Bristowe added that she just wants to know more about the intentions behind Inaba’s commentary.“I would love to have her on the podcast, ask her a few questions. I don’t know!” the “Off the Vine” podcast host explained. “It’s always reassuring to talk to other people and have them asking those same questions because we come back and we’re like, ‘Huh?’ We’re good at accepting constructive criticism. We’re like, ‘OK, great, now let’s apply it. Thank you for the wonderful feedback.’ With this one, it’s like, ‘Huh? OK?’”Bristowe noted that the judge was also tough on season 15 Bachelorette Hannah Brown, who went on to win the mirrorball trophy in 2019.- Advertisement – Kaitlyn Bristowe and Artem Chigvintsev ABC/Kelsey McNealJudging for the wrong reasons? Kaitlyn Bristowe and Artem Chigvintsev are questioning whether Carrie Ann Inaba’s criticism of their Dancing With the Stars performances is strictly about the dance floor.“At this point, it starts being a little personal,” the 38-year-old professional dancer told Entertainment Tonight during a joint interview with the 35-year-old former Bachelorette after the Monday, November 2, episode. “I feel it’s definitely, maybe not a different standard, but I feel like it’s different expectations. I don’t know. I’m watching back the dance itself, it’s like, ‘Oh, you can kick sharper!’ Well, I can say that about everybody who dances on the show today. I don’t know. It’s really odd.”Carrie Ann Inaba arrives at night one of the Creative Arts Emmy Awards at the Microsoft Theater on September 14, 2019 in Los Angeles, California. Richard Shotwell/Invision/AP/Shutterstock- Advertisement – – Advertisement – “I just want to know where it comes from. Is it from a place where you believe in us and you want us to do better? Is it coming from a place of, ‘I was hard on Hannah and you’re another Bachelor girl?’” she asked. “Where is it coming from and how are we supposed to take it and bring it into our next rehearsal? What do you want us to channel and use from it? It’s very hard to understand that.”Artem Chigvintsev and Kaitlyn Bristowe perform on ‘Dancing With The Stars.’ ABC/Eric McCandlessBristowe, who received an eight from Inaba for her jive to “Don’t Stop Me Now” by Queen, added that judges Derek Hough and Bruno Tonioli give more helpful feedback.- Advertisement – “Derek says things and I’m like, ‘Great! Oh my gosh, I could work on that. Let’s use that next time.’ Same with Bruno,” she said. “And when Carrie says things, I’m like, ‘What do you want us to do with that?’”During Monday’s episode, Bristowe and Chigvintsev escaped the bottom two again despite Inaba arguing that the reality TV personality performed a “lift” with Chigvintsev vs. doing her own jump during her jive. (Chrishell Stause was ultimately eliminated over Skai Jackson.) On the October 26 episode of the ABC show, Inaba suggested that Bristowe “gave up” and lost her “spirit” during her Halloween paso doble.“At this point right now, we just feel like we’re never going to make her happy. It feels really discouraging, in a sense, to come back next week,” Chigvintsev concluded after Monday’s episode. “I was literally wanting to have earmuffs and put it on top of [Kaitlyn’s] head.”Dancing With the Stars airs on ABC Mondays at 8 p.m. ET.Listen to Watch With Us to hear more about your favorite shows and for the latest TV news!
ERIN KEEFFE/Herald photoThe Wisconsin men’s soccer team (7-10-0, 1-4-0 Big Ten) closes out its Big Ten and regular season this Sunday when it heads to Evanston, Ill., to face Northwestern University (9-5-2, 1-3-1) at the Leonard Thomas Athletic Complex at 1 p.m.Statistically, Wisconsin has dominated Northwestern over the past 30 years, posting a 22-4-4 all-time record and out-scoring the Wildcats 60 to 18. However, in the past eight matches between the two teams, the Wildcats have held a slight advantage over the Badgers with a 4-3-1 record — including a 2-1 victory last season in Madison.Despite last season’s setback, Wisconsin is looking forward to the trip south with its newfound confidence in the offense’s ability to score goals following back-to-back wins by scores of 2-1 over Michigan State and 3-0 over UW-Green Bay.”The guys have to feel good because we’ve had a couple of wins in the last two games,” head coach Jeff Rohrman said. “Probably more than anything, they’re seeing that our offense is capable of doing some things. I’m sure they’re very excited — as they should be — and we’re looking forward to playing Northwestern.”Offensively, Northwestern is led by junior striker Brad North this season, who has tallied 16 points off of eight goals. Senior Kevin Earnest and junior Gerardo Alvarez have also contributed heavily to the Wildcat offense with three goals apiece in 2005. Anchoring the Wildcat midfield this season has been sophomore midfielder David Roth, who leads the team with six assists on the year.In its previous match this past Sunday, Northwestern bagged a nail-biting 2-1 victory over Butler University with a first half strike by North and an 88th-minute game-winner by Earnest. For Sunday’s matchup, Rohrman hopes his defense can step up and accept the challenge posed by Northwestern’s many offensive threats.”We’re going to have to play very solid defensively,” Rohrman said. “[Northwestern is] very good going forward with Brad North and Gerardo [Alvarez] — both of those guys can be a handful. Also, David Roth and Kevin Earnest are very athletic and skillful guys who, if you lose track of, can cause you problems.”While the Badgers have struggled on the road this season — posting a dismal 2-7 record away from home — the Wildcats have been unstoppable on their home field, yielding an undefeated 5-0-1 record, as well as out-scoring their opponents 12-2 in Evanston. The only draw for Northwestern came against two-time defending national champions No. 8 Indiana back on Oct. 16 in a tight 1-1 fixture.To counter the Wildcat’s stingy defense at home, the Badgers will look to feed piping-hot striker Victor Diaz. The redshirted freshman from Madrid, Spain has been a machine for the cardinal and white lately, producing 12 points off of five goals and two assists in the past five games.With two goals in their last match against UW-Green Bay and a third tally against Michigan two weeks ago, junior midfielder William Bagayoko has also played inspired soccer for Wisconsin lately.Against Northwestern, Rohrman believes his squad must pepper the Wildcat goal with quality shots just as they did in their last match.”We’re going to have to do as well as we did [against UW-Green Bay] with our shots — get them on goal and make their keeper make saves,” Rohrman said. “We’ve got to test them, and test them a lot.”With the Big Ten tournament just on the horizon, the Badgers will be looking to finish their regular season with a three-game winning streak and take some momentum from Sunday’s match into the Nov. 10 tourney.
Since she was 5 years old, Hilary Knight told friends and family that, someday, she would represent her country in the Olympics.On Feb. 12, Knight made that dream a reality. Less than two weeks later, she received a silver medal as a member of the U.S. Olympic women’s hockey team.Now that she’s reached her dream, she’s been posed with a new question. What’s next?“My first vacation in three years is actually in two weeks,” Knight answered. “So, I’m pretty excited about that.”Knight’s destination for that vacation? St. Thomas in the U.S. Virgin Islands.When Team USA faced Canada in the gold medal game 10 days ago, it was the culmination of lifelong dreams for 15 members of the American squad participating in their first Olympic Games. Among those was Knight, who at 20 years old was the youngest member of the Team USA women’s hockey squad.Another Olympic rookie for the U.S. National Squad was 22-year-old Meghan Duggan. For Duggan, a native of Danvers, Mass., the 16-day event more than lived up to expectations.When asked to describe the atmosphere of the gold medal game, Duggan said it was like nothing she’s ever experienced.“It was unbelievable; it was an amazing atmosphere to play hockey in,” she said. “[It was] everything I’d ever dreamed of. We had a great time out there. Although we fell short, it was amazing to represent my country as well as my university here at Wisconsin.”Knight and Duggan, both of whom took a year off from UW to compete in Vancouver, were honored last week at the Kohl Center before Wednesday’s basketball game between Wisconsin and Iowa. Erika Lawler and Jessie Vetter, their fellow members of Team USA and UW alumni, joined them for the ceremony.They were not in Madison for long, however.According to Duggan, it was just one stop on their trip back to the East Coast.“I’m only here for the night,” Duggan said. “I’m driving back home to Boston. I just packed up everything in Minneapolis and now I’m on my way home — a 22-hour road trip.”Like Knight, though, Duggan plans to take some time off after competing for three years at Wisconsin and the past six months with Team USA.Unlike her teammate, however, she did not reveal any plans to travel to a tropical location.“I’m just kind of taking a breather,” Duggan said. “I’ve been going pretty hard for the last however-many-years of my life to achieve that goal. I’m just kind of taking a little break right now, relaxing and taking the time to thank everyone.”In what may be bad news for their NCAA opponents, though, Knight and Duggan do not plan on letting up when they return to the collegiate level.Despite having achieved a silver medal against the world’s best competition, the duo will rejoin the Badgers as the leading returning scorers from Wisconsin’s 2009 national championship squad. That, coupled with Olympic experience, should provide a significant boost to a UW squad that was consistently inconsistent in 2009-10.In light of their respective abilities on the ice and experience against international competition, Knight and Duggan recognize their position as leaders of the Wisconsin women’s hockey team, despite being away from it for a year.“Meghan and I have a huge responsibility to take what we’ve learned in the past year and bring that to the collegiate level and this team,” Knight said. “We’re going to be a great team; so, I’m really excited.”As busy as they were, Wisconsin’s Olympic duo kept track of the current Badgers throughout their time with Team USA. They acknowledged it was difficult to be away from the team they had spent so much time with since beginning their college careers.To watch them struggle and ultimately miss the NCAA Tournament was even tougher.Duggan’s hope is to bring additional knowledge and energy to the UW squad.“I’m kind of a loud, outgoing player and a leader,” Duggan said. “I’m just excited to get back, be with the girls and kind of get back into the groove of things and be living in Madison.”As a team sport, hockey is unlike most events at the Winter Games.While finishing second out of eight teams is good for Team USA, losing the final game of the tournament makes that moment a bittersweet one for the silver medalists.Despite that initial disappointment, though, both Knight and Duggan have realized just what the accomplishment truly means to their hockey careers.For Knight, that moment came during the medal ceremony.“When we were being awarded our silver medals, the whole crowd just broke out in the ‘U-S-A’ chant,” Knight said. “At that point, I just lost it — I found my parents in the stands and tears just started coming down. … I felt like an Olympian and felt like I accomplished something.”Duggan, on the other hand, said it’s more about looking back on the journey itself — from making the squad to the gold medal game — rather than focusing on the end result.“The whole six months that our team had together, we had so much fun,” she said. “Although we fell a little short in the gold medal game, we’re still medalists at the Olympic Games. That’s something that no one can ever take away from us, and something I’ll cherish for my whole life.”When Knight and Duggan, along with Lawler and Vetter, were announced Wednesday night, they received a standing ovation from the Kohl Center crowd as they proudly displayed their silver medals.It was an impressive moment, especially considering the four are proud of, but not satisfied with, their accomplishments in Vancouver.It’s a safe bet to assume the four will represent the U.S. and UW again in 2014.“I think there’s something like 1,436 days,” Knight said. “It’s definitely on my countdown calendar. … I want to go back and win gold.”With that, Knight and Duggan’s journey to Sochi, Russia begins.Jordan is a senior majoring in journalism and political science. Are you counting down the days until the 2014 Olympic Games in Sochi, Russia as well? Let him know at email@example.com.
Share GVC hires ‘comms pro’ Tessa Curtis to re-energise media profile August 25, 2020 Related Articles StumbleUpon Share Jason Ader – No Boogeyman… Activism will play a vital part in reshaping gambling August 20, 2020 UKGC launches fourth National Lottery licence competition August 28, 2020 The UK Gambling Commission (UKGC) has confirmed that it will create three new focus groups to help facilitate the implementation of safer gambling standards.Led by senior leaders in the gambling industry, the three collaboration groups will focus on game and product design, advertising technology and high value customer incentives to gamble.The initiative, which is said to be the first-of-its-kind, will follow on from a briefing in October 2019 in which UKGC CEO Neil McArthur outlined three challenges and opportunities that the industry must grasp to raise standards and rapidly reduce harm across the sector.SG Gaming and Playtech have both committed to leading work on producing an effective Industry Code for Product Design. The group will primarily focus on how the gambling industry can continue to produce safer products in the future, while also looking at the techniques used to develop games and the associated risks.Meanwhile, Sky Betting and Gaming has agreed to oversee the advertising technology working group, which will explore and quickly accelerate opportunities to reduce the amount of advertising seen by children, young people and vulnerable adults.The group focusing on the use of VIP incentives will be led by GVC Holdings, and will involve close cooperation with the Betting and Gaming Council. This group will ‘help ensure bonuses, hospitality and gifts in particular around VIP programmes, are offered in a manner which is consistent with the licensing objectives to make gambling fairer, safer and crimefree’.Gambling Commission chief executive Neil McArthur said: “Consumer behaviour and technology are changing so quickly that only a bold and innovative approach will allow us to achieve a reduction in the numbers of people experiencing, or at risk from, gambling related harm.“I’ve been encouraged by the willingness of so many operators to work with us on these challenges. We’ve set demanding timetable for progress because we cannot proceed at the speed of the slowest. If rapid progress is not made then we will have to look at other options as making gambling safer for consumers is paramount.”The three working groups are, in more detail:Safer products: The industry code for responsible product and game design working group will set out how the gambling industry can produce safer products in the future, the techniques to use when designing apps, online games and gaming machine products, the risks associated with each product and how they can be mitigated, and a clear explanation of what is not acceptable.Safer advertising online: An interim report by Gamble Aware from earlier this year shows that children, young people and vulnerable adults report they are being exposed to significant levels of online gambling adverts – including via social media. The Advertising Technology challenge will therefore explore and quickly accelerate opportunities to reduce the amount of advertising seen by children, young people and vulnerable adults.Use of VIP incentives: The incentivisation of high value customers working group will help ensure bonuses, hospitality and gifts in particular around VIP programmes, are offered in a manner which is consistent with the licensing objectives to make gambling fairer, safer and crimefree. The Commission’s casework has found evidence that the approach of some licensees has exacerbated at-risk behaviour and this new group will identify how existing rules can be strengthened.This approach utilises the skills and resources of the industry but ensures the Commission retains control of outputs – and consequently the best progress for British consumers. Submit
Demolition crews have moved in and started work at the Totem 1 apartment building.A crowd gathered Thursday afternoon to watch the first phase of the demolition, which could last several days. The Totem 1 apartment building caught fire on Friday April 16th and displaced more than 60 people.To date, Sterling Management has raised over $6,400 for the victims of the fire. After the fire, Fort St. John residents showed overwhelming support and donated clothing, household items and money to the cause.With the help of specialized equipment, residents have been able to collect small personal items including paperwork, jewelry and photos.Advertisement Photo: Crews started demolition of the Totem 1 apartment building Thursday morning – Adam Reaburn/Energeticcity.ca – Advertisement -By Adam Reaburn The owner of the apartment is planning on re-building and hopes to have a new building in place as soon as possible.
If you travel in HR circles, you’ve probably heard the demands to stop hiring for “culture fit.”Experts like Amplify Founder, Lars Schmidt, say the term has become a weapon for interviewers who unfairly reject candidates who don’t look like them. Then there’s organizational psychologist Scott Highhouse who (after much research) called subjective hiring “the greatest failure of I-O (industrial and organizational) psychology.” And more recently, the Society for Human Resources Management (SHRM) made a public call for the end of the ‘Beer Test’ in favor of hiring for culture add.So, you think you’re objective.Before you go rolling your eyes at the mere mention of yet another HR buzzword, ask yourself this: How many recruiters do you know who have had their dream candidate vetoed for dubious reasons?Fact is, none of us are as objective as we think we are. One Yale study found that perceiving yourself as objective is actually correlated with showing more bias. Yikes.This isn’t a comfortable conversation, but it’s one we need to have. There are still far too many cases where job candidates are rejected under the guise of “cultural fit,” when the real issue is age/gender/race/etc. Not only is it wrong, lazy and extremely shortsighted. It’s also just plain bad for business.We’re about to tell you what culture add really is, why it matters and how to incorporate it into your hiring process at the practical level.What is culture add? And why you need it.In case you’re still not convinced, here are a few more numbers to help drive home the point that if you’re relying on stereotypes to assess candidates, you’re doing your company a major disservice.Companies with inclusive talent practices generate up to 30% higher revenue per employee.Gender-diverse companies are 15% more likely to outperform their competitors and ethnically-diverse companies are 35% more likely to do the same.Not only that, 67% of job seekers say they care about your diversity statistics.Forget likeability. Businesses who want to grow need to recruit the kind of talent that will actively push them to be better.Hiring for culture add empowers you to build a truly balanced team, both in terms of skill sets and demographics. It gives you the kind of genuine diversity of thought, character and perspective that opens up your business to a whole new world of profit-driving opportunities.But while 71% of companies say they want an “inclusive” culture, only 12% have reached a level that can be described as “mature”. The real problem may be less about accepting why this is important, and more about figuring out how to walk the talk.The Complete Culture Add Hiring Checklist1. Create your strategyTop-level buy-in is crucial to the success of any diversity and inclusion (D&I) initiative, even at the earliest stages of sourcing applicants. Companies who merely pay lip service are the ones who stay stuck.But before you set off drafting your brand new EEO statement, take a minute to connect with your internal influencers and find out what you really want. Here are some questions to think about:Does everyone know what they want for the business?Does everyone know what they want in a candidate?What skills, traits and characteristics do your top-performers have in common?What skills, traits and characteristics does your ideal candidate have?Diversity is not a “feel good” exercise. It has a wide-ranging impact on the entire business and if you really want it to work, it needs to be upheld from top-to-bottom and side-to-side. Early buy-in from every member of the hiring team will help you secure the right candidates faster.2. Choose your goals and metrics wiselyHow helpful is your D&I data, really?In the words of Atlassian’s Head of Global D&I, Aubrey Blanche, “An increase in representation isn’t the same as an increase in diversity. If your customer support team is 60% women and 50% non-white, but the rest of your employees are white men in their 20s and 30s, your company is not truly diverse, no matter how good the overall numbers might look.”It’s no coincidence that the frontrunning companies who win with D&I have developed a comprehensive and deeply thoughtful approach to hiring for culture add and measuring their results.Here are some questions to consider:Do you measure the addition of different perspectives throughout your business? Or just representation?Do you look at D&I at the team level or corporate level?What parts of your organization are missing out on perspectives from people of color, veterans, neurodiverse talent, members of the LGBTQ+ community, people with disabilities, people with criminal records and people over 40? Why?What does the word “balance” mean at your company?What is inclusion and how do you measure it?Instead of using surface-level industry aggregates, you may need to rely on a broader set of data that gives you a more complete picture of what’s really going on within your organization. Then, align your goals to fit with what’s reasonable given the size and shape of your business.Still not sure where to start? Don’t sweat it. Aubrey’s put together a complete primer, including links to excellent, data-driven answers for some of the most common D&I FAQs.3. Work towards a transparent employer brandOnce you know what culture add means to your organization, the next natural question is: How can you focus your recruitment to close the gaps?Anyone can update the stock photos on the company website, but it takes true courage to go deeper. Here are a few ways to start eliminating the blind spots in your employer brand:Make sure your benefits go beyond ping pong tables to include financial and work/life offerings such as, health insurance, parental leave, childcare, comfortable workspaces and coverage for domestic partners.Include a powerful D&I statement on your website, career pages and in your company values.Share real examples of how you approach D&I within your organization.Interview your employees on how they view culture inside your company.One of the most common misconceptions about hiring for culture add is that it’s a pipeline problem, but great employees don’t leave jobs in a field they love because of the work itself. They leave because of the culture.Whatever you do, resist the urge to censor and sugarcoat. If you’ve made mistakes in the past, own up to them and make a public pledge to do better. A transparent employer brand can help you bypass any constraints in the talent pool and hire the people who are truly the best for the job. And let’s not forget that your employees are your best brand advocates. Treat them right and they’ll spread the word.4. Source for culture addA balanced team starts with a wider talent pool. Talk to your hiring teams to eliminate the concept of culture fit and focus on sourcing candidates who are a values fit.Here are the elements to include:Make sure your job ads and descriptions clearly communicate your valuesAdd language that clarifies the behaviors these values implyFocus job descriptions on must-have skills, avoid cramming in too many nice-to-havesProvide a clear salary rangeAvoid gender-charged languageBoldly state your commitment to D&ITools like Textio can help you weed out the gendered language from your job descriptions (you’d be surprised how easily the wrong words can sneak in). Once you’ve gotten your Textio score nice and high, it’s time to start sourcing diverse talent.Updating your job description templates so you can easily post across job boards straight from your ATS is a great way to start widening the talent pool. Job search platforms that cater to underrepresented groups, such as Jopwell, are also great places to scout top-performers.5. Structure your interviewsThe magic of hiring for culture add is that it’s centered around two undeniably awesome goals: efficiency and objectivity. And guess what happens when you double down on these principles.You get diversity.Because we humans have a surprising knack for drawing “firm” conclusions from random information, regardless of whether that info is accurate. Not only that, ad hoc interviewing is woefully ineffective at predicting on-the-job performance. On the flip side, by using the same set of objective questions for every candidate, structured interviews can help remove bias and ensure a more efficient, objective hiring process.Here are a few things to include:Interview questions that are based on the actual jobA review of the questions from all members of the hiring teamA fair and consistent score card or grading systemThe trick with structured interviews is to get input from all the right people, without creating an administrative nightmare for candidates. If possible, try using your ATS to attach your interview guides directly to a candidate’s profile and/or calendar invite so your team has everything they need to ask the right questions in the right order.In some ATS tools, you can even save a step by copying interview questions straight to your scorecard and automating your internal chasing up to make sure every member of the hiring team provides their feedback.6. Sync and debriefYou might be thinking, “That all sounds great, but the likelihood of doing this at my company is slim to none.” We get it.Hiring is hard and change takes time. That’s why every great plan needs an even better back up plan. Here are some questions to think about when creating your hiring contingency plan.What steps will you follow when feedback from the team doesn’t match?What’s the definition of “consensus” at your company?What are the steps you take to reach a consensus?What steps can you take to reduce any hard feelings after a decision is made?In an ideal world, you’d be able to have a kick-off meeting with the whole hiring team every time a new job is posted, but in the real world, that can’t always happen. If you can at least get everyone aligned on what a ‘no’ and a ‘yes’ look like and what to do when you have an imbalance of the two, you can help keep the process moving.Because the truth is, if you’re doing it right, hiring for culture add will be a truly iterative process. One that you rinse, repeat and get better at with every candidate who comes through. Take the time to swap notes, share insights and get as clear as possible on what you really want (not what you think you want). It’s the best possible way to secure the people who can truly take your business further.AddThis Sharing ButtonsShare to FacebookFacebookShare to TwitterTwitterShare to PrintPrintShare to EmailEmailShare to MoreAddThis3