Awwwww....kitties in love! I have had WAY too much of that around here! We have NINE cats whom are all (but one) related! Meesha is our "queen" and "ground zero" of kitty town around here! We then have two of her babies, two of her grandkitties and 4 great-grandkitties. Plus ONE kitten that we found and have now taken in to our home. THANKFULLY we finally had the money to get them all "fixed" so no more kittens for our family! I think that the nine we have (4 of which are NOT ours but our daughters and staying with us temporarily) are WAY more than necessary! However, if we were the ones who allowed them to be brought into this world, I felt like it was our OBLIGATION to raise them....and not give them away or to some "kill shelter!"
As I tell my kids...learn from my WORDS, not by my example! Spay and neuter your kitties (and dogs!) :)
Great puzzle and 100% logical! Had fun! Thanks! ~:)
Can cats even fall in love? I agree with you tho, we should all neuter our pets & also rescue them from those kill shelters. I dislike cats so they always come to me!!
A cat, a flask of poison, and a radioactive source are placed in a sealed box. If an internal monitor (e.g. Geiger counter) detects radioactivity (i.e. a single atom decaying), the flask is shattered, releasing the poison, which kills the cat. The Copenhagen interpretation of quantum mechanics implies that after a while, the cat is simultaneously alive and dead. When one looks in the box, one sees the cat either alive or dead not both alive and dead. This poses the question of when exactly quantum superposition ends, and reality collapses into one possibility or the other.
Perhaps unconventionally, I often think about Schrodinger?s Cat on a typical recruitment day. In many ways, it feels oddly relevant.
At Twelve Recruitment, we put a lot into our candidates, from the first call, meeting, coaching pre-interview and discussions post interview we try to add as much value as possible to the candidates (and clients) we work with.
Once a candidate walks through the doors of our client?s shiny City office, jumps in the lift and presents themselves with the confidence and hope that comes with the interview journey at reception, they are on their own.
From this minute we start counting, the minutes our candidate is in an interview and the minutes before they call with their feedback. At this point, they could either have the dream job or not quite made the grade, and the search continues ? both ?dead and alive' as Schrodinger would see it.
This always reminds me the key difference between a product-based sales job and a recruitment role, as it's the human factor is what makes it so exciting, unpredictable and slightly scary all in one.
Our ?product? is not off the shelf, it walks and talks and has feelings. The best days I remember are the ones where one of my candidates goes in for an interview, doesn?t call me for hours and re-appears hours later, often from the steps outside my client?s local pub, exclaiming that they?ve been in the interview process all day and have got themselves the job all in one fell swoop.
The other thing it reminds me of is the challenge, resilience and guts you need to have to work in recruitment, perhaps it's an anomaly of doing mainly Graduate recruitment that we get to know our candidates and in doing so, feel a responsibility towards them and their career success.
Often, the first real job post-graduation is a big, exciting step and at Twelve Recruitment, we feel part of it. We tend to try and arrange multiple interviews for candidates, based on their personal goals, so they have a chance to compare companies and make informed, fact-based decisions on where they want to work.
So our temporary nerves over how they have done in the interview need to be dealt with, we need to move on and look to the next one. And, if they are a good candidate, we will back them all the way.
The way in which we select the clients we work with is really a reflection of what our candidates want, we build relationships with recruitment companies who train their staff, give them a chance and offer good career advancement, and in this way, we aim to work with top cats and the best boxes you can find.
As I tell my kids...learn from my WORDS, not by my example! Spay and neuter your kitties (and dogs!) :)
Great puzzle and 100% logical! Had fun! Thanks! ~:)
A cat, a flask of poison, and a radioactive source are placed in a sealed box. If an internal monitor (e.g. Geiger counter) detects radioactivity (i.e. a single atom decaying), the flask is shattered, releasing the poison, which kills the cat. The Copenhagen interpretation of quantum mechanics implies that after a while, the cat is simultaneously alive and dead. When one looks in the box, one sees the cat either alive or dead not both alive and dead. This poses the question of when exactly quantum superposition ends, and reality collapses into one possibility or the other.
Perhaps unconventionally, I often think about Schrodinger?s Cat on a typical recruitment day. In many ways, it feels oddly relevant.
At Twelve Recruitment, we put a lot into our candidates, from the first call, meeting, coaching pre-interview and discussions post interview we try to add as much value as possible to the candidates (and clients) we work with.
Once a candidate walks through the doors of our client?s shiny City office, jumps in the lift and presents themselves with the confidence and hope that comes with the interview journey at reception, they are on their own.
From this minute we start counting, the minutes our candidate is in an interview and the minutes before they call with their feedback. At this point, they could either have the dream job or not quite made the grade, and the search continues ? both ?dead and alive' as Schrodinger would see it.
This always reminds me the key difference between a product-based sales job and a recruitment role, as it's the human factor is what makes it so exciting, unpredictable and slightly scary all in one.
Our ?product? is not off the shelf, it walks and talks and has feelings. The best days I remember are the ones where one of my candidates goes in for an interview, doesn?t call me for hours and re-appears hours later, often from the steps outside my client?s local pub, exclaiming that they?ve been in the interview process all day and have got themselves the job all in one fell swoop.
The other thing it reminds me of is the challenge, resilience and guts you need to have to work in recruitment, perhaps it's an anomaly of doing mainly Graduate recruitment that we get to know our candidates and in doing so, feel a responsibility towards them and their career success.
Often, the first real job post-graduation is a big, exciting step and at Twelve Recruitment, we feel part of it. We tend to try and arrange multiple interviews for candidates, based on their personal goals, so they have a chance to compare companies and make informed, fact-based decisions on where they want to work.
So our temporary nerves over how they have done in the interview need to be dealt with, we need to move on and look to the next one. And, if they are a good candidate, we will back them all the way.
The way in which we select the clients we work with is really a reflection of what our candidates want, we build relationships with recruitment companies who train their staff, give them a chance and offer good career advancement, and in this way, we aim to work with top cats and the best boxes you can find.
You?ve gotta open the box eventually!