decades in order to organize, track, and update information on candidates, artificial intelligence has helped to automate and streamline several of these steps.
Here are some of the ways that AI has improved ATS capabilities.
Smart Resume Parsing
More Efficient Communication
Automated Sourcing
Increased Tracking Power
Artificial Intelligence ATS: Resume Parsing
While resume parsing has been a part of the ATS recruiting strategy for a while now, AI has transformed the way your ATS will rank and organize candidates.
Traditionally, an ATS will hone in on certain keywords in a resume to provide you with a list of candidates that fit your search inquiry. This is an overly simplistic and unintelligent approach to ranking that lets countless quality candidates slip through the cracks. Instead of only relying on specific keywords that candidates may or may not include in their resumes, an AI-powered ATS will rely on a more comprehensive and intelligent algorithm.
Intelligent ATS software asks for more information on your side, providing your system with several key concepts to help influence its ranking decision. Additionally, a smart ATS can evaluate thousands of previously successful candidates and identify key features of their resumes that overlap, allowing it to refer to various methods of ranking to find possible top talent that gets overlooked by keyword searches.
Artificial Intelligence ATS: Communication
AI has made automated messaging and chatbots more human, and this aspect will continue to improve at an accelerating pace into the future. This, of course, helps take time off of recruiters' busy schedules, but it also improves candidate experience because the messaging will feel more human and personal.
Additionally, most smart ATS software is now working in conjunction with Customer Management Relations. The combined data of a CRM and ATS will help bring client data, candidate data, and the history of your communication points into an all-in-one, easy-to-use platform. This will make scheduling interviews and evaluating the needs of both clients and candidates easier to manage.
Artificial Intelligence ATS: Automated Sourcing
Automated candidate sourcing, like with resume parsing, has become smarter and more efficient with the help of AI. AI is helping inform systems on how to track, rank, and objectively match candidates with potential job openings. Automated sourcing eliminates bias from the sourcing process and relies on comprehensive ranking metrics that, like a smart resume screening software, identifies trends in successful sourcing procedures.
On top of being more accurate, AI makes sourcing easier and simpler than ever before. Instead of spending several hours to come up with ten or so viable candidates, sourcing technology will automatically unearth dozens of top talent over the course of a day. All recruiters have to do is let the AI know what you're looking for, and the software handles the rest.
Artificial Intelligence ATS: Smarter Tracking
Because your CRM and ATS will be compiled into one location, tracking candidates through every step on the recruiting process will become easier and more efficient. Updates on job postings as well as candidate progress will be made in unison, providing you with relevant information on changes in job openings and availability.
Powerful analytics, smart data collection, and perennial updates on your key deadlines and dates are all more readily available to you with AI tracking features.
When it comes to benefiting from recruiting AI's most recent innovation, you want to make sure that you have the very best intelligent ATS software. Loxo AI is dedicated to helping you find the very best talent for even the most difficult matches. Our comprehensive CRM, sourcing capabilities, and intelligent features will bring you top hires like never before.
Accelerate your hiring capabilities and see a live demo of Loxo today.
Machine Learning for Hiring: Changing the Way Your Recruiting and HR Teams Operate
Machine learning, as a part of the wave of artificial intelligence, has changed the ways developers test automated driving, create video games, and, as this article will chart, optimize the recruiting process.
Part of what makes AI so significant in the recruiting world has a lot to do with the capabilities that come with machine learning. Machine learning is a subfield of AI that allows the system to analyze data in order to autonomously learn without being specifically programmed into each update.
Machine learning has been utilized in several steps of the recruiting process, and it's incumbent on recruiters to integrate machine learning into their model as AI becomes more prevalent in the recruiting world.
Machine Learning for Hiring: Job Postings
One of the most time-consuming steps for HR teams is manually writing and posting job advertisements. Additionally, depending on who's writing the post, your messaging may not be effective enough to attract the kind of candidates you're looking for.
Machine learning technology analyzes and identifies patterns between language and successful job postings. Sophisticated algorithms are able to find common denominators between successful posts and rely on the efficacy of those findings to create their own advertisements.
Not only will this free up time for you, but it will also help your HR team write clearer descriptions for job openings. If you want to write the posts yourself, the software will provide you with a description of the kind of language that has been most successful within a certain posting space, even specifying what kind of language is more beneficial for a diverse group of candidates.
Machine Learning for Hiring: Resume Screening and Sourcing
Resume parsing and sourcing is one of the most clearly affected areas of machine learning technology.
With standard AI applications, intelligent ATS software will help you parse through resumes and source candidates at a much faster rate. What machine learning provides, however, is the ability for you to identify certain patterns that come with successful and unsuccessful previous applicants. Machine learning sifts through thousands of hiring cases to assess what key factors, based on the resume, led to a successful hire.
Machine learning utilizes key words, traits, experiences, and necessary skills in a smart, comprehensive manner that will help identify top talent that might otherwise slip through the cracks.
Machine Learning for Hiring: Employee Retention
Machine learning AI provides recruiters with one of the more controversial uses of intelligent software by analyzing data that predicts how long a candidate might stick with a job.
While some call it invasive, machine learning applications allow AI bots to sift through a candidate's history online via email, messages, documents, and search history in order to identify certain outliers that might suggest someone will quit their job.
Machine learning technology can identify certain cues in language, providing employers with an update when specific keywords have been identified in the candidate's relevant meta-data entries. Dystopian similarities aside, much of this technology is already being used in several industries and trends suggest that it could be a widespread part of the recruiting process in the near future.
Part of what makes machine learning so interesting is how fast and powerful the intelligent software can become overtime. For HR teams, utilizing machine learning technology is quickly becoming a necessary part of the hiring process, and implementing such technologies will make it much easier to adapt to further changes in the industry.
With Loxo, you're sure to get the most advanced machine-learning, AI recruiting technology for all of your sourcing, resume parsing, and data-retention needs. Loxo AI helps you source and retain candidates at faster rates and by smarter means.
Loxo's sleek and simple design make it easy for any team to follow. Change the way you do recruiting with Loxo today.
HR Automation Ideas Your Company Needs to Use
HR teams are an integral part of any business and ultimately decide, based on their hiring methods, the future of the company's workforce. Part of what makes HR so important and difficult are the number of tedious, time-consuming tasks and procedures that come with the hiring process.
Recruiting automation and artificial intelligence is paving the way for a new age of recruitment where HR managers can streamline and simplify their workflow, eliminate tedious steps in the recruitment process, and focus on the important, human tasks that define the future of a company.
Below are some HR automation ideas your company needs to use today.
HR Automation Ideas for Employee Onboarding and Offboarding
Whether you're onboarding or offboarding employees or future candidates, features in automation have helped HR teams eliminate repetitive tasks related to formal documentary procedures. Because the process of onboarding requires a significant amount of paperwork, digitizing the documentation process and utilizing automation will make it easier to integrate new employees and manage their information.
Some onboarding and offboarding steps that can be simplified via automation include the application process, contract signing, distribution of important documents, and relevant timetables.
HR Automation Ideas for Screening and Sourcing
When it comes to both screening and sourcing candidates, automation has made some significant improvements in its efficacy to acquire top talent at faster rates and with smarter means.
When screening resumes, HR teams can rely on machine learning features that will identify commonalities among previously successful candidates. With machine learning capabilities, you don't have to worry as much about having top talent slip through the cracks. Artificial intelligence's ability to rely on keywords, important traits, and machine learning will allow you to sift through thousands of resumes at incredible rates.
With sourcing, it's pretty much the same deal. Instead of spending hours trying to source a dozen candidates, you can rely on sourcing technology to access more talent pools at faster rates and in short time.
On top of this, you're going to be eliminating biases that are simply unavoidable with human interaction. Biases come in many shapes and forms, and by relying on objective, merit-based traits and characteristics, things like names, familiar hometowns or universities, gender, and ethnicity won't have the subconscious effect that does it on human HR members.
HR Automation Ideas for Employee Analytics
Automation can expand your capacity for employee analytics and provide HR teams with valuable insights from organized data sets. Intelligent software solutions can provide employee reports and insights at a moment's notice, improving your employee experience by eliminating prolonged annual reports.
A CRM will help you organize this data so that you can keep up with deadlines, client and candidate needs, and contact information for all the important people you need to reach in the recruitment process.
Consistently updated performance reviews, deadline notifications, and important data analytics to help you understand which candidates to focus on will help bolster your HR team's long-term strategies and make the information your employees want to see more accessible.
HR Automation Ideas for Communication and Meetings
Scheduling meetings has come a long way with the help of automation. Under a comprehensive software, the schedules of all relevant employees can be included in the computer's diagnostics. Instead of sending a group email and trying to identify times that work best for all your leaders, automated scheduling will evaluate the best time to set a meeting based on the schedules inputted into its system, leaving you with several options to choose from. This becomes especially useful when you have team members who are out of the office and working on-site.
You can extend the meeting to individuals within departments, companies, or even third-parties overseas. Automated scheduled meetings will provide you with the scope and flexibility to connect with more employees and leaders with more convenience.
HR teams deal with a lot of paperwork, lengthy processes, and communication demands that eat away at their busy work schedules. These automation ideas, among others, will help simplify those processes and allow you to get to work on other important tasks in the recruiting process.
Loxo's sophisticated and intelligent AI provides recruiters with several of the features that will improve their efficiency and make their lives easier. Loxo is an all-in-one recruiting solution that will help you screen, source, communicate, organize, and ease through the tedious steps of the recruiting process via our sleek and simple platform.
Sign up for a free live demo of Loxo to see how recruiting AI technology and automation can help you today.
AI Powered Recruitment - Disrupting the Industry
Like with most industries in today's increasingly technological world, AI powered recruitment continues to disrupt the hiring industry.
A 2018 study shows that 38% of companies utilize artificial intelligence, and by the end of 2018 that number shot up to 62%.
This isn't all that surprising in an economy with high employment rates and a need for top talent. In fact, according to a glassdoors survey, talent acquisition was the most challenging aspect of the recruiting process for 76% of hiring decision makers. With a scarcity in available talent, recruiters are turning to AI to find smart, cost-effective solutions for identifying top talent.
Loxo is leading the shift in AI recruitment, introducing a number of innovative recruiting features.
Below is an overview of Loxo's state-of-the-art hiring technology that's helping recruiters make smarter and more cost-effective hiring decisions today.
Loxo's Proprietary Sourcing Technology for AI Powered Recruitment
Part of the desire to shift to AI, among all industries, is technology's ability to reduce errors and eliminate tedious, time-consuming tasks. With proper AI sourcing technology, recruiters have faster and more accurate means to reach top talent.
Loxo's proprietary AI powered sourcing technology works in three steps.
Tell our sophisticated AI what you're looking for in the perfect candidate by completing our simple, quick and easy form.
Purchase a Name Generation credit or redeem existing credits to complete your request. Once submitted, Loxo will begin the search.
Let Loxo Name Generation™ do the work, and within 24 hours we'll email you approximately 50 of the best candidates for your roll.
Instead of wasting hours of your team's time to source a handful of possible candidates, Loxo's automated sourcing technology can do all the work, freeing up your hiring team's time and attention to other human aspects of the hiring process.
Loxo's intelligent sourcing feature can also help you:
Eliminate human bias from the recruiting process.
Utilize hundreds of databases to search for top talent that humans couldn't possibly access in such a short amount of time.
Rely on intelligent algorithms that sort, rank, and match candidates into a comprehensible list.
Compile top talent while your team is away from the office, on break, or sleeping.
Increase accuracy when determining the suitability and qualifications of a candidate.
Loxo's Smart Database Drives AI Powered Recruitment
While CRM and ATS technology have been around for some time, only state-of-the-art databases will be able to optimize intelligent features and work with your sourcing software.
The power of Loxo's AI is that it combines and utilizes several of its recruiting features at the same time. It's combined CRM+ATS automatically transfers information from one pool to the next. Additionally, Loxo will organize any new candidates that come into contact with your team and automatically sort, organize, and place them into your database for present or future use.
One of the most overlooked features of a competent CRM is its efficacy to develop long-term recruiting strategies. Loxo's database ensures that you can easily track and contact candidates, wherever they are in their recruiting process. Loxo will help you identify passive and active candidates, giving you the tools you need to develop a talent pool and have qualified candidates for both present and future demands.
Improving Candidate Experience with Loxo
Loxo's AI recruitment features will change the way you interact with candidates, ultimately improving candidate experience which will lead to more referrals and increased brand recognition.
Loxo's AI will make keeping candidates informed and up-to-date with key information easier than ever. You can maintain important checkpoints, organize a candidate's steps in the hiring process, and be in a position to inform candidates of any updates along their journey to hiring.
Additionally, candidates will be happier when you're able to match them more accurately with job openings. By eliminating human bias and relying on objective, intelligent hiring methods, you can guarantee that your candidates are being accurately sorted into positions that they're truly qualified and meant to work in. Loxo's intelligent sourcing and matching algorithm is they key to this process.
Whether you're ready for it or not, the future of recruiting has arrived and Loxo is leading the charge.
Try your Loxo demo today and ensure that you're getting access to top talent with less hassle, time, and cost than ever before.
Making Your Applicant Database a Strategic Advantage
It's not enough to simply integrate a database into your recruiting firm and expect your metrics to start improving.
Yes, certain things like organization and efficiency will happen relatively seamlessly with a competent ATS or CRM. It's up to recruiters, however, to maximize their technology and delegate tedious roles in order to turn your database into a real strategic advantage.
This article will overview how you can utilize your databases in order to streamline steps in the recruiting process, maximize productivity, and provide your team with more time towards the human aspects of recruitment.
What is an Applicant Database?
So, what is an applicant database?
An applicant database usually comes in the form of an Applicant Tracking System (ATS) and Customer Management Relation (CRM). A competent applicant database will store valuable information on candidates, streamline tedious tasks in the recruitment process, track candidates' activity rates, allow you to create and post jobs, and move candidates through every stop in the hiring process with ease and simplicity.
The best way to maximize your use of your database is by integrating your ATS with your CRM. By doing so, you're ensuring that you aren't wasting time on streamlining tasks that don't add value to the recruiting process in the long run.
Here are some of the functions of an ATS/CRM:
Store and collect candidate information and resumes.
Track passive and active candidates.
Identify the best ways to contact candidates.
Provide valuable data on seasonal hiring trends with an industry.
Rank and list candidates.
Match job openings with candidates in your database.
Build talent pools for future growth.
Streamline recruiting processes by making data easier and quicker to access.
Free up time for recruiters to tend to essential, human tasks of the recruiting process.
How Does an Applicant Database work?
Applicant databases gather and store resumes for recruiters and hiring teams to access and reference. Because most recruiters take only six seconds to review a resume, an applicant database, like an ATS, is an excellent space to efficiently store resumes in a way that you can review them quickly and seamlessly.
With the help of automation and artificial intelligence, smart candidate sourcing tools and databases can rank your candidates for you, eliminating the time-consuming process of ordering and ranking the candidate list on your own.
Additionally, applicant databases streamline time-consuming processes with the keyword search capabilities and resume formatting algorithms that keep every candidate organized and in order.
Turning your Applicant Database into a Strategic Advantage
When your ATS and CRM are working in unison, you guarantee that you maximize the efficacy of your applicant database.
When you facilitate and optimize the hiring process with your ATS, you're going for short-term gains in the recruiting process. An ATS will help you source, screen, and move your candidates through the recruiting process without having to manually intervene in every step of the recruiting process. Already, you're improving key metrics like cost per hire, time to hire, and quality of hire with an ATS.
By integrating a CRM, however, you're ensuring that all the benefits you've gained in the hiring process can be used for long-term strategies. A CRM can help you identify trends, hiring patterns, and keep track of active and passive candidates. By relying on your CRM, you make sure that every piece of data in the hiring process can be stored and used later down the line.
With a fully integrated ATS/CRM, recruiters can make smarter and well-informed hiring decisions, build talent pools, create long-term strategies, and develop outreach campaigns by utilizing the contact information and activity rates in their databases.
Applicant Database AI and Automation
Loxo's proprietary sourcing technology and innovative ATS+CRM applications give you all the tools you need to turn your applicant database into a strategic advantage. Loxo's leading the way when it comes to database technology, and we want to make the recruiting process as simple and enjoyable as possible.
Leveraging Loxo's AI you can easily source your existing applicant database for candidates for your latest jobs, or use the AI name generator to create a net-new source of candidate profiles.
It's not enough to streamline limited aspects of the recruiting process; Loxo's intelligent database will support your long-term strategic goals while simplifying the day-to-day recruiting tasks and needs. Maximize your technological capabilities and try Loxo today.
The Role of Talent Pools
Building a size-able and high-quality talent pool is one of the most effective long-term recruiting strategies. In fact, in today's competitive recruiting world, talent pools are essential to maintaining an edge over the competition.
Talent pools are defined by the databases that recruiting agencies acquire in order to store all current and potential candidates.
Having a solid database of top talent will allow you to source candidates at faster and cheaper rates, giving your more control and leverage in the long-run.
Below is everything you need to know about the role of talent pools and how to develop an effective talent pool strategy.
What is a Talent Pool?
As stated above, a talent pool is a database that stores all current and potential candidates. This refers to all candidates that you've been tracking or have reached out to you, including direct applicants, sourced candidates, referrals, and candidates who have entered your database inbound.
Talent pool strategies are more than just collecting names into a list, though. They're about building relationships, overtime and in a proactive manner, in order to constantly contact the most talented and high-quality applicants before they're ready to enter the workforce.
Talent pool acquisition, through the proactive lens, is really about developing a high quality database by maximizing your candidate experience, CRM, communication methods, and candidate engagement metrics.
By utilizing all of these things, you're ensuring that your talent pool strategy is holistic, recognizing the importance of brand recognition and candidate relations just as much as the actual data that a talent pool is made of.
Why Is Building a Talent Pool Important?
So why go through all the trouble of building a talent pool and engaging all of these candidates for job postings that don't already exist?
Even if you don't have any immediate client demands or open positions to fill, building talent pools early on will ensure that you're getting a head start on improving all the important recruiting metrics and best practices.
When you engage in proactive recruiting and develop talent pools early on, you're making efforts to reduce time to hire and cost per hire, while at the same time increasing quality of hire and your rate of hire.
With more candidates at your disposal, you'll have the leverage and options to pick the best candidates for the most demanding positions. At the same time, you won't need to waste time sourcing candidates and culling together resumes from scratch.
You want the best candidates for every job position that opens up, and building talent pools will make that way easier down the road.
How do you Build a Talent Pool?
Building a talent pool is all about utilizing your resources and relying on proactive recruiting to seek out the best candidates. While there isn't a catch-all strategy to finding top talent, there are a number of recruiting strategies that agencies should rely on.
Sourcing Automation: One of the fastest and most cost-effective ways to source candidates is through sourcing automation tools. Sourcing automation tools allow recruiters to input their needs into a database and, within a day, receive a list of top talent that fits their job description. Sourcing AI will do all the work while you're busy with other tasks or simply taking a break.
Referrals: Referrals are often some of the best candidates that recruiters can acquire. Obtaining referrals comes down to developing your candidate experience. If a candidate gets a good job that fits their needs and is happy with you as a recruiter, they're more likely to refer a qualified friend or associate. Communicating with your candidates, engaging candidates, and improving candidate experience are all ways to increase referral rates.
Utilize a CRM: Having a competent CRM is essential to long-term success if you're going to develop talent pools. A competent CRM means you'll be able to store data and keep tabs on any candidates that you come across in the recruiting process. Not only that, a CRM will make it easier to reach out to those candidates, distinguish whether they're active or passive, and give you the information to create your talent pool strategies in the present and future.
In this day and age, it's not a question of whether or not you need to build talent pools, it's how best to do it. Loxo's proprietary sourcing automation technology, advanced CRM, and innovative ATS will provide you with everything you'll need to store candidates, proactively seek them, and build quality talent pools.
Loxo's state-of-the-art features will make building your talent pools more efficient and cost-effective than ever. Ensure long-term success and try your Loxo demo today.
The Rise of Talent Intelligence
Artificial intelligence has taken large strides in recent years and shifted the way that recruiters find talent and interact with the recruiting process. AI recruiting has allowed recruiters to source candidates more efficiently, eliminate bias, and streamline tedious and time-consuming tasks in the recruiting process.
Talent Intelligence has emerged out of this digital shift and has distinguished itself as a central aspect of intelligent recruiting. Talent intelligence is, in short, the process of data collection and analytics as a means to assess and improve talent quality, candidate experience, and key recruiting metrics.
Talent intelligence is about minimizing the tedious tasks that computers can handle and giving your team more time to make connections, develop strategies, and deal with the "human" aspects of recruitment.
Below is everything you need to know about the rise of talent intelligence recruitment.
What is Talent Intelligence?
Talent intelligence isn't simply about the data that recruiters gather; it's about understanding which areas of the recruiting process can be delegated to technology and how best to utilize that information.
With talent intelligence, you're relying on things like your CRM to identify recruitment patterns, trends, and to track candidates. If you need to source candidates, you can utilize AI candidate sourcing automation technology so that you don't have to spend hours to come up with a few viable candidates.
With talent intelligence applications, you can streamline the tedious processes of screening, sourcing, and evaluating talent quality with a click of a button, saving you both time and money. Talent intelligence relies on technology, databases, and analytics to improve the important recruiting metrics at the fastest and cheapest rates.
What is talent intelligence? Talent intelligence is about refocusing time and energy spent on tasks that technology can handle and shifting that energy to the human aspects of recruiting--interviews, meetings, candidate experience, and long-term strategy development, among others.
Talent Business Intelligence
Over the past ten years, business intelligence has become one of the most talked about and anticipated terms in business and recruiting. In fact, 85% of business leaders across the world have said that big data will dramatically change the way companies do business.
Business intelligence is an umbrella term that describes the way in which companies analyze, sort, and access key business information in order to identify insights from the data that they store.
When it comes to recruiting, this is more than just talent acquisition. Talent business intelligence will help recruiters develop benchmarks, KPIs, and evaluate the big-picture decisions of where their company is heading. You can evaluate not only important hiring metrics, but also performance and overall efficiency.
Business intelligence relies on data from website traffic, closed deal analyses, and interaction analytics. The first step to understanding and building from the data is having the right tools, like a CRM, to store and make sense of the data. Beyond that, companies should weigh up their potential business solutions in order to see if their long-term goals are in line with quarterly data reports.
Talent Intelligence Recruitment Best Practices
When applying any new technology or shift in practices, it's important to do so in a way as seamless and comprehensible as possible. In order to make the transition simple enough for your employees and team members, you're relying on two important aspects: ease of technology and ease of integration.
Technology: When it comes to technology, you need software that will be easy to use and simple to manage. This means that it needs to have an appealing design, simple navigation features, and a reliable system. There's no use in integrating a powerful CRM/ATS if the software is too complicated for your team to pick up..
Compatibility: Decide which departments will most likely rely on talent intelligence recruitment and are most compatible with its applications. Additionally, you should look into any existing technologies that you already use and see if the software can integrate easily into your system. Even with an outdated data storage system, you don't want all the information you've culled together to go to waste.
Implementation: How many teams will utilize the new technology? If enough departments rely on using the technology together, exchanging information throughout the recruiting process, it might be worthwhile to have a week of training where the technology can be implemented throughout the various departments.
It's only a matter of time before talent intelligence recruitment practices become ubiquitous in the recruiting world. Getting a head start on integrating AI recruiting applications into your agency will help make for a smoother transition and allow you to begin building a foundation of information to build upon.
Loxo is leading the way when it comes to innovations in sourcing automation and recruiting AI. Our state-of-the-art ATS and CRM is a simple, comprehensive system that will allow you to store and manage data with ease. Get up to speed with the industry's technological advancements and get your Loxo demo today.
How AI Sourcing Works
Unlike other recruiting trends in technology and innovation, it looks like AI recruitment practices and recruiting automation are here to stay.
This is especially true in an industry that continues to expand its growth, potential, and level of competition. In order to maintain an edge in today's recruiting climate, recruiters are going to have to utilize many of recruitment automation's applications, like AI sourcing.
Loxo's AI sourcing technology will help recruiters cut out costly, time-consuming, and tedious processes so they can streamline their operations and leverage more time towards other important elements of the recruiting process.
This article will tell you everything you need to about how AI sourcing works, and how Loxo AI, the world's first intelligent sourcing assistant, can you help you source candidates faster and smarter than ever.
What is AI Sourcing?
If sourcing is the procurement of names, candidates, and resumes for a specific job, then AI sourcing is the ability to expand, streamline, and automate all of the tedious steps in that process.
One of the big advantages of AI sourcing is the ability to refer to hundreds of databases in a short amount of time. AI sourcing will allow you to unearth top talent across hundreds of sources to find the best possible matches for you while you're setting up meetings, contacting individual candidates, or sleeping.
While, traditionally, you might need various departments that take on different roles in the candidate sourcing process--for example an initial team for name procurement, followed by a series of other teams that cover qualification, interviews, and matchability--AI sourcing will automate most of those steps and allow you to focus on the human elements.
How Does AI Sourcing Work?
So how does AI sourcing work? If you're trying out Loxo AI, the process is as simple as a few easy steps.
First, you tell the sophisticated AI what you're looking for in the perfect candidate by filling out a simple, quick, and easy form.
Second, redeem your existing AI credits or purchase credit to complete your request. Once your credits have been registered by the system, Loxo AI will begin its search.
Third, get your results. Loxo AI will do all the work by culling together approximately 50 of the best candidates for your role. Within 24 hours of your request, you will receive an email with a list of the 50 candidates.
AI sourcing takes advantage of the available databases online, providing you with a much greater candidate pool to refer to when assessing matchability. The only thing the recruiter has to do is make clear the roles and skills that they're looking for. If the system knows what to look for, it can screen resumes and evaluate candidates quickly and seamlessly.
Why is AI Sourcing Important?
According to a LinkedIn Talent Solutions study, 46% of talent acquisition leaders have found it consistently difficult to attract qualified candidates. As markets continue to become saturated and the ability to parse out top talent from the crowd becomes more difficult, it's up to recruiters to adapt to these challenges in order to meet their clients' needs.
AI sourcing is one simple but effective way to integrate automation to the recruiting process and help improve important metrics like cost-to-hire, time-to-hire, time-to-fill, quality-of-hire, and so on. By allowing recruiters to focus on things like interviews, meetings, and connecting with top talent with personal emails, it's not hard to imagine how you can save time and money by cutting out manual sourcing.
Loxo AI™ is an automated sourcing assistant that identifies and ranks the best possible candidates for your open role. The goal is quality over quantity. Loxo AI™ works on each position by using either your own internal database or you can choose to use Loxo Source™ our brand new proprietary directory with nearly half-a-billion people, and 12 million companies across the globe.
Whether you sourced someone from LinkedIn, uploaded a resume, manually created a person, or added them into your database from Loxo Source™, you can use Loxo AI™ to automatically find the very best possible matches to a specific job. Forever gone are the days of endless Boolean search strings or applying countless filters. Simply create a job like you would today and let Loxo AI™ do the work for you! Request a demo of Loxo to get started.
Enterprise Talent Acquisition Strategies and Management
Talent Sourcing Strategy
Cold Calling for Recruiters
for honor how to block guard break on Growth Hack: How to Build an Engaged Talent Community with Loxo
איך להעלות מסת שריר ולהוריד שומן on Loxo Introduces Web 3.0 AI Recruiting Platform With Free Version
Agencylife
Best Recruitment Agencies
Candidate Screening
Cold Emailing
Cold Emails
Compensation History
Connectifier
Contact Records
Counter Offer
Drip Campaign
Email Best Practices
Email Productivity
Googles For Jobs
Human Connection
Intake Meeting
Loxo Ai
Outlook Extension
Passive Candidate
Passive Recruiting
Recruiting Metrics
Recruiting Roundtable
Recruiting Strategy
Recruiting Technology
Salary Ban
Sales Pipeline Management
Salesforce Productivity
Social Influencers
Talent Pipelines
Texting Best Practices
© 2020 Loxo Blog All rights reserved


text:
Q: A strengthening of the Cauchy-Schwarz inequality Suppose $\mathbf{v},\mathbf{w} \in \mathbb{R}^n$ (and if it helps, you can assume they each have non-negative entries), and let $\mathbf{v}^2,\mathbf{w}^2$ denote the vectors whose entries are the squares of the entries of $\mathbf{v}$ and $\mathbf{w}$.
My question is how to prove that
\begin{align*}
\|\mathbf{v}^2\|\|\mathbf{w}^2\| - \langle \mathbf{v}^2,\mathbf{w}^2\rangle \leq \|\mathbf{v}\|^2\|\mathbf{w}\|^2 - \langle \mathbf{v},\mathbf{w}\rangle^2.
\end{align*}
Some notes are in order:

*

*The Cauchy-Schwarz inequality tells us that both sides of this inequality are non-negative. Thus the proposed inequality is a strengthening of Cauchy-Schwarz that gives a non-zero bound on the RHS.

*I know that this inequality is true, but my method of proving it is extremely long and roundabout. It seems like it should have a straightforward-ish proof, or should follow from another well-known inequality, and that's what I'm looking for.

A: Here is a proof for every $n$. Using the notation $\mathbf{v}=(v_1,\dots,v_n)$ and $\mathbf{w}=(w_1,\dots,w_n)$, the inequality reads
$$\left(\sum_i v_i^4\right)^{1/2}\left(\sum_i w_i^4\right)^{1/2}-\sum_i v_i^2 w_i^2\leq
\left(\sum_i v_i^2\right)\left(\sum_i w_i^2\right)-\left(\sum_i v_i w_i\right)^2.$$
Rewriting the right hand side in a familiar way, and then rearranging and squaring, we obtain the equivalent form
$$\left(\sum_i v_i^4\right)\left(\sum_i w_i^4\right)\leq\left(\sum_i v_i^2 w_i^2+\sum_{i<j}(v_iw_j-v_j w_i)^2\right)^2.$$
Rewriting the left hand side in a familiar way, we obtain the equivalent form
$$\left(\sum_i v_i^2w_i^2\right)^2+\sum_{i<j}(v_i^2w_j^2-v_j^2w_i^2)^2\leq\left(\sum_i v_i^2 w_i^2+\sum_{i<j}(v_iw_j-v_j w_i)^2\right)^2.$$
Equivalently,
$$\sum_{i<j}(v_i^2w_j^2-v_j^2w_i^2)^2\leq 2\left(\sum_k v_k^2w_k^2\right)\sum_{i<j}(v_iw_j-v_j w_i)^2+\left(\sum_{i<j}(v_iw_j-v_j w_i)^2\right)^2.$$
It will be clear in a moment why we renamed the variable $i$ to $k$ in the first sum on the right hand side.
Namely, we claim that the following stronger inequality holds:
$$\sum_{i<j}(v_i^2w_j^2-v_j^2w_i^2)^2\leq 2\sum_{i<j}(v_i^2w_i^2+v_j^2w_j^2)(v_iw_j-v_j w_i)^2+\sum_{i<j}(v_iw_j-v_j w_i)^4.$$
Indeed, this inequality can be rearranged to
$$0\leq 2\sum_{i<j}(v_iw_i-v_jw_j)^2(v_iw_j-v_jw_i)^2,$$
and we are done.

A: In the case $n=2$ this follows from the identity below, which expresses the difference
$$\bigl(||\mathbf{v}||^2 ||\mathbf{w}||^2 - \langle \mathbf{v}, \mathbf{w} \rangle^2 + \langle \mathbf{v}^2,\mathbf{w}^2\rangle\bigr)^2 - \bigl(||\mathbf{v}^2|| || \mathbf{w}^2|| \bigr)^2$$
as a product of two squares
$$ \bigl( (v_1^2+v_2^2)(w_1^2+w_2^2) - (v_1w_1+v_2w_2)^2 + (v_1^2w_1^2+v_2^2w_2^2)^2 \bigr)^2 - (v_1^4+v_2^4)(w_1^4+w_2^4)
= 2(v_1w_2-v_2w_1)^2(v_1w_1-v_2w_2)^2. $$
For the Cauchy–Schwarz inequality the analogous argument generalizes to any dimension. However I have not been able to extend this argument even to $n=3$.

redpajama_set_name: RedPajamaStackExchange


text:
Countdown to Camp: Linebacker groups have mix of proven and emerging players
Top three on the outside is clear, perhaps inside as well
Mike Spofford
packers.com senior writer
Evan Siegle, packers.com
LB Preston Smith
As training camp approaches, packers.com is examining Green Bay's roster, position by position. The series continues with the linebackers.
GREEN BAY – At outside linebacker, the Packers know who their top three are. It's just a question of how they'll be utilized.
The same maybe could be said at inside linebacker as well.
That's the early read on the position group for new defensive coordinator Joe Barry based on how the offseason program unfolded.
The pass rushers on the edge are led by Za'Darius Smith and Preston Smith, plus Rashan Gary, and odds are decent Barry will find ways to get all three of them on the field together in 2021, just as his predecessor Mike Pettine did last season.
Za'Darius Smith (6-4, 272) has been one of the top sack artists in the league over his two years in Green Bay, recording 26 sacks through the 2019-20 seasons, plus three more in the playoffs. He has frequently roamed around the defensive front, attacking from the edge or the interior depending on the personal package and down-and-distance situation.
Preston Smith (6-5, 265) has added 16 sacks (plus two in the postseason) over that same two-year span, as his total dropped from a career-high 12 in 2019 to just four last season, though he did still rank second on the team in tackles for loss (seven) and tied for second in QB hits (11).
Gary (6-5, 277), a first-round draft pick in 2019, has seen his playing time increase over his first two seasons, a trajectory that is expected to continue after his strong finish to 2020. Gary had 2½ of his five regular-season sacks in December and then added 1½ sacks in the playoff win over the Rams, when he recorded three QB hits on Jared Goff.
The next option behind those big three pass rushers will be determined during training camp and the preseason, with several young prospects in the running.
If there's a favorite, it might be Randy Ramsey (6-3, 238), who came to Green Bay undrafted in 2019 from Arkansas, spent his rookie season on the practice squad, and then made the roster last season. He appeared in 12 games, mostly on special teams, where he ranked third on the squad in coverage tackles.
Other returnees include 2020 seventh-round draft pick from Miami, Jonathan Garvin, who saw limited playing time during the first half of last season; Tipa Galeai (6-5, 229), an undrafted rookie a year ago from Utah State who spent the season on the practice squad; and Delontae Scott (6-5, 246), also undrafted last year, from SMU, but as a defensive lineman who is converting to outside linebacker after a year on the practice squad.
Countdown to Camp: Linebackers
The following is the sixth installment in a series of photos examining the Packers' roster position by position. This installment examines the linebackers.
LB Carlo Kemp
LB De'Jon Harris
LB Delontae Scott
LB De'Vondre Campbell
LB Isaiah McDuffie
LB Jonathan Garvin
LB Kamal Martin
LB Krys Barnes
LB Oren Burks
LB Randy Ramsey
LB Rashan Gary
LB Ray Wilborn
LB Tipa Galeai
LB Ty Summers
LB Za'Darius Smith
The new addition at edge rusher is undrafted rookie Carlo Kemp (6-3, 281), who like Scott is converting from the defensive line. A two-time team captain at Michigan, Kemp started 29 games for the Wolverines.
At inside linebacker, the trio of Krys Barnes, Kamal Martin and veteran addition De'Vondre Campbell appear poised to lead the group at the start of camp, though the pecking order isn't as definite as it is on the outside.
Barnes (6-2, 229) came out of nowhere last year as an undrafted rookie from UCLA to earn a starting job for the season opener. He ended up tying for second on the team in total tackles with 78, including five for loss, despite missing three games on the reserve/COVID-19 list.
His biggest highlight came via a forced fumble at the goal line vs. Carolina when QB Teddy Bridgewater tried to jump over the pile on a sneak. The play proved pivotal in a close December victory, and Barnes went on to start both postseason games and play through a broken thumb.
Martin (6-3, 240) didn't have as productive a rookie year, in part due to injuring his knee in training camp and missing the first five games. The fifth-round draft pick from Minnesota did end up seeing action in 10 games with six starts, recording 23 tackles, including three for loss, and a sack.
When GM Brian Gutekunst didn't add a draft pick in the spring to join the two promising rookies from a year ago, he suggested he'd look to sign a veteran at the position and did so with Campbell. At 6-4, 232, Campbell's size is notable and his experience over four years with the Falcons and one with the Cardinals includes 70 NFL starts, more than 4,000 career snaps, more than 400 tackles, plus 7½ sacks and three interceptions.
The Packers' depth at inside linebacker features more experience than most years, with third-year pro Ty Summers and fourth-year pro Oren Burks returning. Both have been leaders on special teams in recent seasons, while Summers (6-1, 241) filled in a fair amount on defense last year and posted 27 tackles. Burks (6-3, 233) was a reserve at outside linebacker last season but has moved back inside again with Barry taking over the defense.
Another returning player is De'Jon Harris (6-0, 231), who spent his rookie season on the practice squad after entering the league undrafted last year from Arkansas.
The newcomers are sixth-round draft pick Isaiah McDuffie from Boston College and Ray Wilborn from Ball State.
McDuffie (6-1, 227) overcame a knee injury in 2019 to finish that year strong and put together a productive 2020 season that saw him lead his team and rank fifth in the country with 107 tackles. Wilborn (6-3, 230) was signed to a futures contract in January after spending time in Atlanta's training camp and on Pittsburgh's practice squad as an undrafted rookie last year.
Countdown to Camp series
QBs: Full offseason program aided Jordan Love's growth
RB: New No. 2 at running back for Packers
WR/TE: Davante Adams taking his place among the NFL's elite
OL: In sorting out offensive line, Packers have options
DL: Kenny Clark's strong finish to 2020 bodes well for Packers' defensive line
Countdown to Camp: Veterans Mason Crosby, Pat O'Donnell set to lead Packers' revamped special teams
Rookie Jack Coco eager to compete with Steven Wirtel at long snapper
Countdown to Camp: Packers' top nickel group in secondary stands out
Competition starts at fourth corner and third safety spots
Countdown to Camp: De'Vondre Campbell's addition marked turning point for defense
Packers looking for young edge rushers to emerge behind Preston Smith and Rashan Gary
Countdown to Camp: Kenny Clark, Dean Lowry anchor defensive line that has reinforcements and new look
Significant offseason moves deepen Packers' personnel up front
Countdown to Camp: Packers look for competition to bring out best from deep offensive line
Starting guard spots, right tackle will be up for grabs this summer
Countdown to Camp: Three groups compose Packers' new receiving corps
Roles and playing time to be sorted out at tight end as well
Countdown to Camp: Aaron Jones, AJ Dillon pack all-around backfield punch
Packers running backs continue to prove they're more than just ballcarriers
Countdown to Camp: Spotlight on both Aaron Rodgers, Jordan Love for different reasons
Examination of Packers' roster begins with quarterbacks as training camp nears
Countdown to Camp: Specialist competitions will be worth watching
Packers hoping return game gets a spark from rookie Amari Rodgers
Countdown to Camp: Packers have high hopes for deep cornerback room
Adrian Amos and Darnell Savage return for third season together on the back end
Countdown to Camp: Kenny Clark's strong finish to 2020 bodes well for Packers' defensive line
Kingsley Keke's emergence could allow Joe Barry to get creative with Clark

redpajama_set_name: RedPajamaCommonCrawl


text:
Explaining Donald Trump's Political Ascendancy
Carlos L. Yordán, Mar 19 2016, 1509 views
Image by Gage Skidmore
The Republican Party finds itself in an interesting conundrum. The good news is that conservative voters are energized. In Iowa, New Hampshire, South Carolina and Nevada, voter turnout was larger than expected. This bodes well for the party's hopes to retake the White House and to protect its control over Congress. The bad news is that a majority of voters have largely supported two anti-establishment candidates: Donald Trump, the famous New York businessman, and Texan Senator Ted Cruz. And to make matters worse, Trump is today the undisputed frontrunner.
Will Trump win the nomination? It is too early to say. But, what is clear is that unless Trump's rivals can change the dynamics of the race, he should be able to secure enough delegates to win the nomination in the coming three weeks. What has been Trump's secret to success? I analyze the entrance polls conducted in the Iowa and Nevada caucuses and the exit polls conducted in the New Hampshire and South Carolina primaries to explain Trump's ascendancy in the nomination contest.
While Trump finished second in the Iowa caucus, his resounding victories in New Hampshire, South Carolina and Nevada demonstrate that his message is not geographically bound. His success in these three states points to four key observations. First, he has built a broad-based coalition. Second, Trump's message of economic populism seems to resonate with lower income voters, who are anxious with current economic trends. Third, Trump has been able to exploit the anger of voters with the status quo and of those who are frustrated with the Republican establishment. Fourth, Trump has recognized voters' fears of terrorism and other global threats, tailoring his message to address these feelings of insecurity.
A Broad Based Coalition
Trump has assembled a broad-based coalition that largely reflects the Republican Party's main voting groups. Unlike the Democratic nomination contest, which has been split along generational lines, with Vermont Senator Bernie Sanders winning the youth vote and former Secretary of State Hillary Clinton winning older voters, Trump's constituency has drawn supporters from all age groups. His disparaging comments on women have not seemed to hurt him. While Cruz won a plurality of Iowa's women's vote, Trump's performance with women has improved dramatically since then, winning a plurality of women voters in the other contests.
In the entrance/exit polls, respondents were asked to describe their ideological leanings using one of these choices: "very conservative", "somewhat conservative" and "moderate". These categories roughly represent the Republican Party's main ideological groupings and Trump's message has resonated with many voters in each of these groups.
Table 1 uses the results of the four entrance/exit polls to calculate a weighted average of all the casted votes to estimate each candidate's level of support in these ideological groupings.
Table 1. Weighted Average of All Votes Cast Along Ideological Lines
Trump Rubio Cruz Kasich
Very Conservative (36% of all votes) 31% 24% 23% 3%
Somewhat Conservative (45%) 36% 20% 11% 7%
Moderate (18%) 38% 16% 6% 16%
These numbers indicate that Trump and Florida Senator Marco Rubio have wide-ranging appeal within these groups. If the current trends continue, it will be very difficult for Cruz or John Kasich, the Ohio Governor, to compete in future contests as Cruz tends to do better with "very conservative" voters and Kasich's voters tend be more moderate.
Most analysts, before the start of the nomination race, expected Cruz to win the majority of the evangelical vote. As documented in Table 2, Christian evangelicals represented a substantial number of voters in Iowa and South Carolina. While Trump lost this vote by a big margin in Iowa, in the other contests he has won a plurality of these votes.
Table 2. Breakdown of the Evangelical & Non-Evangelical Vote Per State
Iowa Yes (64%) 22% 21% 34% 1%
No (36%) 29% 26% 18% 4%
New Hampshire Yes (25%) 27% 13% 23% 11%
No (75%) 38% 10% 8% 18%
South Carolina Yes (72%) 33% 22% 27% 5%
No (28%) 30% 22% 13% 19%
Nevada Yes (40%) 40% 23% 26% 2%
For many years, South Carolina's exit polls for the Republican primary have asked respondents whether they have "military experience". Thus, Republican presidential candidates spend a lot of time courting this vote. Like other Republican candidates, Trump promised to increase defense spending. But he also angered many Republicans when he remarked in a televised debate a few days before the primary that President George W. Bush lied about Iraq's weapons of mass destruction program to convince Americans to support the invasion. Adding more fuel to the fire, Trump attacked the former president for failing to thwart the attacks of 11 September 2001. Despites these statements, he won 35% of the "military vote", while Rubio received 23% to Cruz's 21%.
Trump's views on immigration are well known. Yet, in Nevada, the first state in the nomination schedule with a substantial non-white, conservative electorate, Trump won 45% of the Hispanic vote. Remarkably, Rubio, who is a son of Cuban immigrants, captured 28% of Hispanic voters, while Cruz, whose father is Cuban, only got 18%. It is important not to exaggerate this finding. Hispanics only represented 8% of the entrance poll's sample and it is highly unlikely that many Hispanics would support Trump in the general election. But, the fact that Trump got some support within this community after vilifying illegal Mexican immigrants raises the question as to whether his economic message is attracting the support of some minority voters.
Addressing Voters' Economic Anxiety
So far, voters' top issue is the economy and jobs, closely followed by government spending. Many voters are anxious about the nation's economy. The New Hampshire and South Carolina exit polls demonstrate that Trump has attracted votes from different income groups, but he has done especially well with "blue-collar" workers and middle class Americans who make $100,000 or less.
It is important to note that the Iowa and Nevada entrance polls did not ask respondents to identify their level of income. But, all the entrance and exit polls did request respondents to divulge their highest level of education. Given the relationship between income and education attainment, we can use these figures to assess who are Trump's core supporters.
Table 3. Weighted Averages of All Voters' Education Background
High School or less (15%) 44% 15% 22% 3%
Some college (33%) 40% 16% 22% 6%
College graduate (33%) 31% 22% 20% 9%
Postgraduate (19%) 25% 25% 17% 11%
Although Trump draws voters with different education backgrounds, his core supporters tend to be individuals who have not completed a bachelor's degree. Many of these voters have been directly impacted by many of the neoliberal policies that both Democrats and Republicans have favored since the early 1980s. These findings demonstrate that "blue-collar" workers have strongly backed Trump's candidacy, which raises the following question: why are these "blue-collar" workers backing the candidacy of a New York billionaire?
Although Trump's plans are short in details, he has not been afraid to challenge Republican dogma on economic issues. For instance, during the debates, Trump has repeatedly promised to renegotiate existing trade agreements and to penalize American companies that move jobs overseas.
In line with other Republican candidates, Trump has proposed a tax cut that will benefit lower income American, middle class families and the very rich. But to balance the expected shortfall in revenue, Trump has stated that he would close loopholes that favor the rich and impose new taxes on Wall Street.
Trump also has vowed to protect welfare entitlements from future spending cuts. On healthcare, Trump has pledged to replace the Obama administration's Affordable Healthcare Act (ACA) with a new plan, which may include what Republicans hate the most about the ACA – an individual mandate that requires all Americans to purchase health insurance.
Of course, Trump's plans are gobbledygook. His numbers, as The Economist recently documented, do not add up. While his critics are right to challenge his proposal, the fact of the matter is that Trump's assurance to preserve Social Security, expand health care, and reverse the ills of economic globalization is in line with his supporters' wishes. For years, the Republican establishment has talked about these voters' concerns, but Republican politicians have supported neoliberal policies that favored the private sector and rich Americans, while augmenting income inequality. Trump's presidential hopes have shaken the core principles that define contemporary American economic conservatism and a large number of voters, though not a majority, have sided with Trump in this debate.
Exploiting Voters' Anger and Frustration
Trump (and Cruz to a lesser extent) has exploited voters' anger and frustration with the status quo. The following table captures voters' anger towards the federal government, which many conservative voters associate with the Obama administration, its liberal policies and the high level of partisanship that has dominated national politics since the passing of the ACA. The entrance/exit polls asked respondents to choose among four choices: "Enthusiastic", "Satisfied", "Dissatisfied" and "Angry". A very small percentage of respondents selected the first two options. Thus, the table below only includes the other two choices.
Table 4. Feelings about the federal government
Iowa New Hampshire South Carolina Nevada
(49%) A
(42%) D
Trump 21% 30% 31% 44% 25% 44% 43% 48%
Cruz 26% 32% 10% 15% 23% 24% 16% 25%
Rubio 25% 18% 9% 10% 26% 16% 31% 19%
Kasich 2% 1% 21% 9% 9% 6% 5% 2%
Note: D stands "Dissatisfied" and A for "Anger".
The angry voter phenomenon, or what Alan Abramovitz and Steven Webster call "negative partisanship", is not new to American politics. But what is interesting in this election cycle is that conservative voters' anger is not only at Democrats but it extends to Republican leaders as well. The next table summarizes respondents' answers to a question included in the New Hampshire and South Carolina exit polls: "Do you feel betrayed by Republican politicians?"
Table 5. Do you feel betrayed by Republican Politicians
New Hampshire South Carolina
Yes (47%) No (51%) Yes (52%) No (45%)
Trump 37% 35% 36% 30%
Cruz 15% 9% 23% 18%
Rubio 8% 14% 19% 28%
Kasich 15% 16% 8% 5%
Taken together, these two tables support three findings.
First, angry voters, as Abramovitz and Webster's research maintains, are passionate participants in the electoral process. It is important to remember that Trump's campaign seems to be less sophisticated than his rivals' in terms of its ability to identify supporters and get them out to vote. But his ability to connect with these voters makes up for this organizational weakness and this is an important element in his political ascendancy.
Second, voter turnout in the Republican caucuses and primaries has been higher than expected. Polling experts have argued that many of these voters are either irregular voters or new to the process. Some research shows that many of these first-time voters are angry or dissatisfied with the status quo. Trump has done very well with these irregular voters and first-time voters. For instance, the New Hampshire exit poll found that 15% of voters had never participated in the primary and 38% of these primary-goers voted for Trump.
Third, tables 6 and 7 demonstrate that Trump's total share of the vote increases when he successfully attracts the support of voters who are angry with the federal government and who are frustrated with Republican politicians. As the next tables demonstrate, these voters are not concerned about Trump's potential electability.
Table 6. Weighted Average of Voters' Top Candidate Quality
Electability (18% of the voter) 28% 42% 14% 7%
Share My Values (36%) 16% 21% 33% 10%
Tells It Like It Is (19%) 73% 12% 7% 3%
Can Bring Change (26%) 43% 13% 18% 9%
His core supporters are backing his candidacy because they feel he is the only candidate who is willing to "tell it like it is". Many of his supporters also believe that he "can bring change". Thus, authenticity outdoes electability. To put it in perspective, in the 2012 South Carolina primary exit poll 45% of respondents identified electability as their "top candidate quality". In 2016, electability was only important for 15% of primary-goers.
Voter anger and frustration are so strong this year that a plurality of voters in Iowa and South Carolina and majority of them in New Hampshire and Nevada prefer a candidate who comes "outside the establishment" to a candidate who is "experienced in politics".
Table 7. Voters' Preferences for an Experienced Politician or an Outsider
Exp. (46%) Out (48%) Exp. (44%) Out (50%) Exp. (47%) Out (48%) Exp. (32%) Out (61%)
Trump 3% 46% 6% 62% 4% 63% 5% 70%
Rubio 39% 7% 17% 5% 38% 9% 53% 8%
Kasich 4% 0% 27% 6% 11% 3% 8% 1%
Note: "Exp." stands for "Experienced in Politics" and "Out" equals "Outside the Establishment".
As table 7 shows, this attitude has benefited Trump over his rivals and it is one of the reasons that his campaign has done so well in these nomination contests. The fact that Trump is self-financing his campaign also plays well with voters who are frustrated with the Republican establishment, as they believe that Trump will fight for their interests rather than those of corporate America.
Acting on Voters' Fears
While many of Trump's supporters feel a sense of profound sense of economic anxiety, many more are extremely fearful of the Islamic State of Iraq and the Levant and the possibility that the terrorists will attack the United States. Terrorism is third most important issue this election cycle, following the economy and government spending.
Trump's ascendancy in public opinion surveys paralleled the November Paris terrorist attacks and the subsequent shootings in San Bernardino, California. In reaction to these attacks, Trump proposed a "total and complete" ban on Muslims entering the United States. Although his rivals and Republican leaders were quick to condemn his plan, Trump never backed away from it. Actually, it became of key part of hi stump speech and it was prominently featured in this first television ad. Over time, Trump has soften his rhetoric suggesting that the ban would only be temporary and that it would only target some Muslims, but it is still an important element in his platform.
The exit polls conducted in New Hampshire and South Carolina asked respondents whether they supported or opposed Trump's proposed temporary ban. In New Hampshire, 65% of respondents supported the ban, while 38% opposed it. In South Carolina, the margin in favor of the proposal was larger. In both primaries, Trump captured approximately 40% of these voters' support.
During a debate in New Hampshire, the moderator asked the candidates whether they thought waterboarding was a form of torture and whether they would be willing to use this tactic against captured terrorists. Cruz explained that waterboarding was not a form of torture, he stated that it is instead a method of enhanced interrogation. Rubio, on the other hand, decided not to answer the question, criticizing the Obama administration's desire to close the controversial detention center in the US Naval Installation Guantanamo Bay. But, sensing an opportunity to make headlines and to reinforce his commitment to national security, Trump declared:
Well, I'll tell you what. In the Middle East, we have people chopping the heads off Christians, we have people chopping the heads off many other people. We have things that we have never seen before — as a group, we have never seen before, what's happening right now.
The medieval times — I mean, we studied medieval times — not since medieval times have people seen what's going on. I would bring back waterboarding and I'd bring back a hell of a lot worse than waterboarding.
While some Republican leaders rebuked Trump for his statement, his tough language resonated with New Hampshire's conservative electorate. The New Hampshire exit poll asked voters whether they were "worried about a terrorist attack in the U.S." and as table 8 indicates a majority of primary-goers believe that Trump is the best candidate to address the threat of terrorism.
Table 8. Worried about a terrorist attack in the U.S.?
Trump Kasich Cruz Rubio
Very Worried (58%) 40% 10% 14% 12%
Somewhat Worried (32%) 30% 23% 8% 9%
Not too worried (8%) n/a n/a n/a n/a
Not at all worried (1%) n/a n/a n/a n/a
Do Trump's core supporters share his nativist sentiments? Although it is difficult to use the entrance/exit polls to answer this question, survey research suggests that many of his supporters actually do. After all, Trump led the "birther" movement, which questioned President Barack Obama's citizenship and the legitimacy of his presidency. He has recently employed this smear tactic to challenge Cruz's and Rubio's eligibility to run for the presidency. It is important to note that Cruz was born in Canada to an American mother. Most legal experts believe that he meets the U.S. Constitution's standard that presidential candidates need to be "natural-born" citizens. In contrast, Rubio was born in the United States. What to make of these attacks?
These slurs are coded messages, designed to challenge his opponents' "American-ness" and their adherence to American values. At a time when many Americans are concerned about the country's growing diversity and the perceived decline of white Americans' influence, Trump's smears are designed to stress he can protect America from foreign influences – be it Muslims entering the country, refugees fleeing conflicts around the world, or illegal immigrants who take jobs away from blue-collar workers and thwart these Americans' shot at the "American Dream".
Since declaring his presidential ambitions, Trump has been steadily building a brand that emphasizes his strong leadership qualities. His strong nativist inclinations have resonated with many conservative voters, who fear that the homeland is under threat by domestic and foreign elements. Trump has been able to exploit these fears to advance his political ambitions and his success in the last three nomination contests seems to be fueled by voters who share his worldview.
Concluding Thoughts
Many Americans are surprised by Trump's political ascendancy. As this analysis shows, unlike his opponents, Trump has been able build a broad-based coalition of conservative voters who are largely angry at the status quo and anxious about the future. His core supporters believe that he is a strong and transformational figure that will "make America great again", which happens to be his campaign's slogan. Will he be the Republican presidential nominee? Could he win the presidency? It is too early to say, but it is clear that Trump's candidacy is not a joke but a development that will have a strong effect on American politics for years to come.
More from E-International Relations
Trump's US-China Trade War and America's International Place
Change of Players, Change of Game: How States Got Left Behind on Climate Change
Right-wing Populism and the Attack on Cooperative International Security
Trump is Right About Iran, Yet Wrong
Interview – Tom Watts
A Looming Peace for Afghanistan's Long Hard War?
About The Author ( Carlos L. Yordán):
Carlos L. Yordán is Associate Professor of Political Science and International Relations in Madison, New Jersey, USA.
Tags: Conservatism, donald trump, Republican party, US foreign policy, US Presidential Election


This article in the Beacon at Florida International University discusses research ASGA conducted regarding having two separate student body presidents for the Modique and Biscayne Bay campuses.
Seemingly since the day the Student Government Association was disbanded in 1991 by then University President Modesto A. Maidique, there have been members yearning to put it back together again.
Less than four years ago, then SGC-MMC vice president Arthur "AJ" Meyer proposed to form a committee to re-evaluate SGA in order to search for the best system possible, according to an article in the Nov. 08, 2007 issue of The Beacon.
The American Student Government Association compiled a report, sent to Meyer on March 19, 2009, that provided three separate opinions to the question: Should there be a single Student Body President serving both the Biscayne Bay Campus and [MMC]?
One report began by saying, "This is easily answered in a single word: 'No.'" The other two opinions expressed the same sentiment.
But while SGA remains governed by separate councils, the questionable logistics of operating with two councils keep the debate alive.
Sholom Neistein, who served as SGC-BBC president for the 2009-2010 academic year, said the theoretical merger will never happen.
Neistein said Jones would have the final decision on the matter and that she'd refuse a merger because when the councils were originally combined, BBC was unfairly represented.
As of press time Jones did not respond to calls and emails to her office.
Craig Cunningham, director of student affairs, agrees with the results of the report, and said that BBC deserves its own student government that provides needed programs, services, and funding.
The Student Government Council at Modesto Maidique Campus is constitutionally required to have 32 senators, but currently has three vacancies. The council at Biscayne Bay Campus is required to have 11 less senators than MMC, yet has three times as many vacancies.
In order to make quorum, the number of members required for a formal senate or general meeting, attendance of senators is determined by 50 percent plus one.
With SGC-BBC holding 11 senators, this means that only six senators are required to be in a meeting that could potentially vote on decisions that affect the entire BBC population.
It also logically means that fewer bodies are available to accomplish tasks, and those present assume greater responsibilities, while making nearly the same amount as SGC-MMC officials.
SGC-MMC has six associate justices. At the beginning of the spring semester, SGC-BBC has no associate justices and vacancies in four created positions: internship coordinator, director of sustainability, director of community relations and outreach, and director of external relations.
Tiffany Huertas, SGC-BBC press secretary, said the council consists of 43 positions, but 13 spots remain open. Sixty-two positions are listed on SGC-MMC's website for executive, legislative, and judicial branches; out of those 62, four spots are vacant.
As of Feb. 18, the University's Office of Planning and Institutional Research said the enrollment for MMC was 32,621, while the enrollment for BBC was 7,081. Students registered for classes on both campuses are counted in each campuses data.
Therefore, if both councils were filled to capacity and the Feb. 18 enrollment data were used, it could be concluded that one SGC-BBC official would represent 165 students, and an SGC-MMC official would represent 526 students.
Dean Williams, SGC-MMC executive assistant to the president, said MMC senators make $800 yearly. Shana Kaplan, SGC-BBC comptroller, said BBC senators have an annual salary of $850.
A former SGC-BBC member described complications he faced with working on a small council.
During Oehleo Higgs' time as press secretary, he tried to juggle all aspects of the press while simultaneously helping other cabinet members with whatever was needed.
Higgs said he attempted to create a new SGC-BBC website, but even after creating content and soliciting biographies from members, it was still impossible to get it completed in one semester.
While Jervaris "Jey" Floyd, hospitality senator, said having a smaller council makes sense because BBC is smaller campus, he is well aware of the difficulties it presents.
The strain of a small council serving over 7000 students is the focal point of a longtime debate: merging SGA's two governing councils into one.
Higgs greeted the idea with skepticism.
"From being on the inside of SGA, I don't think MMC knows the vibe or atmosphere of the students [at BBC]. Unless there's a university-wide voting towards BBC students, I don't know how it would work," Higgs said.
As of press time, Rafael Zapata, SGC-BBC advisor was unavailable for comment.
While many at BBC agreed there could never be one council, some could at least offer solutions.
Floyd said that the senate is looking into amending article four of the SGA constitution, which says to qualify for SGA, one must be registered for no less than 50 percent of classes at the campus he or she represents.
If it were amended, a student who has less than half of their classes at BBC could still qualify for to be a part of SGC-BBC, thereby potentially increasing the council size.
Neistein's suggestion was a bit more complex.
"The only way I would see one council working is if: one, the president would have a basis on both campuses, meaning the president would be given a gas and cell phone stipend to commute to both campuses," Neistein said.
The second requirement: two offices, two vice presidents, and for this president to show his or her presence at each campus a minimum of twice a week.
Still, council members are optimistic about their abilities in a small council.
"It just means we have to be on our Ps and Qs and make sure we are together," Floyd said.
"You can have 50 able bodies on the council, and maybe 10 people doing the job, or you can have a 15-person close-knit group and do a remarkable job throughout the year," Neinstein said.
Additional reporting by Vincent Fernandez.
Becca Griesemer works as a Beat Writer covering the Student Government Council at the Biscayne Bay Campus.


Edelweiss Tokio Life – Zindagi Plus is only the name of the non-linked non participating term insurance plan and does not in any way indicate the quality of the plan, its future prospects or returns. Please know the associated risks and the applicable charges from your Personal Financial Advisor or the Intermediary. Tax benefits are subject to changes in the tax laws.
*Premium rates mentioned are for a 30 year old single male, non-smoker for a policy term of 20 years with 1cr life cover whose premium is Rs. 6202/- annually that comes up to Rs.17/- on dividing by 365 days.
Registered Office: 6th Floor, Tower 3, Wing 'B', Kohinoor City, Kirol Road, Kurla (W), Mumbai 400070.


I was reading some article somewhere that talked about how despite advances in quality of every format of everything (photography, video, music, etc.), people are more and more content with shittier formats. Ringtones are hot sellers. So are 128 kbps songs that end up getting played though stock iPod headphones. Disposable cameras outsell digital cameras. People are streaming whole movies on Youtube. We have unlimited access to free or cheaper than ever before formats that are higher quality than anything that have existed before. Why not use them?
On a contrary note, this girl has a Nikon D50 and I use disposable cameras exclusively.
Post Script: This is a rip from VHS to Youtube. Imagine how good it could be in a watchable format.
When's there gonna be a Vince Collins DVD?
These two don't quite fit this blog's namesake: more woman than girl, more pedestrian than hip, but they're from a Vice article so technicalities permit it.


text:
Acoustic bass guitar
Aeolian harp
Archlute
Baroque trumpet
Brass instrument
Chapman Stick
Chime tree
Chordophone
Cimbalom
Clavinet
Cornamuse
Cornett
Crash cymbal
Disklavier
Electric harp
Electric instrument
Electric violin
Electronic instrument
Flamenco guitar
Flute d'amour
Hammered dulcimer
Harp guitar
Horn section
Keyboard instrument
Lamellaphone
List of string instruments
Maraca
Marimbaphone
Musical bow
Musical instrument classification
Musical instrument digital interface
Musical keyboard
Organology
Pan flute
Percussion instrument
Piston valve
Psaltery
Ride cymbal
Shamisen
Steel-string acoustic guitar
String instrument
Tom-tom drum
Tubular bell
Viola d'amore
Wind instrument
Woodwind instrument
http://en.wikipedia.org/wiki/Marimba
The marimba is a musical instrument in the percussion family. Keys or bars (usually made of wood) are struck with mallets to produce musical tones. The keys are arranged as those of a piano, with the accidentals raised vertically and overlapping the natural keys to aid the performer both visually and physically.
The concert marimba is pitched an octave lower than its cousin, the xylophone. Both xylophone and marimba bars are usually made of rosewood, but synthetic substitutions are becoming more and more popular. The bars of the marimba are wider and thinner than those of the xylophone, especially at the center; this change in shape causes the bars to respond a different set of overtones found in the overtone series, giving the instrument a richer tone. In particular the first overtone is two octaves above the fundamental frequency of the key, whereas a xylophone key's first overtone is an octave and a fifth above the fundamental. The result is that a xylophone will have a much brighter and shorter sound and is played with relatively harder mallets than the mellower marimba, which is typically played using comparatively softer mallets. Furthermore, whereas the xylophone's key widths are constant along its entire length, modern marimba keys are usually short (both lengthwise and widthwise) at the higher-pitched end and gradually "graduate" into the bottom octaves. This ensures that larger marimbas, such as 5-octaves, have enough material to generate low notes and overtones.
The modern instrument
The key to the marimba's rich sound is its resonators. These are metal tubes (usually aluminum) that hang below each bar, and the length varies according to the frequency that the bar produces. Vibrations from the bars resonate as they pass through the tubes, which amplify the tone in a manner very similar to the way in which the body of a guitar or cello would. In instruments exceeding 4½ octaves, the length of tubing required for the bass notes exceeds the height of the instrument. Some manufacturers, such as Malletech, compensate for this by bending the ends of the tubes. Others, such as Adams Musical Instruments and Yamaha, expand the tubes into large box-shaped bottoms, resulting in the necessary amount of resonating space without having to extend the tubes. This is also achieved by custom manufacturer Marimba One by widening the resonators into an oval shape, with the lowest ones reaching nearly a foot in width.
Modern marimba uses include solo performances, percussion ensembles, marimba concertos, jazz ensembles, marching band (front ensembles), Drum and bugle corps (DCI), and wind ensemble or orchestra compositions. Contemporary composers have utilized the unique sound of the marimba more and more in recent years, and it is common to find them in most new music for wind ensemble, although less so for orchestra.
The folk instrument
The term marimba is also applied to various traditional folk instruments, the precursors of which may have developed independently in West Africa (the balafon) and in Pre-Columbian Mesoamerica. The tradition of the gourd-resonated and equal-ratio heptatonic-tuned Timbila of Mozambique is particularly well-developed, and is typically played in large ensembles in coordination with a choreographed dancing performance, such as those depicting a historical dramatization. Traditional marimba bands are especially popular in Guatemala, where they are the national symbol of culture, but are also found in Costa Rica and parts of the highlands of southern Mexico, as well as among Afro-Ecuadorians; gyil duets are the traditional music of Dagara funerals in Ghana.
Folk marimba with gourds, Highland Guatemala
In the most traditional versions, various sizes of natural gourds are attached below the keys to act as resonators; in more sophisticated versions carved wooden resonators are substituted, allowing for more precise tuning of pitch. In Central America, a hole is often carved into the bottom of each resonator and then covered with sheep skin to add a characteristic "buzzing" or "rattling" sound known as charleo. Chenowith, Vida. The Marimbas of Guatemala. , quoted in Squyres, Danielle. "The Marimba, Xylophone and Orchestra Bells", Mechanical Music Digest Archives, 2002-01-02. Retrieved on 2006-12-06.
In more contemporary style marimbas wood is replaced by PVC tubing. The holes in the bottoms of the tubes are covered with a thin layer of paper to produce the buzzing noise.
Zimbabwean
According to Professor Andrew Tracey, marimbas were only introduced to Zimbabwe in 1960 [1].
Zimbabwean marimba based upon Shona music has also become popular in the West, which adopted the original use of these instruments to play transcriptions of mbira dzavadzimu (as well as nyunga nyunga and matepe) music. The first of these transcriptions had originally been used for music education in Zimbabwe. These Zimbabwean-style instruments are often made with a single row of keys (without the chromatic "black" notes on a second row) along a C major scale, which allows them to be played with a 'western-tuned' mbira (G nyamaropa). Frequently instruments are fashioned with the addition of an F# key placed inline between the F and G keys, which allows the playing of songs in G major, although the correspondence between mbira tunings and western keys is a much more complex issue. Other variations in tuning exist, and some musicians prefer the omission of the F# key.
In the United States, there are Zimbabwean marimba bands in particularly high concentration in Colorado and the Pacific Northwest, but bands exist from the East Coast through California and even to Hawaii and Alaska. The main event for this community is ZimFest, the annual Zimbabwean Music Festival. The bands are composed of instruments from high sopranos, through to lower soprano, tenor, baritone, and bass. Resonators are usually made with holes covered by thin cellophane (similar to the balafon) to achieve the characteristic buzzing sound. As of 2006, the repertoires of United-States bands tends to have a great overlap, due to the common source of the Zimbabwean musician Dumisani Maraire, who was one of the few key people who first brought Zimbawean music to the West, coming to the University of Washington in 1968.
The Marimba or Shilimba or Shinjimba as the Nkoya People of Western Zambia call it are believed to be the introducers of the Shilimba or "marimba" instrument in Southern Africa. The Nkoya people use the Shilimba at their Traditional Royal Ceremonies like the famous Kazanga Nkoya Cultural Ceremony held annually between June and July in there homeland in Kaoma District, Western Zambia under Mwene (King) Mutondo and his equal counterpart Mwene (King) Kahare of the Nkoya Royal Establishment (NRE) part of the Nkoya ancient State which was started around 1700AD.
They Shilimba is now used in most parts of Zambia although roots of the instruments come back to Western Zambia among Nkoya people.
PVC resonators Santa Fe, NM
The mallet handle is commonly made of wood, but may also be metal or carbon fiber. The diameter of the handle can range from .25 - 1 inch. Mallet heads consist of plastics, rubber, wood, or variations of these with a yarn, cord, or hemp wrap. The diameter of the mallet head can be 1 - 3 inches. The size and softness of the mallet head increases proportionally to the size of instrument's keys. Handle diameter can be influenced by mallet technique in the sense that multiple mallets in the same hand will require a smaller diameter.
Mallet technique
Modern marimba music calls for simultaneous use of between two and six mallets (most commonly two or four), granting the performer greater virtuosity and range. Multiple mallets are held in the same hand using any of a number of techniques or grips. For use of two mallets in each hand, the most common grips are the Burton grip (made popular by Gary Burton), the traditional grip (or "cross grip") and the Musser-Stevens grip (made popular by Leigh Howard Stevens). Each grip is perceived to have its own benefits and drawbacks. Choice of grip varies by region (Musser-Stevens grip and Burton grip are more popular in the United States, while traditional grip is more popular in Japan), by instrument (Burton grip is less likely to be used on marimba than on vibraphone) and by the taste of the individual performer.
List of marimba performers
List of marimba manufacturers
Glass Marimba
Xylorimba
Van Gogh by Numbers: Vibes/Marimba Duo Project
Musical Stones of Skiddaw
List that includes marimba recordings of Skokiaan[[2]]
Marimba.org - Marimba Music Portal
Classical Marimba League
Science of the Marimba - Scientific Aspects of its Construction and Performace
The La Favre 5 Octave Marimba - Physics and Construction with Images, Sounds, Animations and Data
'Music for Strings and Marimba' Listen to an MP3 recording and view/print sheet music
Classic Mario songs played on the marimba, video
Dave's Percussion Library Online - Information about music for Marimba
How the Southern African marimbas came into existence, by Andrew Tracey
Retrieved from "http://en.wikipedia.org/wiki/Marimba"
Categories: Keyboard percussion | Pitched percussion | Idiophones | Marching percussion | Pop culture words of Bantu origin


With our money mod, you will surely have more fun playing Exit Hero app.
There is an emergency int he Exit Hero app, and it is your job to solve it. The zombies have appeared out of nowhere, and they are attacking people. It is your job to save the people who are in terror as you play your escape by fulfilling a number of different puzzles and avoiding many obstacles along the way. If you like the sound of that, getting our money mod will make the Exit Hero app even more interesting, so enjoy!


text:
Q: In a browser extension, how do I click a specific button of an alert? So...
I need to click [Stay on this page] automatically in such a prompt:

Confirm navigation: [Leave this page] [Stay on this page]

The code that invokes this is
$(window).bind('beforeunload', function() {
  return 'Leave page?';
  //Click prompt code goes here.
  $(window).unbind();
});

If I take away return 'Leave page?';
then the iframed page overrides the top frame and the user is struck with an unknown site, maybe there's another way to do this?

A: Actually that would hook into the onbeforeunload event:
$(window).bind('beforeunload', function() {
      return 'Leave page?';
});

A: Instead of automatically clicking it, check if you can automatically disable window.onbeforeunload event handlers. That's most likely much easier than trying to send a click to a specific button in a modal window anyway.

A: I agree with Thiefmaster.
Alternative is to replace the alert, prompt or confirm if that is what is used:
window.confirm=function() {
  // here you do what you want
}