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Recruitment- Job Analysis: The definition of a sales position in terms of specific roles or activities to be performed along with the determination of personal qualifications suitable for the job. Choosing the best person for a job from a field of applicants.- Job Description: A written statement listing the elements of a particular job or occupation, e.g., purpose, duties, equipment used, qualifications, training, physical and mental demands, working conditions, etc. Word picture of the job.- Person Specification: Shows a profile of the type of person needed to do a specific job. Broken down into qualities that are essential and desirable.§ Job Description:· Job title·
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people who have left the company or as the final event in a chain of transfers and promotions following on reorganization. In these cases consideration may be given to the following points:(a) It may be possible to fill the vacancy from within the company.(b) It may be filled by a different kind of employee, e.g. a school-leaver or a part-timer.( c) The job and personnel specifications may need to be revised.2. The Recruitment and Selection ProcessThe recruitment and selection process therefore involves looking for suitable candidate to fill up a position in the organization. It begins when you know you need someone new in the organization either because an existing staff member has left
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Recruitment and selection: Canada, Greece, and ChinaRicky GandhiForDorothy MilardovicStaff Recruitment and Selections HRM7304Introduction"Recruitment is the process of generating a pool of capable people to apply for employment to an organization, and Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job(s), given management goals and legal requirements." (Bratton and Gold 2003: 221)Globalization has resulted in a new more dynamic international workplace. The ability to adapt and respond to customer needs has now become the forefront in global competitiveness for a firm. The
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Untitled
Nowadays, every business organization needs employees to carrying different business activities smoothly and efficiently. Therefore, a personnel planning is an essential activity in every organization. It is an important part of an organization, because a personnel planning is a significant element for the success of the organization in the long run. To achieve an organization planed objective, it must ensure that it has right number and kind of people, at the right place and right time. In order to have the right work and rights of people, recruitment plays an important role.
Recruitment is a process to find employment and motivating them to apply for jobs in an
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Q14)
An assessment centre is basically a process where a group of candidates are assessed to determine their suitability for specific types of jobs with various exercises. Assessment centres can be a useful and effective way of deciding a candidate’s suitability for a job as it will lower the risk of making poor recruitment choices in an organisation that could cost more in the future (SOURCE,N.D). From this, it is more likely that candidates will have a more positive time being interviewed alone at an assessment centre (SOURCE,N.D). When choosing exercises that will be used to asset a candidate’s suitability, the organisation is advised to write a job description and perform a job analysis
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Running head: RECRUITMENT AND SELECTION PROCEDURES REPORT
1
RECRUITMENT AND SELECTION PROCEDURES REPORT
Recruitment and Selection Procedures Report
Recruitment and Selection Procedures Report
School districts in California have a hiring process for both classified and certificated employees. This paper will take a look at the different steps involved in both the recruitment and selection procedures for both classified and certificated employees. It will also analyze and evaluate the difference in the recruitment and selection process between the two categories. This paper will evaluate how this process ensures that the best candidate is selected and helps achieve student and school success
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M1: Compare the purposes of the different documents used in the selection and recruitment process of a given organisation.
In this task, I will be comparing the purposes of the different documents used in the selection process of a given organisation. During the process of recruitment and selection, there were many documents used and analysed during this time. The documents used during this process were a job description, a job advert, a person specification, a CV, a covering letter, a short listing form, an interview checklist and interview questions were also used.
A job description is an outline of all that is needed for a particular position. It contains the job title, the main purpose
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Personal Data Statement
I confirm that all the information I have given is correct.
I am aware that personal data relating to myself (including, where relevant, sensitive personal data*), whether obtained from myself or from any other source, will be retained by SEMESTER RECRUITMENT ('the Agency') for the purposes of providing temporary work and/or employment opportunities and/or training and/or auditing.
I understand and agree that the Agency may pass information contained within and resulting from my application (including references, credit checks and all forms completed by me) to <> and/or Reed Specialist Recruitment Limited (‘Reed'), who act as <> managing agent for recruitment.
I
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International Medical Recruitment and Training
Brief Business Plan
Dr.Shaker Choudhury
Date: 15.10.2017
Background of the idea:
The need for medical professionals in the UK and around Europe is higher then ever before. (Some stats-quote reference And elaborate). I am a Doctor myself working in the NHS and I strongly believe that there is a way to meet this growing demand. There are a huge number of medical professionals who are willing to come to the UK and Europe to work in the medical sector. These highly skilled international professionals would be able to meet the market demand that is required by the European and UK authorities.
However, it is not easy for some one from another country
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objectives. They are there to create, produce and maintain all policies and procedures. And more importantly ensure that procedures are correctly followed and fairly enforced in the work place. There are many duties undertaken by the Human resources department the help the business achieve their goals. I have decided to focus on three areas:
· Recruitment and selection
· Policies and procedures
· Learning and development
Recruitment and selection:
One of the most important functions that the human resources department does is advertising for and attracting the right candidate with the necessary skills, knowledge and experience to drive the organisation forward. This involves ensuring the correct
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Best known for his famous recruitment posters bearing his heavily moustachioed face and pointing hand over the legend, 'Your country needs you', as secretary of state for war at the beginning of World War I Kitchener organized armies on an unprecedented scale and became a symbol of the national will to win.Commissioned in the Royal Engineers, in 1886 Kitchener was appointed governor of the British Red Sea territories and subsequently became commander in chief of the Egyptian army in 1892. In 1898 he crushed the separatist Sudanese forces of al-Mahdi in the Battle of Omdurman and then occupied the nearby city of Khartoum, where his success saw him ennobled in 1898.In 1900 he became commander
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:* Recruitment, retention and dismissal* Working conditions* Health and safety* Training, development and promotionFinanceIn the finance department, people need to manage money coming in and going out of the business and also to keep financial records. They also need to understand these financial records in order to plan what to do next, they need to:* Preparing accounts* Pay wages and salaries* Obtaining capital and resources.AdministrationIn the administration department, people carry out day-to-day tasks. These activities cover:* Collecting and distributing mail* Filing and keeping records* Organising meetings* Cleaning and maintenanceProductionTo make a product or provide a service, a
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It is obvious that the prediction of nursing shortage in the next decade is a reality, but the problem is actually focusing on the supply of experienced nurses in the year 2010. Another issue involves lack of experienced faculty member and the rapid aging of the nurses today. Women have abundant job opportunity that can provide a conducive, safe environment, pension plan, retirement plan, and self worth and respect compared to the nursing profession. Unless these issues are resolved, recruitment and retention of nurses will be affected.Nurses are also faced with ethical dilemma that forces re-evaluating the reason why we entered the profession in the first place. Nurses are forced to choose
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to be turned over to prevent any losses".
Checking if statistics fit the company's goals. Since it has been found that in the past employees were not so great at Maths, Thozama decided to make her own entry test. "Thozama has created her own “entry test” and does not hire anyone who does not pass it."
That is a good change as she adjusted that to meet company's goal.
Thozama used a demographic audit when recruiting. "Thozama assumes that many men do not like to work in administration and that they dislike paperwork, so she only interviews a few and mostly suggests to male candidates that they would not find this kind of work attractive."I suggest that the recruitment should not be
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presently the most updated and comprehensive treatise covering the issue of child soldiers in an international legal context. It focuses on the position that “the recruitment and use of children by armed forces and armed groups has been a focus of international attention and has been widely condemned, yet children continue to be involved in adult wars and to become disabled or die in such conflicts” (Unicef, 2007). In addition to defining children as any person under 18 years of age, it considers the use of child soldiers as a war crime punishable by death penalty. Moreover, it provides guidelines on reintegration and rehabilitation of child soldiers. It is explained that “based on
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). Discrimination against personal characteristics can form in any stages of employment including recruitment, job offers (terms and conditions), employee entitlements, development, salary structure, promotions, and dismissals (Justice 2015). While there are a few common types of workplace discrimination, there is a countless number of discriminating behaviours that still take place in organisations today. In many instances, people do not realise they are a victim of discriminatory practices, and cases go unreported. Some of the effects of these behaviours are employment refusal, denial of employee entitlements, compensation or benefits, denial of development, training and promotion opportunities, or
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basis to ensure a full compliment of tenants within the program.All members of the Program team should be actively involved in recruitment, although the primary leadership for this element lies with the Via Vida caseworker.PRE-SCREENING_____________________________________________ Applicants will be accepted and reviewed by the Via Vida caseworker. Contact will be made with the referring party and information will be collected from the references on the application. To insure complete disclosure, the Release of Information form should be signed by the applicant. It is important that the VERIFICATION OF BENEFITS form be signed, but not filled in (this is filled in by 3rd party verifying
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ranking (e.g. 278th best in the U.S.) and do not use language your audience doesn’t
understand( e.g. you’re one of 786 accredited programs, but do students and parents even
know what accreditation really means?). Instead they were advised to look at the attitudes,
beliefs and lifestyles of today’s 16-year-olds and graduate program prospects, as the right
imagery, language and data points can make or break recruitment success.
Week One Update: No new information on the 30 Vision for Campus Buildings
Week Two Update: Major UND Benefactor Harold Hamm dropped the puck in front of 11,845
hawks fans on Friday January 26th. Did I know who Harold Hamm was before Friday’s game?
Honestly no, I didn’t
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slow growth of raising them. Also, the three-layer model takes advantage of the benefits of the division of labor and tasks through facilities, whereas the two-layer one, might have some challenges managing its facilities, thus effecting its productivity and efficiency, and forming a big risk on the business in general.
Mercy Corps was responsible for vendor recruitment, menu development, training and quality control. However, according to the customer interviews and surveys, customers trusted vendors and valued the quality of the food and its prices. But most customers desired more from the menu, thus concluding that Mercy Corps have well understood and acted well in most of the aspects of the
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Caliphate, as well as
its targeting of ‘near’ enemies, have honed ISIS’ success over Al-Qaeda. Moreover,
recruitment tactics that focus on social media render ISIS more relevant in today’s digital
age.
Al-Qaeda places precedence on targeting the ‘far enemy’ of the West, while ISIS’ enemies
include Shi’a and Sunni moderates within the Middle East (Gerges, 2016, p. 6). According
to Osama bin Laden, the United States is to blame for ‘corrupt local regimes’ plaguing the
Middle East. As such, early al-Qaeda attacks were targeted almost exclusively at
Americans, such as the Yemen Hotel Bombings (1992), various U.S embassy bombings
(1998), and the September 11 attacks (2001). Resulting in the
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understand the causes of these comments. I am seeking to answer the question “why is there a teacher shortage in the United States?”
Participating in individual action research would be the most optimal way to conduct this descriptive research. My intention with this research is not teacher recruitment or retention, rather to answer the question of as to the reasons behind a teacher shortage nationwide.
Once the information regarding the subject has been collected from peer reviewed journals, I plan to gather data regarding this issue from three sources. These sources include, surveys from first year teachers, surveys from former teachers who have voluntarily left the profession and finally
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against each dimension. This is important to determinate staff recruitment and selection.The majority of human resource specialists today will tell you that employee attitude in the workplace is as important as aptitude. Job-specific skills and experience remain, of course, paramount. However, all else being equal, recruitment agencies will look for candidates who display the kind of personality that is best suited for professional success. Let's see five of those winning personality traits that will catch the recruiter's attention. Some of these traits are likely to come through early in the recruitment process.1. Self-motivationA self-motivated employee needs no external pressure or
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of millennials to public service public human resource management should follow several ways. First, they should publish more data and information on the importance retention, recruitment and employee development in their websites. Second, having human capital primary strategies and employment strategies to attract millennials. Finally, advantages program should provide to millennials employee (Viechnicki, P. (2015).
Q2/Put yourself in the place of public employee, either hypothetical or real. As a public employee or a future public employee, how do you wish to be categorized as an “asset,” or a “cost”? Are you a valued and appreciated member of the organization or are you a liability to be
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In 1971, two Purdue undergraduate students, Edward Barnette (now deceased) and Fred Cooper approached the dean of engineering at Purdue University with the concept of starting the Black Society of Engineers (BSE). They wanted to establish a student organization to help improve the recruitment and retention of black engineering students. In the late 1960?s, a devastating 80 percent of the black freshmen entering the engineering program dropped out. The dean agreed to the idea and assigned the only black faculty member on staff, Arthur J. Bond, as advisor.Barnett served as the first president of the BSE. The fledging group gained momentum in 1974, with the direction and encouragement of Bond
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competitive recruitment offer. This cafeteria plan also offers the employer way of getting a big tax break. The employee's don't pay as much taxes so the employer won't pay as much taxes. This is also a good way to keep valuable employees, because you offer a variety of benefits. Also flexible benefit plans can help small employers provide necessary benefits in a way that helps ease rising costs.Some advantages of a cafeteria plan are that it is an excellent way for the employee to pay fewer taxes by allowing a company to deduct the cost of certain eligible benefits before taxes. When existing health benefits are deducted from an employee's paycheck on a pre-tax basis, the employee's take home
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which depends on its capabilities and potential. It is essential for me, the HR manager to have the ability to identify and plan for desired level of competencies. In addition to that, the skill is needed to design appropriate expatriate compensation programs. My firm’s mission and strategy determines its organizational structure, the level of centralization or decentralization and the recruitment strategy of the firm.
The various global human resource activities include normal HR activities like human resource planning, performance management, compensation management, training etc. The HR activities which are specific to global human resource management include expatriate assignment
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, support and ongoing feedback to program staff who deliver the Early Start program
· Conduct performance evaluations that reflect ongoing feedback to the Program Manager and adhere to the agency’s performance management policies
· Link program plans and individual staff performance plans to agency strategic goals
· Investigate any staff incidents, assuring all records are completed and notifying the appropriate authorities, and/or the Program Director or Executive Director
· Implement appropriate documentation and protocol measures, best practices in conjunction with Norwood’s policies and practices, funder requirements and program outcomes
· Participate in the recruitment process, including
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maintaining a competitive edge. Christy Pfost, HR employment manager of St. Mary's Hospital and Medical Center in Grand Junction, CO, during an interview stated, "Employment managers need to look at integrating benefits already available and similar to the organization; maintaining what works for both organizations.," (personal communication). Exempla health care systems and SCLHS have been negotiating such a recruitment and retention plan for nearly two years and are in the final stages for finalizing the plan. Exempla and SCLHS's HR departments are calming employee worries with continual communication of what changes are happening. These two HR departments have unique situations, as both health
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.
Mathematical Ability: Ability to work with math concepts such as addition, subtraction, multiplication and division. Ability to perform arithmetic operations with coins as part of a dollar.
Language Skills: Ability to converse clearly and professionally with various levels of employees and customers and be easily understood. Ability to speak, understand and apply the English language to problem solving situations. Spanish speaking is a plus.
Physical Demands: Ability to use full range of body motion including manual and finger dexterity and hand-eye coordination. Ability to lift no more than 25 pounds at a time.
Recruitment Plan
The recruitment plan will consist of running
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Inspector Makaye’s attitude in depth is race. This force is structural in the sense that it can be embedded in the institutions and structures of social life. Our view of society affects us as individuals and the people around us. (Greenstein, R.2014). In the book we see that Inspector Makaye’s attitude towards his job is bitter because of the racist recruitment and promotion policies of the past. He felt that his race held him back from moving ahead in his career, considering how good he had become at his job hence the explanation as to why he was stuck in the same position for thirty years.
Furthermore, another structural aspect explaining Makaye’s fatalistic attitude is social status
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help four German managers which are about to embark on an 3-5 years overseas project to open an Allianz subsidiary in Russia.
Different factors will have to be taken in consideration such as:
· Differences in cultural patterns and organisational styles between Russian and German employees.
· Language issues and interpersonal styles
· Issues relating to Environmental factors in the host country
· Issues relating to recruitment, training and development and performance management in the host country.
Allianz AG was founded in Berlin on 5 February 1890 by then director of the Munich Reinsurance Company Carl von and Wilhelm von Finck (co-owner of the Merck Finck & Co bank). The joint company was
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are with unions. Therefore, not all organizations have labor relations as part of their human resources systems. The union is an organization that represents employees in collective bargaining with the employer. Unions are also a source of recruitment. The National Labor Relations Act, which is also known as the Wagner Act was established by the National Labor Relations Board. The National Labor Relations Board oversees labor relations by conducting unionization elections, hears unfair labor practice complaints, and issues injunctions against offending employers (Mason, 1991).
Organizations that recognize the suitable employee relation's policies, strategies, and practices will have an
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the workers. These guidelines apply to everybody from the bottom of the association and must be followed by everyone.
· Recruitment and Growth are dependent upon Technical capabilities.
· Just Bureaucratic or legitimate power is given significance.
The above features are what makes the bureaucratic management the way it is. It gives much importance to the division of appropriate power and responsibilities which should be handled with the help of a chain of command. This chain of command should be constructed in such a way that information can be enabled to flow efficiently and effectively. The theory also gives importance to the ownership of assets of the organization and keeps its view
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HSC Business Studies Danny Chen
1
Kmart Human Resources Processes
Executive Summary
The processes of human resources management (acquisition, development,
maintenance, separation) are essential to business success. This report will analyse the
ways that Kmart Australia have achieved business success through the strategies of:
• Pre-recruitment job screening online to identify key desired attitudes/traits of
potential employees that align with the customer service goals of Kmart and its
corporate culture.
• The training process of Kmart employees onsite to gain practical experience
and expertise of existing employees as it saves
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assignment will discuss the strategies that ADIDAS use.
2.1) Talent management
Talent management refers to retain the employee in the ADIDAS. So, ADIDAS use this strategy to develop the old employees that have the opportunities to their career. By using this strategy ADIDAS able to hold the quality employees stay in the organisation and built up the loyalty of the employees. Besides that, talent management also include recruitment. Recruitment refers to the process of recruit and selecting the qualified new people that in order fit to the job
2.2) Employee-oriented leadership
Employee-oriented leadership refers to the communication between the manager and the subordinates. By using this strategy
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% were not. Blacks and Hispanics were more likely to be in favor of the procedure than whites. (USATODAY)The actual expression "affirmative action" was initially used in President Lyndon Johnson's Executive Order #11246, which required each federal department to develop a "positive program of equal employment opportunity" regardless of race or color. It also required federal service providers to take "affirmative action" to guarantee non-discrimination in hiring, recruitment, rates of pay, and promotion. Johnson amended Executive Order #11246 in 1967 to incorporate affirmative action for women (Legal History)One of the fallacies about affirmative action is that it allows unqualified
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and recruitment of personnel, my social identity as a person with education and experience in marketing influenced the data that I selected. I was confident that my years of experience gave me the authority to choose the "right people" in order to get the intended results. I also believed that marketing for both companies would have similar requirements. Understanding that my position was new in the company, my other deduction was that I had the authority to determine the best or most suitable for the new Department.While the recruitment process progressed, I started the development of a marketing plan. I based my plan on some of the models I learned in my Masters program, and I
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agencies and employee leasing). This is due primarily to the increased demand for temporary employees from U.S. businesses that want more flexibility in staffing and more control over labor costs. Additionally, as temporary and leasing agencies provide more training for the employees that they place with companies, this has made use of such agencies more attractive to many companies. A related reason for increased demand of such agencies is that many core employees are hired after a stint as temporary employees, which reduces recruitment and staffing costs for the companies utilizing temporary agencies. These contractual labor arrangements have also contributed to the growth of management services
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businesses responsibilty, environmental and ethical responsibility. Issues like improper treatment of workers, environmental damage, and physical danger are all expressed and warned. There is much pressure on companies to operate in an economically, socially and environmentally sustainable way. CSR is important to recruitment and retention, particularly within the competitive market today. Potential hires are required to learn about a AppleOne's CSR policy during an interview and having a comprehensive policy can be an advantage to management planning.AppleOne operates a business based on ethic values, and they expect ethical values from the people they work with. They provide utmost, excellent
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CEO. The CFO has also been given the opportunity to meet the board members along with many customers of the company by sitting in on meeting and talking with customers."Part of the reason for the trend towards recruiting the CFO who can behave as strategic partners is that the investor community looks much more critically at the business performance and management strengths and weaknesses of corporate. Say Ian Butcher, finance director at UK recruitment firm Whitehead Mann Group: "The two most visible people in the company to the investor community are the chief executive and the finance director." How a CFO can graduate to CEO; Corporate Finance; London; Jun 1999; by Janine BrewisThe cons for
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Potential Responses
STAFF MIA
Illness, Death/Injury, Staff leaving
Provide free flu vaccination and health checks for staff (Mitigate) Provide OHS Training (Mitigating) Lock staff into contracts (Avoid). Have contract with recruitment agencies for staff replacement (Mitigate). Get Insurance (Transfer)
Unplanned service outages "Downtime"
No formal change management strategy in place.
Design and implement change management policy/process (mitigating)
Quality of Service/Product Delivery
Supplier failure of quality procedures
Supplier – Quality Testing Plan. (Mitigate). Invoke Contract/ Penalties (mitigate) Internal – Quality Testing Strategy Plan (Mitigate) Training on Quality Testing procedures. Processes (mitigate
Price Fluctuation in Product/ Service Cost
Downturn in Money Market/ Globalized Economy
Fixed Price contracts with suppliers.( Mitigating/Avoiding) Buy Local (Mitigating )
Failure of supplier Product Service Delivery
Insolvency
Due Diligence Reputable Suppliers Strict Contracts(mitigating)
8.0 Exhibits
Exhibit A: Financial Analysis
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program did not. Unfortunately, as of November 2014 the immigration, refugees and citizenship Canada (IRCC) stopped issuing new live in care giver program work permits.
The workers in the temporary foreign worker’s program face many issues coming and working in Canada, these workers are forced into low quality jobs without income security. Many of these workers have been placed in vulnerable, unsustainable and health threating environments, inadequate housing conditions, poor access to health care, inability to collective barging, illegal recruitment fees and there have been reported cases of violence and sexual abuse. Many of the workers especially those in the agricultural program are tied to
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success of an organization.
In addition, consequences such as loss of time and profits should not be
overlooked.
Workplace diversity management
Some of the issues of workplace diversity include a lack of management
support, recruitment, and staff training. First, in order to successfully
implement diversity, the program must be approved by the company's board
of directors. Without comprehensive management support, there is no
workplace diversity strategy. Second, the company's human resources
department must implement strategies developed by senior management,
including policies and procedures related to recruiting and training qualified
employees. This means recruiting new employees to get the
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employment situation in which every individual has access to employment and its benefits. EEO refers to the outcomes of human resource management policies and practices and employee and management behavior. The creation of EEO has both a long-term and a short term agenda. The long-term agenda involves a transformation of organizations and a review of the processes associated with the creation and use of power by some groups. The short term agenda involves the implementation of new measures and policies which attempt to remove bias from procedures such as recruitment and promotion.Equal Employment Opportunity (EEO) is about: making sure that workplaces are free from all forms of unlawful
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the role of "enabler", "empowerer", and "facilitator", (Baker, D. 1997). In essence, SHRM requires a holistic approach, with not only an internal integration between personnel systems (recruitment, selection, rewards mechanisms, appraisal performance management), but also an integration between those systems - summarised in an HR strategy - and the organisation's business strategy overall. Thinking holistically about HRM may lead to a greater degree of success simply because changes envisaged in one area of an organisation (e.g. structures) are more likely to work because all the knock-on effects of such a change have been considered (e.g. recruitment, selection and induction policies).Key
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attitudes about affirmative action programs. One way of doing this could be by showing what things would be like without affirmative action in place. Highlighting the activities of affirmative action that lead to the positive perception may increase the likelihood of shifting the negative attitude to positive. Activities such as ensuring women and minorities are included in training programs and considered for management positions, encouraging to women and minorities to participate in organization’s recreational and social activities, and accessing recruitment sources that are more likely to draw women and minority applicants can help shift the negative perspective of affirmative action (Konrad 1995
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morning sales for whole company.
HR department started to develop strategic plan to resolve current problems in X Coffee. Their first step was to identify external and internal factors to understand the issues. At this point PESTLE and SWOT analysis were used.
PESTLE analysis is there to identify and provide summary of external environmental influences on an organisation or policy. Pestle stands for ‘Political, Economic, Social, Technological, Legal and Environmental’ factors. X Coffee has least control over those factors and as the wider environment is ever changing, organization needs to compensate for changes in those factors.
POLITICAL
Brexit had impact on recruitment in X Coffee.
Pressure
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cause of police brutality and misconduct is the amount of stress that is put upon the law enforcement official. Law enforcement officials who are accused of police brutality are required to attend a civil court hearing with a judge and a jury present. Most of the time, the jury will find the officers not guilty, or guilty of a lesser crime.
The extent of police brutality can be improved through the training of police officers and racially integrated departments resulting in the decline of police violence. Many ways to correct police misconduct have evolved. Such corrections include sufficient training, recruitment, and integration. In recruitment, tighter screening and background checks could
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radicals. These groups seek religious and political dominance, regardless of the intimidation, torture, terror and murder they implement to obtain that dominance, with many having ties to the Al Qaeda network. The growing influx of Christian refugees into Southeast Asia poses a threat to these extremist groups, prompting them to take violent political action. The action taken by terrorist groups has grown so exponentially that the prime minister of Singapore, Lee Hsien Loong, has called Southeast Asia a “key recruitment area for ISIS.”
Historically, the existence of various extreme religious groups within Iraq has created an environment filled with intimidation, violence, takeovers
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failed to overturn the law. Anita Bryant claimed, "They [gay/lesbians] can only recruit children, and this is what they want to do [and] some of the stories I can tell you about child recruitment would turn your stomach" (qtd. in Ferrero, Frecker, Foster 7). In her journey across the state of Florida, Bryant did several campaigns that involved political speeches and concerts with the purpose of persuading Floridians to support the policy that bans gay adoption in Florida (Ferrero, Frecker, Foster 7). Furthermore, without any substantial evidence, the singer continued to assert that homosexual were not only unfit parents but they were also child molesters (Ferrero, Frecker, Foster 7). Many myths
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