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Best Online Survey Jobs to Make Extra Money

You can do it. You can make some extra money from home. If you are familiar enough with your computer to be able to fill out some of the basics of an online profile, such as name, email address and so on, they it’s likely you are qualified. You need to have an opinion of course! Finding all kinds of best online survey jobs from home is both possible and profitable.

Where Do I Start?

This is a common question and a very important one to ask yourself. You obviously already have the drive to go out and find a little extra income. But knowing who to trust when doing business online is everything. Unfortunately, online business, like offline business tend to be rife with scammers and spammers. But likewise there are a lot of really good and trustworthy business’s as well. The good ones are easy to spot if you know how. The Paid Surveys Authority is one such entity. The offer simply easy to follow training, a database of screened, known and trusted companies to work with and above all, they offer a no questions asked money back guarantee.

Community Protection

But these guys have added one other really cool feature to the mix. The allow you and other surveyors to rate the companies you have dealt with. This lets you know as a newcomer that other people just like you but with more experience are acting as watchdog. If companies are good to work with they receive thumbs up. If they are poor, the receive thumbs down, it’s that simple.
One Of The Best Services Today Is “The Paid Surveys Authority”…Here’s Why…

Quick, Reliable Payment

You want to work with company’s that quickly and efficiently pay you. Awwro makes sure the database of companies is on the up and up. After all, you are providing a service to a company. That company should treat you like any other employee or service provider and simply pay you when the job is done. They also teach you how to spot the spammers. That’s the way you should expect it to work and that’s the way it does work. If a company wants money from you and gives you nothing in return, watch out. If a company wants money from you and promises some kind of return in the future then be careful. They are most likely not reliable and not trustworthy. The Online Surveys screens the company’s in the database to make sure they are on the up-and-up.

Realistic Effort Based Income Opportunity

Nothing good comes without some work, and this opportunity is the same. You can essentially decide how much you want to make based on how much time you put into it. Those that have the time and are driven can make a decent full time income. But even if you only have some time to put into it, you can still benefit and make real money. That’s the best part of it, you can get started making money pretty quick and make as much as your time and effort allows.

Time For Action

If this sounds like something you are interested in you might as well go and check out Awwro. They are the good guys, they provide training, present screened company’s and let you participate in how the companys are rated. The member feedback feature is really important in this business and they have done it right. Go through the entire extensive training process and take full advantage of the process.
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9 Interview Questions EVERY Recruiter Should Ask Their Candidates
Interview Questions Recruiters face enough challenges as it is without worrying if they asked the right questions in an interview. It is essential when determining who the best fit for a job is. Of course, ensuring that a candidate has the required skill set is of primary concern, but it is also important to dig a little deeper and find out what kind of person they are. The goal is to snag a complete candidate, one with both the right personality and expertise. So here are the best nine interview questions for you to ask your next star candidate. 1. “What hobbies do you have?” Starting with an easy one here, and this question should be obvious for recruiters. Primarily it gives your candidate a chance to relax, but it can also offer you a key insight. For example, if they enjoy playing a lot of sport, it shows they are energetic individuals who are health conscious. If they like writing or drawing, ask them how they can transfer that creativity into their new role. Always have a follow-up question and try to revert it back to the role at hand. 2. “Tell me about your greatest professional achievement?” You want a candidate that has their sights set high, right? This question allows your potential employee to share some of their proudest professional moments. You can assess each achievement and see how ambitious they are. There is a big difference between a candidate who tells you their greatest exploit was always being on-time for work and one who boosted website traffic by 65% over a six month period. 3. “What was the biggest obstacle you have overcome?” Everyone faces certain challenges in both their personal and professional lives. What’s most important in this case is how your candidate overcame each hurdle. What did they learn from this experience? How would they deal with this obstacle if it were to happen again? It gives you an opportunity to see their problem-solving skills and how they can deal with pressures of the role. 4. “Are you interested in continuing to develop your professional skills and knowledge?” Continuous learning has seen rapid changes and growth, with companies looking to upskill and nurture their workers. Learning has become a key goal for companies, with many encouraging their employees to partake in various courses in order to improve their base level. You want your candidate to believe in continuous learning and know that the business values their personal and professional progression. 5. “Can you tell me what the key trends are in this industry?” Every industry has its own niche trends that are constantly changing. See if your candidate is up-to-date and informed about the latest insights. It’s important to understand the industry you work in, and if your candidate is ill-informed from the get-go, then that alone should be a telling sign. 6. “What is your biggest strength?” A much more comprehensive question compared to the now mundane “what are your weaknesses?” archetype. Candidates predict the latter and generally have a bland, pre-prepared answer. When asking about strengths, it allows the interviewee to paint their skills and traits in a positive light and generate a greater variety of answers. 7. “Tell me about a time when you got it all wrong?” This question allows you to see how honest your candidate is. No one is perfect, and a dishonest answer should be a major red flag for any recruiter. When the interviewee extrapolates, ask them what they’ve learned from the tough experience. Admitting to errors or blunders also shows that they can take ownership of situations and look for solutions rather than transfer blame. 8. “Where do you see yourself in 5 years?” You want your star candidate to think ahead. Only ambitious employees will truly push the boundaries, and that’s the kind of person you want working in your company. It also gives insight into how long the candidate might plan on staying at your business. The right candidate will list their career goals and be a motivated individual who is looking for career progression. 9. “Do you have any questions for me?” A candidate that doesn’t take the opportunity to ask questions is missing out or is struggling to think of a question off the top of their head. Even simple queries like: “how long will the probation period be?” or “what learning opportunities will be available to me?” are most definitely a positive look. It shows that the candidate is fully invested in the position and sees it as a long-term investment. This Post origioally featured at Khawaja Manpoer's Blog
Why Medicaid fails to provide reliable non-emergency medical transportation
Medicaid fails to provide reliable non-emergency medical transportation, state report finds Audit: 32 acts of potential mistreatment of at-risk Colorado adults were never reported! The state department that administers Colorado’s Medicaid program failed to provide proper oversight of its contracted transportation service, and didn’t report incidents that could have involved mistreatment of at-risk adults, according to audit results published Monday. Some of the 32 unreported incidents potentially involved drivers “not safely securing (Medicaid) recipients into vehicles, resulting in recipients falling out of their seats,” Stefanie Winzeler, team leader at the state auditor’s office, told state lawmakers on the Legislative Audit Committee. “This could be caretaker neglect due to the provider not securing or providing adequate physical care to the recipient.” The Department of Health Care Policy and Financing administers Colorado’s Medicaid program, which provides health care coverage to 1.5 million low-income people and people with disabilities. The state is required to provide non-emergent medical transportation, or NEMT, to Medicaid recipients who need help getting to their scheduled appointments. The federal government reimburses Colorado 50 cents for every $1 the state spends on NEMT services. From July 2020 to August 2021, the department contracted with the broker IntelliRide to run the NEMT program statewide. This included coordinating transportation for Medicaid recipients, paying transportation providers, and billing the department for reimbursement, according to the audit report released Monday. IntelliRide, which is part of the global public transportation company Transdev, was paid $2.9 million to administer the program. After each of the 32 instances of potential passenger mistreatment, the health care policy department should have reported what happened to Adult Protective Services or law enforcement, according to the audit report. All of the incidents occurred during the audit period of July 2020 to February 2021 when IntelliRide was the statewide contractor. Some incidents involved injuries, Winzeler told lawmakers, and some involved a driver speeding or running red lights with the Medicaid recipient in the vehicle — which “could also be considered caretaker neglect if the caretaker created a hostile or fearful environment,” Winzeler said. During the audit period, 35,423 Coloradans covered by Medicaid received approximately 640,500 non-emergency rides to medical appointments, for a monthly average of 80,100 rides. “Unfortunately, it was not surprising, but really concerning,” Julie Reiskin, executive director of the Colorado Cross-Disability Coalition, said of the unreported incidents of potential mistreatment. Reiskin, who uses a wheelchair and has spent years advocating for people with disabilities, said that most of the transportation-related safety concerns she hears involve cab drivers. Checkout the Advantages of Non-Emergency Medical Transportation (NEMT) Reiskin believes having more people at the health care policy department help to oversee the NEMT program could have helped with that issue. “Given everything, (the staff member) did a great job, but they had one person doing this for the whole state,” she said. The department has since assigned another full-time equivalent staff member to NEMT, according to the audit report. For people mistreated by someone driving them to an appointment, Reiskin recommends filing a complaint with Medicaid as well as with the Public Utilities Commission, if the driver worked for a cab company. They should also involve an outside advocate such as the Cross-Disability Coalition or Disability Law Colorado, she said. The attorney general’s office also takes complaints about abuse, neglect and exploitation through its Medicaid Fraud Control Unit. Millions paid for ‘noncompliant claims’ The department paid IntelliRide $33.2 million to reimburse it for transportation services provided during the audit period. But auditors found that $291,600 of that money went to pay claims “that did not comply with federal and state requirements.” Some claims that IntelliRide submitted for reimbursement, and which the department paid, did not include details supporting that the rides were actually provided, while other claims were overpaid, and some claims requested reimbursement for rides that didn’t take people to medical appointments. Another $5.18 million — approximately 16% of what the Department of Health Care Policy and Financing paid IntelliRide for services during the audit period — went to “potentially noncompliant” claims, such as taxi rides that may have been reimbursed at the wrong rates, according to the report. Meanwhile, many Medicaid recipients who raised concerns about IntelliRide were essentially ignored. More than two-thirds of the complaints Medicaid recipients filed with IntelliRide about the medical transportation service were not resolved, the audit found, including 75 complaints about health or safety risks that IntelliRide never investigated or reported to the department. “The report was just released this morning and we are still in the process (of) reviewing all items very carefully,” Mitun Seguin, vice president of marketing and communications for IntelliRide, told Newsline in a Monday email. “From a high level, we agree with the findings and have already been taking corrective actions on many of these items already. We have also been seeing good progress in several areas. We take all feedback very seriously and will be ensuring corrective action in all the areas of concern.” Changes to non-emergency transportation As of this month, IntelliRide is no longer the statewide NEMT administrator. The Department of Health Care Policy and Financing moved to have IntelliRide administer NEMT for just nine Front Range counties — Adams, Arapahoe, Boulder, Broomfield, Denver, Douglas, Jefferson, Larimer and Weld — while Medicaid recipients in the remaining 55 counties must contact transportation providers directly to schedule appointments. “By moving to this hybrid model, we received some positive initial feedback from advocates and stakeholders,” Kim Bimestefer, director of the department, told lawmakers during the Monday hearing. Reiskin agreed the new model might be for the best. “When you build these statewide contracts, they often don’t work well in rural areas,” Reiskin said. She pointed out that coordinating medical transportation in smaller communities requires building relationships with providers, including those that may not necessarily be technologically savvy. But the real problem, according to Reiskin, is that there are areas of the state that don’t have any transportation providers. “I think telemedicine is helping to some extent with that,” she said, adding that in-person visits are sometimes necessary. Medicaid should also make sure that people who need to travel long distances to appointments receive adequate funds to cover food and lodging, Reiskin said. “So you have a critically ill child and you’re having to already take time off work — you know, most of these folks are paid hourly — it would be nice to at least give them enough to stay somewhere safe and eat while they’re with their child,” she explained. The department agreed with how auditors said it should improve NEMT services, and said it would make the recommended changes. Those included: Implement information technology to pay medical transportation claims in line with state and federal Medicaid requirements, improve documentation of services, recover payments for claims that did not comply with requirements, and investigate potentially noncompliant claims. Ensure the NEMT contractor meets requirements for reliable transportation and customer service, and establish a process to assess Medicaid recipients’ satisfaction with their transportation services. Ensure the medical transportation contractor pays local providers accurately, and that it “tracks, resolves, and reports complaints and incidents.” Report incidents of potential neglect or mistreatment of at-risk adults to law enforcement and Adult Protective Services. Originally published at on September 29, 2021.
Freelancing jobs Best freelancing websites in Bangladesh to earn money online. Best Freelancing websites in Bangladesh to earn money online are listed for any type of freelancing jobs. Best freelancing website in Bangladesh to earn money online are now trying to introduce the Bangladeshi freelancers to the world market. We have seen many talented people are jobless in this pandemic situation of the world and they are looking for a freelancing job. So for the covid-19 the situation of the world economy has changed. People are falling in dangerous condition. Maximum people are going to jobless so freelance is the solution. Their earning is in a great risk. So we just want to do something for this people. we have just tried to build up a platform so that people can get freelancing jobs online in Bangladesh and earn money online. Also the situation of the world is like that the company is offering home base job. That's why we also thought about the remote jobs so that people can earn through freelancing websites in Bangladesh want to ensure you to a standard online jobs in your career. We have set-up the jobs payment condition through online. So that they can earn and take money to their hands through online. So we wanted to match these peoples in a platform so that they can exchange their talents through this platform. As a result we have build If people use it and get benefit from this platform it will be a great pleasure for us. We want to laugh with the jobless people. We want to ensure their earning through this platform. In this freelance jobs online platform we want to ensure that a job provider will get the professional services from our expert freelancers. All services tools and technologies are arranging through online. So now a day there is no other ways but become a Freelancer. So we believe it should be ultimate choice to -- Become a freelancer
10 undeniable reasons you need an Applicant Tracking System.
In today’s new world of work, digitization is a core imperative to make organisations navigate an uncertain future. New-age technologies and tools are fast becoming central to business operations and people processes. When it comes to people processes, recruitment technology is one of the basic needs to streamline the talent acquisition efforts. Applicant Tracking System (ATS) is a must-have tool to enable the recruiter to perform well and add value to business. The ATS evolution The applicant tracking system tool is software used to manage end to end recruitment activities from sourcing to screening to scheduling to candidate management to offer roll-out and onboarding. ATS as a concept is not new, however, in recent times it has transformed from a mere CV-access tool to a smarter and more intuitive application. Features such as automated responses, advanced UI, analytical reporting and advanced search capabilities are transforming work for all stakeholders. It is also boosting candidate experience. Organizations are looking at ATS to make the talent acquisition function more strategic to the organization’s needs. Easing the recruitment process People are the key driving force of an organization and in today’s times, the war for talent has changed – with increased unemployment, companies have to be able to attract as well as identify the right candidate. Finding the right person for the right job requires significant effort from various organizational stakeholders i.e. the recruiter / talent acquisition, HRBPs, hiring managers, leadership, recruiting vendors and talent itself. As a result, recruitment has become a highly collaborative process. An ATS tool can help streamline and enable proactive participation of all recruiting partners, and thereby help identify and hire the right fit. On the other hand, candidates also expect a great experience while going through the hiring process, and an ATS is the best way to enable this Here is why organizations must think of investing in ATS technology to realize gains in the long-term:  Improve efficiency: Recruiters may often get thousands of applications for a role, and sifting through them becomes impossible. ATS has features that allow recruiters to intelligently search for the right talent, using intuitive fields and keywords. Parsing through realms of data now comes at the click of a few buttons. Integration with external platforms such as job sites and organizational career site helps candidate data to flow automatically to the system, from where the right profiles can be chosen. Right from CV screening to candidate management, ATS reduces the need to conduct recruiting activities manually. Improve quality of hire: Modern-day technologies such as Machine Learning and Artificial Intelligence have made ATS systems highly intelligent and enabled recruiters to automatically screen out unqualified applicants. By customizing the right tech-filters, recruiters can filter out undesired profiles and build on criteria that shortlist the right candidates who can be shared with the business, thereby accelerating efforts. Offer a compelling candidate experience: ATS has capabilities to automate communication with candidates by enabling certain trigger-messages. For example, an auto-email going out to the candidate when a hiring manager rejects the candidate at his or her end will keep the candidate updated and aware. Moreover, a well-designed ATS allows the candidate to easily carry out activities such as updating his or her profile, asking for feedback, etc. ATS adds an open and transparent communication channel with the candidate, thereby enhancing the candidate experience. Access to hiring & reporting data: Today’s ATS systems come with advanced reporting capabilities, from understanding why certain candidate profiles have been rejected to tracking candidate movement through the recruitment pipeline and other such recruitment metrics. Many of the reports can be customized to provide business stakeholders the exact data-view that they want to act upon hiring decisions. Data-driven hiring definitely helps build better credibility with the business. Analytics-driven objective hiring decisions: It is ideal to move away from intuition and judgement while making hiring decisions. KPI tracking tools and analytics tools in ATS can help minimize human biases and human errors, and make the hiring decision more objective. Cost savings: By streamlining and simplifying the recruitment process flow, recruiters spend less time, effort and resources on transactional recruitment activities such as skimming resumes and manually scheduling interviews. This can translate to significant cost savings. Attract passive talent: ATS can be integrated with a host of job forums not limited to just job sites, and can help reach out and engage with a wider talent pool. For example, social recruiting can be boosted thanks to integration capabilities with social media platforms, and can help reach and assess a more digital-savvy millennial population. Certain inbuilt personality and cognitive assessment tests can help parse the social media profiles and look for passive talent. Boost the employer brand: ATS enhances the overall experience for all stakeholders. For organisations, confidence in recruitment as a strategic value-adding function can increase. For the candidate, the employer image can be enhanced. Today’s candidates are looking for a digital-first seamless experience even when they apply for jobs, and a well-designed ATS enables just that. Engage the recruiter better: Because automation optimizes the recruitment processes and frees up recruiter’s time, they are now able to move away from transactional work and focus more on value-adding activities. With an ATS in place, recruiters are in a better position to influence hiring decisions at a more tactical and strategic level. This is a job enhancement for the recruiter because he/she can now see the bigger picture and may feel more engaged. Embarking upon recruitment digitalization is a change management process and does not happen overnight. While HR and Talent Acquisition specialists may make decisions related to what ATS to implement, a key success factor is the “how” element. The decision to go the ATS-way demands leadership buy-in and participation, and must be married with a deep understanding of the business. There is a need for an intense change management exercise, taking all recruitment stakeholders along the change journey. From designing the best tool-experience to educating the partners in the transition, the ATS journey comprises many small steps towards achieving the larger objective of hiring right, hiring effectively, hiring efficiently. This post originally featured at THURSDAY 19 AUG 2021
Guide to Recruiting Jobs for Freelance Recruiters
Being an independent worker is an option that an increasing number of Human Resources professionals are considering these days. Being a recruiter, headhunter, or independent HR consultant, however, is not as easy as it appears. There is a lot of independence, flexibility, and potential to develop and enhance your profits based on your work. To succeed and make the most of the flexibility that working in this mode provides, we must work with professionalism, adaptability, and, above all, discipline. That is why we have created a guide to Recruiting Jobs for Freelance Recruiters. Every freelance recruiter would have appreciated knowing this when they first started out. Gain Experience It will take a bit longer to persuade clients if you have never dealt with recruitment before, but it is not impossible. However, it is recommended that you have some experience working for someone else before beginning a job as a freelance recruiter. It will provide you with the skills you’ll need to find clients and candidates, as well as assist you in expanding your network of connections for when you start your freelancing project. Select a Niche  It is preferable to give quality than variety as an independent recruiter. It will enable you to make a difference and pave the way for you in the recruiting industry. You may also choose the niche you wish to focus on. Many successful freelance recruiters focused on certain industries or activities. It will enable you to have a thorough understanding of the industry and provide a service that is clearly superior. If you’ve already decided on a specialty to which you’d like to devote yourself, you’ll need to understand it. Knowing the field will help you assess each candidate’s suitability more efficiently. In addition, each sector has its own set of words and jargon that you’ll need to be familiar with in order to communicate successfully with clients and applicants. You will be able to avoid some scenarios if you spend in learning more about your area. One of the most common situations is when a recruiter chooses a candidate with strong social abilities over one who has the technical skills and expertise but is less social. Find clients and applicants Finding customers and looking for prospects will be two of your most essential responsibilities as a freelance recruiters while recruiting for jobs. Because of the restrictions, it’s doubtful that you’ll be able to contact the customers you worked with as a dependent worker when you start operating as a freelance recruiter. There are, however, alternative methods for locating customers. Looking for firms that are actively hiring on job sites like Indeed is one method to achieve this. Then you should contact them to offer your services and see if they are interested in collaborating with you. There are, however, alternative methods for locating customers. Looking for firms that are actively hiring on job sites like Indeed is one method to achieve this. Then you should contact them to offer your services and see if they are interested in collaborating with you. Expand your network and client base So, you’ve already landed your first clients and prospects, which is fantastic! You must now build a positive relationship with them. The key to accomplishing this is to keep open lines of communication that foster trust. This will allow you and your clients and candidates to freely voice their thoughts and points of view, as well as maybe refer you to additional clients and applicants. The majority of recruiters, both freelance recruiters and traditional, utilize LinkedIn to network with potential customers and prospects. Work on improving your LinkedIn profile and expanding your network. This network will stay with you even if you move jobs or start working as a freelancer. Make an investment in technology Investing in technology will make your job easier and allow you to get more done in less time. Purchasing a new laptop, installing new software, or subscribing to a new platform can all help you save time on certain activities. Set a work schedule Time is distributed in the same way as space is divided. It is critical to follow a work schedule similar to that of an office worker. Otherwise, you could find yourself working from dawn to dusk. And this might lead to undue exhaustion. You may be required to work a couple of hours overtime on occasion, as in any profession, but it is not advisable to make working overtime a habit. Getting experience as a recruiter If you’ve never done recruitment before, you’ll find it difficult to persuade clients to employ your services. It is suggested that you have about 5-10 years of experience with a staffing firm before starting a freelance recruitment job. The majority of recruiters rely on LinkedIn to find prospects. You’ll build up a huge network on LinkedIn over time that you may take with you when you change jobs or start your freelancing career. When working with an agency, you must decide the specialty you want to focus on. While the firm you work for may have clients in a variety of sectors, as a contract recruiter, you may struggle to obtain clients and prospects unless you specialize. Every business has its own set of acronyms and buzzwords that you’ll need to know in order to effectively interact with clients and prospects. You may become an expert in your field by narrowing your focus. Post Originally Featured at this blog