Judgment Day: Intelligent Design on Trial 10 of 12

Dear viewer, please read the description before placing a comment, thank you for all your support . If you are a creationist read the following instructions: 1st please get a real job, 2nd do some research, 3rd educate yourself, 4th read some books, 5th acquire some culture and knowledge, 6th then make a comment. Thank you. Description: Judgment Day: Intelligent Design on Trial is an award-winning NOVA documentary on the case of Kitzmiller v. Dover Area School District, which concentrated on the question of whether or not intelligent design could be viewed as science and taught in school science class. It first aired on PBS in November 2007 and features interviews with the judge, witnesses, and lawyers as well as re-enacted scenes using the official transcript of the trial. Judgment Day was produced by NOVA and Vulcan Productions in association with the Big Table Film Company. The senior executive producer was Paula S. Apsell, the executive producer was Richard Hutton, and the producers were Joseph mcmaster, Gary Johnstone, and Vanessa Tovell. The senior producer was Susanne Simpson. Johnstone and mcmaster served as directors, and mcmaster was the writer. In April 2008 the documentary won a Peabody Award. It won the 2008 Science Journalism Award presented by the American Association for the Advancement of Science to honor excellence in science reporting. The documentary was praised by Nature, and described as accurate by the National Center for Science Education. Variety ...



http://www.youtube.com/watch?v=MbgoJuC1gUI&hl=en

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How to implement a Performance-Based Behavioral Interview - Hiring Emotionally Intelligent People

The implementation of an effective pre-employment interview requires much skill and preparation. You want to interview candidates to assess their technical competence and, above all, their emotional intelligence and social intelligence. A poor hire can have your company a lot of money and unnecessary suffering for all involved.

Important points for an effective interview:

Successful work behavior requires a combination of work andDealing with people.
The single best predictor of future behavior is past behavior of applicants.
Stay focused and aware.
Overcoming emotional reactions and remain under control.
Listen 80% of the time.

Preparation is the key to a successful, effective interview:

1. What is a Job Analysis. Identify critical success factors or job-specific skills.

2. Create a job description, what work needs toperformed.

3. Read more candidates CV and letters of recommendation.

4. Decide how long should the conversation, usually 30-60 minutes.

5. Write job-specific competency issues. Example: Tell me how your computer uses to achieve a qualification

specific business objective?

6. Write Emotional Intelligence Competency questions. Example: Effective team members are able to deeply listen to others and

appreciate knowing what their team-matesExperience and feeling. Can you tell me about a time when you can learn,

to really understand an employee? (Empathy).

7. Enter problem behavior would be (to frustrate a competent person) on job evaluation sheet.

Example: Can deal with conflict

8. Decide whether a work sample is required and how to map out the skills.

9. Embed valid, reliable and job-testing prior to employment.

During the interviewProcedure:

1. Specific issues related to vocational qualifications, education, competence issues that have prepared you.

2. Ask interpersonal skills competency questions. Emotional Intelligence Competency questions are

70% of all interviews, supplemented by other types of questions.

3. Take notes, including possible problematic behavior.

4. Note: areas for personal and professional development.

5. Call references.

6. Fill aEvaluation sheet, including rent reviews on the general impression, social skills and discipline-specific

To hire skills, work simulation observations, test results, references and recommendations.

Hiring Decision:

1. Each member of the survey team of equity analysis of the work of candidates in relation to skills and other job data

to the recruitment manager and a final decision is taken.

Are you a good selection of hiring decisionsPeople who are emotionally intelligent and a good fit with the corporate culture?

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