Asia's oldest cup competition is back, back after a hiatus of three years, that being the Durant Cup. The 129th edition of the Durant Cup will be taking place in Bengal. The first time in its history, where Kolkata, Kalyani and in all likelihood the third venue will be Haura and not Siliguri, which will host a total of 16 teams, 6 from the I-League, 6 from the ISL. Thanks so much for joining us on a brand new episode of 420 Grams. I'm joined in studio by Vaibhav Raghunandan and joining us from Manipur is former India captain, Venedi Singh and alongside him is Siddhant Ani, who's generally seen on this side whenever we're talking to Venedi, but has now been in Manipur for the last couple of days. Venedi, before we get talking Durant and all, have you handed Siddhant a contract or not? Has he impressed you with the skills? First I have to say, it's just been a week now, so I have to see two more weeks of how we perform. According to them, we'll be offering a contract. Brother, it's been 20 years since we've been giving a trial. That's right. But of course, you know, it's about new players. When you talk about new players, these old competitions, the Durant, the Rovers and so on, that used to take place all over India, they used to hold such an integral part for any player, any club. More so, Venedi, if we focus on this edition, that this is happening before the Leagues, and the Super Cup which was scheduled to take place as well before the Leagues is now happening post the Leagues. So the importance of this tournament from a club's point of views all the more, you're getting competition time before your Leagues begin. Yeah, but then if you see now, the sad thing is for Durant Cup officials, they would want to have the best first team from all the clubs. But then most of the clubs in India hasn't started having a preseason. Yeah. So, yes, the second team, they hardly have like the reserve team, they hardly have any matches to play. But with this Durant Cup, they will be able to get a chance. But I'm sure the Durant Cup officials are not too happy to see the reserve team and they are many others.  Now, and now that the Super Cup is not happening, you will put your best teams out there. Yeah, but look at all the teams, like I said, they haven't started preseason. Maybe after two and a half, three weeks, this will be Durant Cup after three, it will be the best time to get all the best teams. As a coach, of course, yes, before the league starts, one week before, I want to have my team to get 90-minute match. Yeah. But now before the season starts, I don't want to play my men team because they are not ready, they are just coming back from the holiday. So for me, this is a wrong time. Maybe after three weeks, Durant Cup will get the best of Indian levels. Yeah, but Venedi Bhai, that was also done keeping in mind that the Super Cup was taking place at that time. Now, of course, the Super Cup has been shifted, has been postponed to after the ISL and I-League. And the reason that has happened is because Igor's team match has told the AFL that, look, we need players to be competition ready because post the ISL I-League, which is in March, April, is when your World Cup qualifiers are also taking place. So that makes sense, in a way, that you know you are keeping the boys' competition ready. I totally agree with Igor Simak, you know, because he needs the Indian team, you know, after the league plays, they don't stay in the same form. But with that Cup, the Super Cup players will be still in that competition where they will be fit enough to play, to give their best in the Indian team match. And that's totally alright. But the timing of this Durant Cup now as Super Cup has gone back, this is not the right time for me. Yes, for the reserve team, this is the best time, this is the best platform. But Durant Cup being the most important tournament in our time, and the officials, like I said, would want to have the best team of India, which they won't be able to. So now we have to take it, take positive. If we have to take positive out from here, the reserve teams are getting a chance. I'm happy that the reserve teams will get a platform to play. You know, Siddhant, you and I were having this conversation over the last three, four weeks as well, man, that number of games for Indian players has slowly, slowly been on the decline in the last couple of years. Now, I think you're touching about 18-20. But my scene is that even if your league structure remains the same for the next three years, and you can think of adding a Rovers Cup, think of adding a Durant Cup, think of adding a local league, then you meet everyone, then your games goes up to 35-40, which is great for an Indian player. Yeah, like it used to be, I guess, for these guys back in the day, because they were playing all these different competitions. I think for the ISL teams, it will still remain a bit of a problem, because I'm not sure if ISL teams will want to play local leagues. So that will remain a bit of an issue in terms of getting the top players, those kind of matches. But other than that, I think for the ISL, and it's a very happy to hear that they've shifted the Super Cup from September 15th to... because if the Super Cup was happening on September 15th, then the Durant would have absolutely no meaning. And it makes complete sense in that case for people to feel deserved. Not really, man. Before a tournament, you're telling me, if you're giving me two tournaments before a league, where I'm getting to play a total of 8-90-minute games, an entity as a coach, isn't that perfect preparation for a big league, which is not that big, honestly, which is not an 8-90-minute league. You need some time to prepare also, Nayan. First, when we have a pre-season, first it's all about taking care of the players after coming back. You know, the coach has got their own ideas about training, and after training for 2-3 weeks, they will be ready to play a 45-minute match, a 60-minute match, and then 90 minutes. So the timing is what I say. Maybe after 3 weeks, when the players are all ready to give that 45 minutes after having a good pre-season, and that's the time. And timing for me is the main factor here. It's a good thing. Like you said, it's great to see this competition happening because young players will get a chance to get those games. Yeah, Chinnai City is building an all-India team. All-Indian 11. Chinnai City. Yeah. So that's the positive side. If we talk about the best 11, there are 3-4 or 5 foreign players who will be playing. So if we take on a positive note, there are so many young Indian players who will be playing in this Durant Cup. And that's the best thing. Like when we were in TFA, we played final. We lost in Tiberka against East Bengal. So you know, those days a lot. And that's how we got a chance to sign after BD Mohan Baga after BD Mohan Baga losing in the final in Tiberka. That's how we got a chance. TFA. So under 15, they lost badly. But they're still getting a platform to play against the good players. It's a good thing for the young players. It's also great for our fans of Indian football because we get to see from the second round of players, the guys who are coming through the system, get a chance to familiarize ourselves with what's happening with the next lot of guys who are potential players pushing for first team places. But that's for people like us who are working with an understanding of Indian football. That's actually the flip side of this fielding young players thing that there's a lot of apprehension among, there's a lot of apprehension online about how teams not fielding their first teams, how does it impact the popularity of this tournament? Do the fans come and watch? Big names are not going to be there. I mean, the Cal clubs, if they field second team, those are the kind of questions that people are asking. Of course, I agree with that. Calculator clubs, I think for them, it makes no sense to, I don't know how they'll end up sort of setting up. Foreigners will be a key issue because that's where most of the money goes, I guess. So clubs try to delay bringing in foreigners as much as possible because the later you bring them in, the later you start paying them obviously. But apart from the foreign players, I think Calculator clubs now realize that they have very little chance of winning any other competition. So for them, winning a trophy is an important thing. So they will be in it. I think Monbarani-Sbinghal would be in it too. Definitely. I think the Calculator league is also happening at the same time, by the way. Yeah. If I'm not mistaken. Yeah. Yes, Calculator league is, and that's a big challenge for a coach, East Bengal coach who had just arrived three days back or three or four days back. So he will not want, if you have just arrived three, four days back, he would not want to feel the best 11. So he's going to feel under 19. That's what I heard. But Mohan Bagan, I heard they are feeling the main 11. Vendee Bhai, there's still speculation on that because Abhi a report says that most probably he's going to be feeling the strongest 11. That being East Bengal. But my point being this, the fact that Durand has come back to Calcutta A, it was never played in Calcutta A, there's a really smart move that they're playing it in Calcutta. And B, you can have any club competition at whatever time. If there is an I-league and an ISL club in that, then that in itself, the intensity will add to it any day because you're always proving a point to the other. Yes, if we look at the fans, this Durand club, except Mohan Bagan is Bengal, not many fans are going to come and watch. You think so? Not even in stadiums. What about Kalyani and Howrah and all? Yeah, but when Mohan Bagan plays, you will see a lot of fans. But other teams, I don't think they will get many fans. But for the development of Indian football, forget the fans. But for the development of Indian football, you see how many young kids are going to get chance in this competitive level of football. And probably the coach and all, I'm pretty sure the new coach and his support staff will be keeping a close eye on this competition.  But our reserve team in whole year, how many matches do they get a chance to play? But with this tournament and thanks to Durand club coming to Calcutta in three venues, and they are going to get a chance of reserve teams. So we have to develop the reserve team as well. You know Calcutta very well. Calcutta, Kalyani, Howrah. What sort of crowds can we expect where? And where will the big teams be getting their biggest crowds in these? Howrah is a Mohan Bagan area. So you are going to see a lot of Mohan Bagan. So their matches will be there only, I'm pretty sure. Yeah, yeah. So now when East Bengal was, I was there for 6-6 years, for 12 years East Bengal and Mohan Bagan. So wherever you go in Bengal or anywhere, you see if you play in Siliguri or in Mohan Bagan, Mohan Bagan, they have many fans for those. Mohan Bagan, East Bengal, Mohan Bagan.  And that's the best thing about Calcutta. But I also think when you have a Bengaluru playing and you have a Sunil Chaitri who has come back to Calcutta, I think that in itself will be a draw that people will want to see this team. What is this team? Yeah, but not like East Bengal, Mohan Bagan and Mohan Bagan though. Of course, in the century, coming there, there will be many fans who would love to watch. And Bangalore being the best team of India, they will bring. But not that kind of followers for East Bengal, Mohan Bagan and Mohan Bagan. That's a different feeling. Right. Just moving on to another part now. A, we've spoken about it happening in Calcutta. The second point being that tickets are available on Book My Show. Tickets are being priced from rupees 2200 bucks, being the highest, which is great, man, because now anyone and everyone can think just get a ticket online and make sure you get into the stadium to watch the guys play. Right. And it's fairly easy to book. I've booked a couple. Oh, you have? Which games have you booked for? I've booked for Ramadan versus East Bengal. Or there'll be a Sunil. No, Ramadan against Mohan Bagan. Mohan Bagan. Mohan Bagan. That's the opening game of the tournament. I've booked a 20-buck ticket. So I'll probably be on the pitch. Yeah. And in all probability, this will be playing out on the day of the match. So basically, Weber will not be here. He would have gone inception mode into that stadium. But that's a smart move, right, Renédy? Ani, just tell us a bit about how this tournament has organised, man, as far as the army is concerned. And why in these three years did we not see the Durant Cup being taken place? I think so the traditional base of the tournament, as we know, of course, for us, having grown up in Delhi, has been, Delhi and the Ambedkar Stadium was home to the tournament for a long time. And it was the only chance that Delhi got to sort of see these big clubs from all over the country come and play in front of their audiences. And it's how sort of we got a chance to familiarise ourselves or like first hand in the flesh meet guys like Renédy, Joe Paul, I.M. Sumatai Shaisa, Baijum Gujia, all of these guys. When we first saw them in the flesh, it was in the Durant Cup. But unfortunately, over the years, what happened was that the tournament lost its sort of importance. The prize money didn't go up because it's done by trust. It was actually under the charge of the Air Force, where it actually has written a couple of really good pieces on the history of the tournament and stuff like that, which hopefully we can also put out to the website at some point. So it was a trust, essentially the army also or the armed forces took a little while to understand that football is a commercial property. You need to create some sort of buzz, create some sort of hype, bring in sponsors, increase the prize money in order to attract the best clubs and bring them into Delhi. Give them some nicer places to stay. You know Neetu, like if you... I remember when you were in the river. Yes, when you were in the river, you were standing in a barracks. It doesn't work that way. Nowadays, especially, it has become a professional environment. So then they took a break, of course, and now the charge is shifted to the Eastern command of the Indian army, which is based in Fort William in Calcutta. So they are sort of running the show now. And it seems like with all these partnerships with Bookmai Show and all of that, they seem to have put that sort of foundation in, done some of the work. They're creating the hype. I think already we were in Calcutta a few days ago. Already there's some sort of buzz being created about the tournament. And at least people who are into football know that it's happening in town. I think Celebrity Crowd will be a little bit disappointed because we were also driving through Celebrity on the way to Gangtok. And I remember I was talking to a few people, they were pretty excited that competition football was coming to their city. So they'll be disappointed if it moves to Haura or whatever. But that's just how it is. So that's pretty much it in terms of the organization. And because of this we'll also see, I guess what happened in the last few years when we did see the tournament happening was that more and more amateur teams started coming into the fray. So you had a few Delhi clubs that would make it into the main draw. They had to qualify for the other Delhi teams. Hardly ever was there a time when, I mean maybe only Hindustan or Indian Hero, there were a couple of these clubs. They would hardly make the final round. They would lose on the final round of qualifying only. I think there used to be a second Durand also. Which was basically for teams that never qualified for the main one. So that was the qualification round. So but because clubs started not participating, all of these teams got into the main draw and as a result again it becomes a downward spiral. So they're trying to sort of pick it up again. And the other interesting thing will be that the armed forces are also starting to take football a little more seriously. So those quota jobs, quota recruitment that happens for sports people into the armed forces directly. It is now being extended to football also. So I know like the Navy has a pretty strong team. The Army will be filling two teams. I think a red team and a green team. So you'll see a bunch of these young, raw talented players who may not be so sort of tactically aware or tactically included in but they'll be extremely fit. And also looking to some of these boys if they do get spotted by clubs, they do have the opportunity to migrate out of the forces into a professional club environment. So they're also out to prove a point. And so that plus, I mean for what it's worth they are promotion incentives and all of that. So a tough competition. Why has played against some of these armed forces teams? You can tell us a bit. They are quite a tough team. So Renédy, Sadan touched upon it when you were playing against these Army teams and those Army players, is that the right way that they're not tactically there? But in terms of ji jaan lagaadenge, you know, bhaagenge, and they'll fight for the next full 90 minutes. Yeah, I totally agree with that because they may be not technically very sound or tactically strong side but then physically they are always the best one and they always give a tough fight to all the teams in Durandkab. And honestly when we're in East Bengal and Mon Baghan, we want to avoid them because we know that they will run 90 minutes.  And they've always done well. So yes, Army team, this is like a walk up for them. So they prepare for this tournament for months and months. Can you recall a player from the Army who for you could have been an India level player and did not go there because of course, you know. I don't know, as a team they play. I don't remember as a single player but as a team, you know, like when you are physically, if you are technically sound, then you can single out the player or this is the player. But when you have that physically is so good then as a whole team they run. So as a team they are good but then as an individual, of course, some of them they were in Indian camp, they were called for Indian camps for one or two months but they couldn't make it to the final 18 or 23. But as a team, they did quite well but not as a single player. Right, but also there's going to delve into the... Sorry, I remember one kid called Arjun to do, I think, who scored a crack over like a 35 yarder the last time that he run was happening and actually he got a call up to, like you will say, he got a call up to the national camp. Of course, the step up is massive and like Andy is saying they are more based on playing as a cohesive unit and making it problematic for the other teams rather than individual brilliance or talent as such. And coaching in the armed forces as far as football is concerned I think has still a long time to go because professional coaches are not really getting into that scene. So the coaches also come out of their own system their own ecosystem. So that's where I guess the gap is but they'll eventually, I guess, get there.  What I would recommend is like everyone who's watching this should definitely go and read Mr. Novi Kapadia's book called From Barefoot to Boots in which there's a long big chapter on the Durand Cup and all the teams that I've ever played it. I think we can also like use this as an opportunity to do some memories like I remember like the first time I'm not from Delhi so the first time I saw the Durand Cup live in Ambedkar stadium was in 2013 which is when Mohameddin had won the title and it was the first time they won the title since 1940 and when they won it in 1940 they were the first civilian team to Indian team to win the Durand Cup. So it's a... I mean it was like a big thing that they'd done it after ages and also it's really unique I think I don't know how many other cup competitions do this but if you win the Durand you get three trophies you don't get one. There used to be a lot of big clubs playing in Durand, also Durand and the same IFAs federation for us as an academic kid. Yeah, as an academic kid. You know this tournament, 5-6 tournament was one of the most important tournaments and then to go to Delhi to perform against these big guns like when Tima Okeri was there all these big players only two foreigners were allowed to play in those days. But when we got into the final in the Durand Cup against East Bengal you should see that those fans and that was in 1995. If 5-96-97 when I went from East Bengal and won against Mahindra I remember the year 1997-98 that the fans were big and the supporters they used to come of course for Indian team we always had the best support in Delhi but whenever the club sides play now we don't get much but in those days when like my work said when Mohammedan's play you will see full crowd Mohan Bagan, East Bengal and any team for us that was the biggest thing ever. Tima Okeri also reminds me that I think he had a super performance in the Durand Cup that basically elevated him into the and gave him a... So Sunil's story is also the same he was playing qualifiers for city football club Tima Okeri saw him journey started there spoken to Mohan Bagan and from there we all know what his trajectory has been like. I need you got a memory bro from watching in the stands when was the first time I watched was Stephen Stephen of JCT a very tall Stephen he was a great player yeah there must be 1997-98 1996-98 I think when he was in JCT I was in East Bengal and he was one of the best player they used to have a like a square cardboard ticket which lasts really long and I still have that ticket I remember where I got Jopal and I am to sign and nobody saw it so as kids you could go on to the pitch meet the players shake hands even for a couple of push passes feel really excited about yourself I remember asking Soso after one final which he was with Churchill at the time I think he lost to Mahindra if I am not wrong and then he chucked me his jersey over that you know there is a green sort of metal fence that surrounds the bank the stadium keeps the crowd away from the pitch so lots of memories the old tournaments old teams old rivalries being reignited these are good things these are things that promote the culture of the sport and help young people connect with what has been happening in Indian football over now what is this 130 years almost so I am really happy to have this tournament back it is the oldest cup competition in Asia and the third oldest in the world anyone who says that India doesn't have a control now let's talk about revival and it is always good to see that but now if they want to compete with the best leagues they have to be way more organized you guys were talking about what was the facilities when we played during the cup where we used to stay and all look at all the ISL team and where they are staying now so to compete with this we are talking about 25 years back and now the players are so comfortable they have to worry about their performance but in those days we have to take care of everything ourselves so now the office the organizers have to be way more organized than what it was all due respect they were one of the best tournament ever for us but now they have to compete with the best one since we are talking about Durant memories the first memory from Durant when we were young kids we went to Ambedkar stadium to watch the match, East Bengal is playing and I fell in love with Joe Paul and Cherry with the way he was playing and after the match I went into the field like Cezanne said there was no barricade or anything and I said Joe Bhai hi I play in Delhi, I am also a young guy looking to play football and all can I have your jersey please because we have seen European football and here there are jersey and exchange didn't you get any jersey? one jersey we used to get when Joe Paul was giving you that jersey poor guy had nothing to wear so now but gone are those days players are getting 10-15 jerseys but see now there is one jersey and you put it and next they put it difficult things but those were the days so even after the match match is happening in the room that's the extra time extra time cool down cool down that was a good time man much respect and love to all of you that you became football players despite all of that with all of those things happening and none of those diva type behaviors now take my clothes iron it it was you and you yourself responsible for everything but you need to learn a lot also and you have seen the worst days and you have seen the good days no complain that was one of the best days honesty thank you so much as we were looking back at the Durand Cup it was a pleasure talking to you as well we were reminiscing about the good times that the Durand has given to all of us reminiscing about the good times given to each and every Indian football fan thank you so much for watching goodbye


Jim, you have a company that makes products that go into the diesel engine market, which improve efficiency and lower carbon content. We could talk all day about just the mechanics of what this product does, but for right now, you are raising money in a unique way. I've seen a lot of private placements. I've seen a lot of money get raised, but what are you doing that is so different because it is very different? Please give us a quick rundown on that for sure. It's great to be here, Brian Byron. Yes, we just announced this morning we are in the process of doing a convertible note into carbon credit futures. We look at the dinosaur we have spent the last two and a half years going through the certification process with Vera. They've approved the methodology. We're literally on the final stages of working through the audit, which will give us, which they are calling a premium carbon credit because it is a carbon credit based on mission reductions, which is data-driven. There is no human intervention whatsoever with this. You mentioned an entity called Vera. For people out there who've never heard of Vera, what is Vera? Who is this Vera thing? Vera is the largest governing body in certifying carbon credits. There is currently, I believe, four or five companies out there, but Vera is by far the largest and the most widely recognized, and that's why we chose to go with Vera. Okay.  You're raising money not so much by, you're not going to put it into the ground and drill holes. You're selling futures on carbon reduction. Is that a fair way to say it? That is very accurate. Yes, it's in real carbon. We look at the carbon footprint. We're reducing the carbon footprint with our technology. This has been certified and proven around the world. That is exactly how this is being done. You have technology that you're selling into the industrial markets, trucks, mining equipment, things like that. It reduces carbon. In the future, you're going to be reducing carbon and you're selling those units of carbon now to the public. Are we on track so far? Pretty much. We are selling futures into the carbon credit world. These futures, right now, this is a convertible note, convertible to carbon credits in five years. We certainly strongly believe that we are going to have a very large amount of carbon credits within that period of time. We've capped our capital raise of $10 million. I've been asked, why are we not raising $20, $30, $40 million? Because this is so unique. With the interest out there, I think we could do that very easily. I do not want to pre-sell that many carbon credits at a set price today, where I firmly believe with all the indicators that carbon credits are going to be at such a premium over the next few years. You're selling carbon credits, but the good new, the even better news, that these are third-party audited items, right? We're not selling these crazy FTX bitcoins that blew up in the last month. These are real audited items. Is that proper? Absolutely. These are certified. They will be through Vera. Each one of them have a certification with them. It is audited and it is data-driven. There is no human intervention with us whatsoever. That's a nice thing with it. You look at our technology, first of all, the hydrogen, but then with our hydrolytica, the hydrolytica is gathering this data right from the computer of the engine. This is hard data, which is collected literally minute by minute, day by day. We're going to have to do another discussion on just the actual technology of it all. The point is that you're raising this money. Now, if a mining company, or an exploration company, raises money, they say, we're raising money and we're going to drill these holes on the side of this mountain. What are you going to do with the funds that you're raising now? Is it back into the technology or into sales or growth or what? Well, it's primarily into sales, into growth. We have now turned a corner where we've got sales. We've got orders coming in every day. We want to be able to service that market and service in a very expedited manner. We're also just a little side note. We're also in research and development. We've got 20 years experience and growth in the hydrogen economy. Although I do not want to discredit our current technology, but we are also developing the AEM technology for green hydrogen for the future. Okay. We're going to end this interview here because I think there's a lot to chew on and a lot to think about. You have a website. You have presentations. You have information on your website. DINA, CERT, D-Y-N-A-C-E-R-T. If people are interested in further information, you have a point of contact on your website. Do you have a last word and then we'll end it here. Thank you. Well, I guess my last word is we're certainly excited about this. We certainly see this as a very great opportunity. We see this as a way to capitalize coming with zero dilution. But DINA, CERT, I just want to clearly say this. The CERT represents carbon emission reduction technology. And that's what we are. Okay. Okay. Well, thank you and for the viewers out there. DINA, CERT, we'll go to the website. Look it up. Do some reading on it. Very interesting, very intriguing concept of what's going on right now in terms of the whole dynamics of the capital structure of the company.


We were reading it yesterday. Did you find any text evidence or do we still need to look for some I? Think we need to go but I think another reason why she She doesn't like the English language so much. It's because she's not used to it, and she's like from from like they speak Spanish where she's from and so I think that has something to do with her not like I Say I I agree with you But I can't find it kind of weird that she came for a visit to America and She loved America, but now she moved here and now it's like now. I'm here now. She has different thoughts So it's just kind of yeah, I'm kind of in the middle about There was one yesterday There was one yesterday with her brother playing and She'd go outside and she didn't want to come I think that was on page 147 but I'm not quite sure


So let's think about simple cuboidal epithelium. You know the term simple means that it's only one cell layer deep, and we've talked about cuboidal, meaning that we have cube shaped cells like a pair of dice, each one of those would be a cube. So I have a micro-scope slide of a kidney up, and the kidney of course has all sorts of little tubules that are involved with regulating the composition of the blood. And those tubules are made out of simple cuboidal epithelium. So I just want to point one out here. Now if you think about your arm as a tube, for example, if we made a cross section of that tube, then what we would see is essentially a circle. And since it's a tube, it has a hollow space called a lumen. There are pipes running through this building that are water pipes, and water runs through the lumen of those pipes. And so this would be one of the little tubules within the kidney. If we look at a cross section, it would be circular. And it's simple cuboidal epithelium that lines that particular tube. And so you can see the simple cuboidal cells that I've drawn here. We wanted to look at one cube shaped cell. We could draw it something like this with the oval nucleus sort of in the middle of the cube. I want to point out a structure here, which is also the lumen. And you can see it right there. This is a section of a tube that's running sort of longitudinally. When the microscope slide was made, it just so happened that the cut was running longitudinally to that particular tube. And you can see some of the cube shaped cells that make up this particular tube in the kidney. So each of these are simple cuboidal epithelial cells. Now if we look in this area, you adjust that focus just a little bit, you can see where we have more of a cross section of a tube. And so this is the tube, there's the lumen. And you can see, I'm not drawing over this very well, but you can see that would look something like that. Let me erase that. So simple cuboidal epithelium is made up of cube shaped cells. We find this tissue lining the ducts of glands and lining the tubules in the kidneys. A lot of exchange takes place in the kidneys of waste that are moving out of the blood and into what we call the filtrate. So that's simple cuboidal epithelium.


Hello and welcome to the International Daily Roundup by People's Dispatch, where we bring you major news developments from around the world, our headlines, global solidarity actions held on 34th anniversary of constitutional referendum in Haiti, trial of former policemen charged with the murder of George Floyd begins in the US, protests against UK policing bill continue amid increasing repression, Palestinians reaffirm their right to their land on the 45th annual land day, and in our video section we take a look at the country-wide shutdown on India and solidarity with the ongoing farmers protests. In our first story, the International Day of Solidarity with Haiti was observed on March 29th. The day also marked the 34th anniversary of the referendum adopting the Haitian Constitution in 1987. Constitution was a result of the democratic movement in 1986. The popular uprising ended the 29-year-old dictatorship with a dual-year family. Thousands of people took to the streets on Monday amid continuing protests against the illegitimate regime of Joan of Moise. People have also rejected his attempts to replace the current Constitution with a new one. It will reportedly contain provisions for return to the presidential form of government. Several demonstrations were held in the capital Port-au-Prince for the second consecutive day. Protesters also condemned the continuing international support for his regime. The UN, the US and the OAS have backed the president's claim that his term will end next year. This is despite repeated declarations by the Haitian people that they do not recognize him as president. They have stated that Moise has violated the country's constitution and that his term ended on February 7th. Several demonstrations and other actions were held in solidarity with Haiti. People also gathered outside US embassies and UN and OAS offices to demand the self-determination of the Haitian people be respected. Solidarity actions were held in Argentina, Venezuela, Zambia, Chile and the US, among other countries. For our next story, we go to the United States where the trial of a former policeman charged with the murder of George Floyd began on March 29th. Derek Chauvin was filmed kneeling on the neck of 46-year-old Floyd for nearly nine minutes in May 2020. He and three other officers were trying to arrest Floyd for supposedly trying to use a counterfeit $20 bill. Chauvin continued to kneel on Floyd's neck despite him repeating that he was unable to breathe. All four officers were fired from the Minneapolis City Police Department the day after his murder. Chauvin is facing charges of second and third degree murder and second degree manslaughter. He has pleaded not guilty to all the charges. Prosecutor Jerry Blackwell stated on Monday that Chauvin had used excessive and unreasonable force. He stated that Floyd had stated 27 times that he could not breathe. The court also had testimonies of three witnesses called by the prosecution. Chauvin's defense team claimed that he had not only followed his police training, stating that the use of force had been, to quote him, unattractive but necessary. They have also tried to argue that Floyd died of an overdose. However, an autopsy by the county medical examiner stated that Floyd had died of cardiopulmonary arrest. The report ruled his death a homicide caused by neck compression during police restraint. As reported by the New York Times, the prosecution will argue that Floyd died of asphyxia. The trial could potentially extend up to a month as hundreds of witnesses are expected to testify. The three other police officers present during Floyd's murder will go on trial separately later this year. In the next story, we go to the UK where protests against the widely denounced policing bill continued over the weekend. People led a protest march to the city center in Manchester on March 27. Later in the day, protesters also held a demonstration on the tram line in St. Peter Square. Police officers were then seen forcefully removing and arresting protesters from the track. 18 people were arrested with the youngest being 17 years old. As reported by Manchester Evening News, six people have been released under investigation. Other protesters have been given cautions and fixed penalty notices. Protesters were also held in other towns and cities including Barth, Nottingham and Sheffield. Hundreds of protesters had also gathered outside the police headquarters in the city of Brighton. Thousands have been protesting to demand the repeal of the police crime sentencing and courts bill. It will grant police wide-ranging discretionary powers to crack down on protest. This includes setting limits on the duration of protests and setting noise limits. Saturdays protests were held a day after heavy police repression of protests in Bristol. Over a thousand people had gathered in the city centre on Friday for the third night of protests. Hundreds also staged a sit-in near the police station where riot police had been deployed. Later in the night, protesters were attacked with batons and shields and there were also reports of pepper spray being used. Police were also seen using docks to threaten and disperse the protesters. Ten people were arrested on Friday night. Two protesters scheduled to be held in Bristol this week. A national day of action will also be held over the weekend. And now we go to Palestine where March 30 marked the 45th annual land day or the Yom al-Arth for the Palestinian people. The day signifies the recognition of their ownership over the lands and the right of Palestinian refugees to return to their homeland. Six Palestinians were killed and over a hundred were injured by Israeli forces on this day in 1976. The violence occurred at a demonstration against Israel's plant to cease 2,100 hectares of Palestinian land. The days commemorated by holding vigils and planting olive trees is a sign of collective resistance. People also visit the graves of all those who were killed during the demonstration. News Agency Wafa reported that a few marches held on Tuesday morning were also disrupted by Israeli forces. Israel reportedly expropriated over 85% of historical Palestinian land. Moreover, only 6.8 million or 13.7 million Palestinians actually live on their land now. The rest of the forces live abroad as refugees because the denial of their right to return by Israel. These findings were part of a statement released by the Palestinian Central Bureau of Statistics. At least 219 Palestinian villages have been impacted by the construction of illegal apartheid walls and Israeli settlements. By the end of 2019, Israel had constructed at least 316 illegal settlements and outposts in the occupied West Bank Kaleor. Hundreds of Palestinians were also killed by Israeli forces during the Great March of Return protests in 2018 and 19. According to a new UN report, the demolition of Palestinian homes was increased by a record 65% in 2021. For our final story, we go to India which recently marked four months of the ongoing farmer's struggle. While the government has refused to agree on the demands of the farmers, the protests have continued to the borders of Delhi. A countrywide shutdown in solidarity with the struggle was held on March 26th. Farmers blocked national and state highways and held sit-in protests on train tracks. Here is a video feature on the shutdown. This is why this struggle is the public of the whole country today. And we do the same during this shutdown that the common people should support this shutdown so that the people of this country can be saved, so that the people of this country can be saved, and so that the future of the young people of this country can be protected. This is the end of all these issues. We will also support this shutdown. This is all we have time for today. We will be back tomorrow with more news from around the world. Until then, keep watching People's Dispatch.


We have developed a novel next-generation sequencing, NGS, library preparation method that is suitable for extremely AT-rich genomes. Our method involves using a PCR additive, TMAC, to improve the amplification of highly AT-rich regions and reduce bias towards GC-neutral templates. This development will greatly benefit sequencing clinical samples that often require amplification due to low mass of DNA starting material. This article was authored by Loyola Samuel O, Otto Thomas D, G.U. Young, and others.


Today we are here with our lecture number 17. The lecture number 16 and 17 were dedicated for our recruitment activities, the HR part of recruitment lecture number 16 May or 17 May, before we start our lecture number 17 let us go back and touch the few things which we covered in lecture number 16 which were basically the recruitment part, the start of the recruitment process and before recruitment we discussed with you the complete hiring process that is of three stages, ortho recruitment, selection or socialization. If you recall in lecture number 16 we mainly focus on the first step, the first stage the recruitment or aaj bhi usi ka remaining part ko cover karne ki washkarin. Recruitment kya tha that was the developing the pool of the candidate, attracting the people, the potential candidates for selection kya tha it was creating a match, match of what between the abilities of the person and the requirement of the organization. So, that was the selection process and the socialization was basically the commutation of our feeling comfortable or knowing the organization that was the first say orientation bhi kya tha and that was the socialization part. Us ke lawa humne kuch constrained ko bhi discuss kya kya constrained hotin kya while we are recruiting us me image of the organization was very important, either it is positive or negative that is also affecting the pure recruitment process. Incom ne discuss kya aur kuch recruiting philosophies ko humne touch kya tha just to make you learn more and more about or it should be clear in your mind kya what is recruitment basically and then at the end we decided that we will carry over this subject for the next lecture or this lecture number 17 me bhi aaj hum thoda sa recruitment ko dhi touch karengi aur pheem uska do important ik part rege tha that was the sources of recruitment usko aaj discuss karengi. So, let us start our today's session. I hope ke aapne aaj ke iss lectures me padne se pehle dekhne se pehle iss topic ko cover kar liya hua hai because agar cover nahi kia then again you might be a little bit confused agar to padau hua hai. So, then I can see I can break it at the end of the lecture you should be able to even discuss and tell other people to what recruitment is and how they should do that. So, let us move. We will start with the recruiting goals. We already covered them in the lecture number 16 but because it has to link we have to link these things with the next few topics. So, aafi batadi ji kya tha recruitment goals? Two stages, two steps goals the, ko kya tha number one attract potential candidates. Kistra, kar kya aap achei dirige se humi sath communicate karthein. Moksri priki use karthein onko batate hua hai. Unko baalum ho to what kind of openings you have and the more people will apply the better for you. And the second thought, the second objective was unqualified log hain unko discourage karna hai. Not only discourage, they should know that this is not their cup of tea. So, self select out because it will save your time, your resources, your money. Not only your time, resources, money but the people who are applying because they do not fulfill the requirements. And the less they should apply the better for you. So, with these thought let us move forward and see what are the sources of recruiting. When we are talking about sources of recruiting or recruitment from where we will get those candidates. Kaha kaha se aap ho? Candidates potential candidates mil sakte hain. Remember when we talked about component of the market, labour market? Kaha humne ka kya hoori market me toh working log. Wo log jo kaam kar sakte hain unki toh huge population available hain. Dekar wo sare toh aapki kaam ke nahi? Usme se bhi wo portion which can meet the requirement, the skills, our ability, knowledge, whatever required for that particular job. Uska ek pool bantai uska ek population banti total. Uspapolation me bhi zoroi nahin ke everybody should apply to your organization, for that particular job. Usme se bhi kuch selected log humne jo whatever reason positive or negative ke baise aayenge ya nahi aayenge. Agar aayenge toh that will form the applicant pools. Ho fer us pool me se you will select the individual who will perform that particular job. So sources, when we are talking about sources, technically they are two type of sources. And they are internal sources, internal mean here, the organization is internal sources. Ko jo already aap ke pass log kam kar hain, they are your internal sources. And then, of course, external sources, outside your organization. Individually ek ko discuss karenge? Unke advantages or disadvantages ko discuss karenge? And let us see which option is better for us when we have to do the recruitment. Let us go to internal sources. When we are talking about internal sources, someone can ask question, why do we rehire our people? They are already with you, but they might be doing some other jobs. Now you have a better option for them. Better mean with better skills, better position, better salaries, better benefits or in the career they might have the better option. To wo jo already people who are working in your organization, they will also potential candidate for you. And they can be part of your recruitment process. Wo jo internal sources, wo sme kya ho satta hai, promotion is one option. You can promote a person from one state to another state. So naturally you have now resources already available with you. So that is why we call them internal resources. Similarly, job posting. You transfer person, personnel or people from one job to another job. Aapne dekhaho ga bank mein jaathe hain. Ke aap ek officer hain, wo kisi din cash pay bathe hain, kisi di wo aapne ki signature tali kare hote. So even you can post them in different locations. So that is again, because you are fulfilling the requirement of your employees. Wo labor aapki demand aasko poora kare hain. And internally aap, ek jaga se dosi jaga posting kare hain aaski. That is also your internal source. Then transfers, mukthip kaam kare hain. And for that purpose now, because we have the IT era and computerized everything is there. So most of the organization, they have their own. We already discussed that topic. Human resource information systems. Wo s information system ki base peh, they have a talent inventory is available to be there. Aapko yaad ho gha ja human resource information system aap discuss kare hain. Wo aapko ek example bathe hain. What happened there? Ke hain kisi ek klik karte hain. Point pick, let's see I need a certain kind of crane operator. Ya mujhe aashe log chahiye jo organization ke andar hain. Jinn ke paas yeh skills hain. Onko yeh cheez aati hain. To aapka system khut bhood aapko ek list provide kaad dita ki yeh log available hain. Jinn ke paas yeh capabilities hain. Yeh abilities hain. Yeh knowledge hain. Yeh skills hain onke paas. Ya even you can see ki, if I can know what, how many people in my organization, they have already the accounting, profession, diploma, certification, degree whatever you can see. To kyu ke aapka database ki andar wo saari information hain. To aapka wo system khut bhood aapko inventory sari dedega. Ke aapka kaun se aashe log hain jo yeh kaam bhi jinn ke paas yeh skill bhi hain. Ke wo accounting ka kaam bhi kar sikte hain. So naturally from there you can pick. Of course you have to ask sometime the option ki wether they are willing to work for that particular job or not. To yeh sari jo cheezin hain ish zari ke se aap internal resources ko utilize kar sikte hain. Now let's see if it is good or bad. Do we have some advantages or disadvantages by using this type of sources for recruitment. Agar apne hi logon ko aapne promote karna hain. Agar apne hi logon ko aapne posting ek dega se dosi ja kar deni hain. Yeh anko transfer kar dena ek set up se dosi set up mein. Yeh wo inventory mese aapne pick kar ke logon ko additional, dosi jaha pe requirement hain wo deni hain. So iss ka fayda hain ya nuksaan hain. So I hope we will be judging after at the end of the day ke kaun ke nuksaan aap kitne hain aur fayda ke hain. Let's see their advantages. Aap bata sakhne hain kya fayda usko. If you have your own people, if you pick from them and then give them chance for go for higher position. So let's see what are the advantages. Good environment, public relations acchi banti hain, employee-employer-apas mein. They feel comfortable. Because you are looking after their career path. You are giving them the chance that they should go for the higher position. Good public relations within the organization. Yes, this is one advantage. Unka moral hain hoga. They will be more dedicated now, hopefully. Because see, instead of giving this opportunity to a person from outside, they are looking after the interest of their own employees. So moral to hain hoga. Uske baat kya hoga? Of course, ambitions are good. And most of the time, people have very high ambitions always.  Because, ye chalti hain tujhe hocha woaane ke lii ji se kyaate hain. So, mission hain rakhne chahi hain. To istra ki activities, agar internally aap logon ko hire karte hain, aap ko re aachi position mein baite hain. To encourage karega aap ke employees ki ambitions ko. Unka moral hain hoga. Aachi relationship hain ghi. What else? And of course, at the bottom line, it will be cheaper for you. You don't have to go through all those advertising, selection process and training and etc. So, of course, that will be another benefit. So, this is another advantage. If you are hiring, you are internal employee, that will be kind of cheaper. Cheaper sense means less money will be involved there. Sasta padega aap ko. So, these are the advantages. Or os ke lawa kya hai? You already know your candidates. You don't have any risk of wrong hire. Wo aage chalke dekhte hain, ke walat ko hiring kar le apne hain agar, usme kya nuksanat hote hain. So, you already know the candidates. So, that is why this is also advantage. You don't have to go for a separate process, a complete set up of socialization. Because that person is already, are those persons already within the organization? They know each other. They know who is dealing with account, they know who is dealing with marketing. Onko sare prosiji ko sare formalities ka modalities ka bata hai. To ye bhi aap ke liye ek time saving hai, ek aap ke liye resource saving hai, apurtunati kaask bare sakti hai na. Kuka nei logon ko jitna aap train karenge, jitna aasam ko socialize karenge, you might be losing that of opportunities. So, that is also one advantage of having internal candidates. Same way, you don't have to train them now again. They already know the set up. They already know the system. Of course, if they are going to higher level, they might have the basic skill already there with them. That is why they are there. Otherwise, you don't have to go for detail training, like if you have another new person from outside, you have to do that. To wo bhi aap ke saving hai, time, resources, money. So, all those benefits are there. What else? Let's see if it is so much goody-goody things there, why we always go for extra hiring? No, of course, there are some disadvantages too. And what are those disadvantages? Have any idea? Let's see. Because if you are just counting on your internal sources, you might lose some excellent people from outside. You might be missing that because even I have seen and you might have read those in case. With the joining of certain people in your organization, the total set up was all together. And within very short span of time, they were expanded, they have developed so much good thing for organization. It can be either way, of course. But still, you always go for the positive. You always think of the positive things. To wo bhi aap miss kar jainge, ho sakta hai, ki outstanding candidates market mein available hai. But since you are, you have that kind of policy or you are encouraging your own employees, you are missing that person. And if he or she should have joined your organization, it should have created some kind of synergical effect. Value addition ka. Wo chis aapne opportunity cost miss ki, yes ka disadvantage hai. Inbreeding. No new ideas. What does inbreeding mean here? Agar apne biology padi hui hai, apne FSC mein, aapko andaza hoga ki inbreeding ka kya concept hai. Kye wo hi log baar-bar, jab aapas mein, rehenge wo hi kaam karenge, toh ko neya idea toh nahi aaya. If you inbreed frequently, scientifically people say, breeding point of view se, kaha jata hai, aapas mein, aapas mein, aur wo hi hybrid vigor ka concept hai, I don't want to go in those details, the kind of biological terminology, but just giving you the idea if you have taken biology in your intermediate or metric level, apne pada hoga, krasing ho gara, ki agar baar-bar aapas mein, kras karte jayin, toh kukhya hoga, ki jo asfaring honge, aapne, doctora hoga ki cousin marriages, baar-bar karne se, kuch diseases aajatne hai, bachon mein agli nasal mein, bachhe dal-minded hotein hai. Usi concept ko, yahaan bhi, wohi application dekhi kiye, ki if you do inbreeding, you might not have any new idea, that is the disadvantage of using the internal sources for the recruitment. And another disadvantage will be, let's see if there is new technology there. If you have some new tools are in the market, now you have to provide specific training, special training to your own employee to upgrade their skills and knowledge. So this is, otherwise you should have picked the person from market from outside sources which is already trained on these new technologies. So that is also one disadvantage of using internal sources for your recruitment. What are the external sources? Huge, kuch ko yahaan discuss ka dekhte hai. And then, next few slides mein, main chanda examples ko, thoda sa detail mein aapke saar share karunga. External sources ka, kahaas hi aur candidate aapko mil sakte hai? School, universities, education institution, which are training human resources for you people, for industry, for organization, so one important source of your external, out of external sources, which can be helpful for your recruitment process. Us ke lawa, created associations hotein, societies hotein, jo aapko provide karthi hai human resources, candidates available for you, foreign nations hai, kabhi kabhi acquisition mergers hotein, iski base pe bhi aapko bho say log mil saktein, walk-in applicants aatein, kaidefa aap dekhtein, full-fill the requirements, they can just walk-in, and they can give the interview, that is also one source. Tradition media jo aapke newspaper hai, TV hai, magazine hai, aur reciles hai jo, onke tuji ads aatein, that can be also another source for your recruitment process. Employees' referrals, refer kartein kuske ko, somebody might ask me, keji mujhe issi skill ka log chahiin, we need such and such people, with such and such skills, and they can guide, they can refer people to different organizations for the jobs, they are also one sources, one important sources, and they are employment agencies too, private republic, they also provide you the best sources, one of the good sources for your recruitment process, and this is the era of IT computer, IT kivayase, internet jo hai, so through internet, through web, posting of you different kind of openings, this is also another very important source, in me se kushko aage, chan slides me aapke sahaj share karunga, but basically, we are talking about internal and external sources, onko differentiate karke, aapko san jaane ki kushka rao. Inka fahida kya hai, kisra aam ne, internal sources ko, onke advantages or disadvantages kuske te, few of advantages and disadvantages of using external sources for your recruitment, advantage, new idea, lot of people, if they are coming from outside, they might bring good ideas for your organization, having different exposures, having different knowledge base, definitely they will bring new ideas, that is one good advantage. Similarly, when we covered legal aspects of human resource, so affirmative actions, which are said to be that section, that of your society, which was discriminated earlier, now they want the government to be encouraged, so if you will do inbreeding, then naturally, you are not giving them chances that they should also apply for there, so if you go for outsourcing, you will get chances, that they will not come forward, for that also, this will be another advantage. Similarly, like if you have a rapid growth, so you have a limited resources inside, so unless you will go for outsourcing, outside sources, you cannot catch up the rapid growth of your organization, for that also definitely, this is the advantage, that people outside will take. Another advantage, that you can get people with up to date knowledge, education and training, you do not have to provide them the specific training again, they are already trained, you might have a new technology now, so instead of giving training to your own employee and taking time to make them at the level where they will be able now to perform, you can easily get a person required knowledge, ability and techniques, which can right away come and start the work, so that is also, advantage of your recruitment, doing recruiting, from outside sources, outside of your organization. Shake up the organization, what does shake up mean here? That some people will come like this, you must have seen it too, inside the society, it used to be said, people will not make a difference, no, people will make the difference. People say that the organization is important and it does not matter to the people to come and go, yes, to some extent maybe. But it is also true that from a few people, one or two people come and shake up all the organizations, shake mean in a positive sense, they bring new efforts, new breakthroughs, new opportunities, and that organization which was on a special level, where do they take it from? And that is also the advantage, very big advantage of going for outsourcing, or you can say that you are giving chances to people from outside to come to your organization. Are all its benefits? No, there are certain disadvantages too. But remember one thing, you can have a perfect thing there, it is always, you have to trade off. You can take anything, both of them are there, good or bad. Whatever you do, its advantages are there, and disadvantages are there. Now you have to make the decision based on the trade off how much you want to lose, what is your basic priority, what is your main objective and based on that, you will pick which method, which tool or which resources is good for you. Like, when we are discussing the internal sources, we also discuss the advantages and disadvantages. Similarly, for external sources, we have already discussed the advantages, so there are also disadvantages. Again, we have to see what are we up to, what is the basic objective of the organization and what is the basic objective of our recruitment process. So let us see the disadvantages of our external sources of recruitment. Of course, it will be expensive. You have to go through a long process, if you have to give advertisement, ads, yes it will cost you money and main thing will be time consuming. More time will be required for all this recruitment process and then selection and then socialization and of course training part. So this is one disadvantage. Big, big time disadvantage. Mistake in hiring. Hiring mistake was the key thing. You might have picked a wrong person, very dangerous. Not only for your organization, of course for that person too. If you pick a wrong person, wrong mean here, it is mismatch that is not creating the right match. Because what we have seen when we go through the selection process and discuss the interview is that sometimes only because of his language, his personality, his confidence we pick him and he or she is not perfect match for your job. So hiring a wrong person is very dangerous. Dangerous in sense. You see you have gone through a long process of recruitment, selection and within selection you have a long process of screening, test, interview and so on. How much time will it take? It depends again. Resources. Money. The man hour, executives, top management, how much time will it take in that process? Then you hired a person which was wrong hiring, you must take a mistake from the system. You trained him, developed him, everything but that was not his cup of tea, every cup of tea. So what happened? You went through that process. And the opportunity cost for a complete employee he gave you a performance to see where the market value was taken, resources were generated activities were done and the dangerous part is now you might have been losing the edge in the market. Now you have to go through again a separate process again and again and that will also give you bad reputation because the more turnover rate if the turnover rate is high your reputation is also bad in the market that people come and go leaving. So this is I should say a big disadvantage of recruiting the outsourced employees. So let's see what are the other disadvantages. If you will recruit from outsourced this is going to have a demotivating effect on your own employees. How? Because they are not going to get the opportunity to be promoted. Your employees reduced promotion opportunities might be discouraging to current employees who are already with you. Remember when we were talking about the image of the organization we discussed a potential in our lecture number 16 that how many chances are there to improve. If they know that we have to compete just like that for fresh they might have a discouraging effect. Their morale will also reduce. Motivation factor will also reduce. So this is a disadvantage of going for external sources. But again as I said nothing is perfect. We have to decide based on the objectives and we have to create a balance in which way in which position we have to adapt. Let's take some examples of external sources and try to understand more about outsourced recruiting. External search and external recruitment have an advertisement use. Advertisements I hope you understand what it is. After that if you look at it how people have given ads for recruitment position opens jobs available with the title of this type you get a lot of ads in newspapers. Especially in Sunday's newspaper they have so many different ads must read them and see the approaches and how they attack people with different styles. If you are ready to go for outsourced or external sources let's see you have to pick the advertising tool. So then you have to decide where you have to give ads in local newspapers in state journals and again it depends that where are your potential candidates because everything costs you and you know how much expensive it is to give one ad in the newspaper or if they do it on the front page in the newspaper they give it on the third page and for advertising the basic philosophy is that it should be more attractive for an AIDA model we say AIDA is abbreviated for a good ad it should fulfill this AIDA model which is it has to do nothing with your subject but because we are discussing this thing let me explain this to you first AIDA it is a model it is used in communication and it is used in advertising so let me explain this A stands for attention that your ad should grab the attention of the other not just grab the attention but the next word which comes is I people should be interested now the third word is D and D stands for desire if you are interested you should have a desire that you should apply me and not only desire now the last A stands for action and what does action mean here that they must apply so whatever ad you make the kind of advertisement you do it should fulfill this AIDA model and then you have to see for whom you are making this ad what is your potential in the local market it is international it is at the country level because for each of your decision it is going to affect your recruitment process not only the process but it is going to affect your cost so this decision you have to do on the same base what you want then you will do your ad as I told you it depends on what is your objective and if the objective is do you want a specialized skill do you want a high level in the organization do you want a good post or the supply in the market is less for that particular skill then you have to make sure that your ads are wider and wider cover over the area you don't want to narrow down your search you have to make it wider and wider so that you have the maximum chances that better people should apply for your job similarly when we talk about advertisement and again advertisement is a paid form of promotion you pay that this is my ad it should be in the newspaper it should be in the TV and in the internet and similarly there are some ads which we call blind box ads Amun you have seen as I told you you have to see buy the last Sunday and see what kind of ads do you get from the job and then try to grab the idea how this recruitment is working like I told you we have a lot of jobless people who are in search for good jobs and still organization has to do a lot of activities to attract people to motivate people for the recruitment we will see some ads in which there is a production setup for that chief executive there is an engineering setup for that we need this mechanic and for that post box number there is a reference in which we do not identify who is the organization which is the ad now a logical question why do organizations do these types of things why they need to put an ad with the blind box post box number from any other newspaper post box number they don't want to identify themselves strange question but do yes do these types of things why because they want to be the low profile especially in our system we have one job especially in good jobs there is a lot of influence so organizations want to be at the low profile they don't want to create a hype in the market so that everybody should try and come and approach them put this in this is normal now we see there is a reason that organizations want to be at low profile we don't want to create hype in the market especially if it is a very good organization there are some organizations that have bad reputation bad reputation as we discussed how to organize an image so if an organization with a bad reputation they will come up with an ad with their own name chances are nobody will apply to do that we give the blind box to do that so that some people apply maybe with one of them to do that hiring process and sometime it is just it is not a real ad people just want to do the market testing what is the position what is the trend blind ad just they want to see the market testing so advertising is one of course source comes from the external source which we use for recruitment similarly there are certain agencies involved for the recruitment they help you in the recruitment process and those agencies can be in the public sector or private apart from that there are management consultant firms that do activities that are involved of course the government they charge very nominally generally they help you in the hiring for low level management but private firms they go over the better positions and they charge you good money not only to organization but from the potential candidates they share that agency for agnation the recruitment they do it should be involved directly with those things even sometime those firms, those private public agencies are mostly the management consultant firm they go up to the selection top part and by doing the recruitment selection process they give you the right person and we do have these type of agencies and consultant firm in Pakistan too let's take the example of management consulting firms what they do for the executive position headhunter top position CEOs, chairmen they pick the right person whose market track is good they negotiate with them with him or her on behalf of the organization and in that specialized skill senior managers hard to fill technical positions for you the consultant firms and then they charge heavily for their services apart from this another external source we talk about schools, colleges, universities of course this is the basic source that is coming from there universities, colleges and schools that is also a good source big source external source of potential kind views and most of the universities are institution they have their placement centers especially the institution which have the business administration department with them and now there is a requirement that every university it is of course you need these type of things the placement center what they will do basically they lies on with the industry organizations and whenever there are openings they will also get the information they will post it and they will also send the potential candidate which are matching the requirement for their recruitment process the universities, education institutions their schools, colleges their placement center they are also good source of recruitment candidates you will get well from there and in terms of internship you will also have to do practical training with graduates when they study for few semesters they come to this stage to deliver something a requirement is to get them internship internship is practical training with some real practical organizations now students are sent mostly for internship this is also a very good approach because now that person is going there to work do the practical training because this is the requirement of his or her degree program meanwhile both of them get a chance for the person for the student they should look at each other and in agnation we see how good he or she is in performing the job or activities similarly the student who has gone to internship he or she will also get an idea of what kind of environment or culture or opportunities are there so when they will be graduating from their university they already have the linkage they have a connection they know each other they contact each other so that is an external source for agnation recruitment now most of the institution they go for the job fairs when summer vacations are coming when their main slot is going to be graduated in the market they do the job fair that institution, that university, that school they send invitations to different agnations through their placement center if they have are directly from their departments that our class is graduating in flamad we want to do a job fair different institution, different agnation they will come and put up their stalls there they send their representative and somewhere they are put together counters now again this is for beneficial for both agnation and the students too now agnation will tell students what activities they are doing what kind of jobs they have in their agnation for them their publicity is also happening their fame is also happening the same time they are getting the chance and opportunity to see what are the student's capabilities they can get good potential employees similarly for the student it is a chance to know that how many options they have in the market because they have to start their career and at the same time their CVs, their resumes those potential agnations will be handed over to their representative so that they already have a link developed so job fair is another way that agnation can especially education institution can do they do and this is also one important source to recruit people other than that good universities, good education institution they publish a booklet at the end of each academic year the recent graduates who make a complete booklet which is a half page resume type they have a picture of them their contact numbers their specialized areas and then they mail those booklets to different agnation so that they should have in hand information about graduating class of that particular university or education institution similarly when the graduates they have to hire a seasonal effect so from there they get graduating information similarly professional agnizations from there you get information in that labor unions especially the skill workers you can go and see labor union provides them professional agnizations associations, membership rosters other than that applications, ads these are different sources of external sources of recruitment and nowadays cyber recruiting is gaining popularity it's a computer everyone uses it so you will see that if you open any site you get jobs web based advertising you will see that more than 80% companies use internet for recruitment you can get online you can get online interviews commercial job hosting services are available and for every type of job you can help web based in recruitment I am showing you an example top 100 recruiters I will tell you the reference or you will get your notes even if you go to Yahoo website cyber recruiting is also in the market and playing a very vital role it is a big source it is for your external source external source for your recruitment now you have seen that researchers shows no clear difference in employment employees recruited from different sources what is better what is not as I told you it is straight up so it is suggested that we should use the multiple sources because the more option you can go for the more candidates, the better candidates you will get but again it should be manageable not only you will get diversified candidates but it will be easy for you to pick the best best match for this particular job so but again remember we cannot say this this source is the best and this has the problem yes every type of resources even it is internal, external and even within external you might have so many different types of resources they have pros and cons so what we have to do that if we can go for the multiple sources ad be there web be there get information from the university get reference so what will happen again you will be getting the benefit so and this will generate the larger pool of your potential candidates and make your selection process probability will be that you will get the best person or better person you can say sometime if you do if you pick only few sources or use a few techniques to recruit that might create a glass ceiling effect and you remember what is glass ceiling effect that people cannot go ahead how is that possible this is also creating a negative aspect that you basically depend on the word of mouth that you have told people that we need something so naturally let up people some market available might be in a better skill better opportunity better knowledge they are not getting those information so you will be losing them and they are not going to get the chance that you can come for that position similarly employes reference tell someone logically he or she will be looking around and by herself this will be a glass ceiling effect create similarly if you are posting your job information only on informal networks as a as a as a as a as a as a so that is also create one basis for your glass ceiling effect sometime recruiting when use create discomfort recruitment address people don't feel comfortable especially the female female cannot apply for that job so that is also one aspect recruit alternatives you should go for recruitment permit hiring is not necessary you can have the alternatives like sometimes people do their own job sometimes they can go for temporary workers or part-time workers people are working already somewhere and then you are asking them even time they can come and do the same job for them your organization or there might be some outsourcing like employed leasing companies there they provide you the in this you take less liabilities you keep your work and you get your work done from others so the alternative is recruitment now the recruitment the process that you are doing should have some characteristics so that the potential candidates are easy for them what can be that recruiters should make it easy to apply make it easy to apply make a good impression make an attractive offer so that people are more comfortable to do it not only this but also provide the feedback or information if they want some extra information your organization should be providing help to them and if in case you have to reject them it should be in a nice way thank you very much you have shown your interest but due to such and such reason you cannot be considered here that is also going to create a good name for your organization now you also have to see how you evaluate the recruitment process it is a very simple way one is how many people have applied for you and what is the quality of those applicants very initial or easy evaluation that you can use is to see the quantity and quality of the application that will show how good you are and how effective your recruitment process was and apart from that there are some technical techniques you can see the yield ratio if you have done the recruitment that means next time and then compare them to see if it is going towards better or decrease that is also one indicator and similarly selection ratio that can also be one indicator which will evaluate here selection recruitment process I think let's stop it here and summarize quickly today we covered sources of recruitment this may internal sources be there or yes external sources to be discussed here and then we also cover the alternative of recruitment now we will be moving to next step and what will be those for next time we have to now we have received some applications we have to screen them and start our selection process so now I believe that you must have an idea about it should be clear now to you what this recruitment is next time we will discuss about screening and selection process and I hope you will go through those chapter before coming for that lecture thank you very much


You need a financial advisor with the freedom to focus on your specific needs. Whatever your goals, Reeve Potter can create a game plan tailored to you. Call Reeve at 432-0777 at Pikeville, Kentucky to learn more. On Tuesday, March 28th, Pikeville police arrested 24-year-old Katie Hurley at the apartment complex on Saad Avenue. She was charged with second-degree assault and endangering the welfare of a minor for attacking her mother with a meat cleaver in the presence of two children. Katie is currently being held at Pike County Detention Center. At around five o'clock this evening, our dispatch center 911 center was called about a possible stabbing at the scholar house apartments. EMS was also dispatched out due to injuries. Officers arrived on scene, and first thing you do is they assess the scene. We've got a violent crime that's happened, whether it be a knife or gun or whatever. So they have to assess the scene first. They find a lady that's been, her arm's been cut, severe wound, lots of blood loss. The EMS has dealt with that. Our officers are assessing the scene. They see a child, two children, one child is covered with blood also. So that steps it up, the stress of, I've got a hurt kid now. The victim was treated and transported to Pike Medical Center for a severe wound. The situation began after an argument regarding cleaning the apartment and custody of the children escalated to violence. Harley fled the scene and soon returned to the apartment where she was arrested without incident. The children were taken into the custody of Child Protective Services. To make sure the neighborhoods are safe, we have that response time. And our city ministration, our chief, they look at those response times. You know, they want us to be within this many minutes, this many minutes. And they look at that and see, how can we better that? How can we do that? We don't have a lot of stabs. We don't have a lot of shootings. But if we do, we can handle them. And that's why they train, train, train all the time. That's what we do. They up our equipment, like I said, they get us stuff to work with. And I've worked here, going on 18 years. And each chief, anything they've asked for to make this a better place, make it safer, make it safer. People visiting, people working here, people that live here, then they do it. And, you know, these people live in, won't work in Pivalry. They should think that, you know, I'm coming to work at a place or living in a place that put us first. And that's the good thing. We put those citizens first. Reporting from Mountain Top News, I'm Nick Colum.