Thursday, November 04, 2021

4 things to know before googling health issues

 I am not afraid of lawyers as I used to be. They are lambs in wolves' clothing.

-- Edna St. Vincent Millay

After almost three weeks of searching, police yesterday found the four-year-old in a house and took into custody a 36-year-old man they are expected to lay charges against

Methodical analysis of thousands of pieces of information and data helped police discover the "needle in the haystack" that led them to Cleo Smith.

How WA Police 'joined the dots' to find Cleo Smith alive in Carnarvon house

Carnarvon man Terence Darrell Kelly charged with abducting Cleo Smith

Cleo Smith's family spent 'all night in the same room'

13 of the Best Vintage-Filled House Tours We’ve Ever Seen

4 things to know before googling health issues - Mashable: “After more than a year and a half of hobbling through a pandemic, we’ve learned to depend on public health information like never before. And we’ve become accustomed to getting it whenever — by scrolling on Instagram, reading a news article, Googling, or maybe all three. “Across all age groups, everyone is relying on the Internet more and more as a resource for their health information,” says Dr. Austin L. Chiang, a gastroenterologist and assistant professor of medicine at Jefferson Health (Thomas Jefferson University Hospitals) in Philadelphia who has almost half a million followers on TikTok

There is so much of that info out there, and we have the power to choose where and when we get it. That’s a good thing…but it’s not without its problems. One issue, Chiang says, is that not all content is created equal. For example, since the first cases of COVID-19 were documented in 2019, leaders from China, Iran, Russia, and the U.S. have all played their part in mis- and dis-informing media and the public for political ends. In the U.S. alone, there has been much back-and-forth on whether to take the pandemic “seriously” (which everyone should); whether the virus becomes less contagious in warmer weather (which isn’t supported by the data); whether masks even “work” (they do); and so on. 

Kitenge, Erick and Trautman, Lawrence J., The Research and Writing Template (August 26, 2021). Available at SSRN: or 

“While every business school discipline (accounting, business law, communication, economics, entrepreneurship, finance, management, marketing, organizational behavior, and strategy) each possess scholarly trends and momentary fashion, scholarly research and writing has developed over the years in a manner that lends itself to some useful generalizations. 

“With so many voices screaming,” wrote Dr. Matt Morgan, who works at the University Hospital of Wales, in an open letter to patients in November 2020, “it’s hard to hear the whispers that really matter.” What if we could hear the whispers over the screams? What if everyone had the tools to spot junk science? Stronger media literacy and science understanding could have prevented very preventable suffering and death. As we come up on its two-year anniversary, the pandemic could still do some good — if we take the time and energy to learn from it. To start, three medical experts share what they would advise their own patients to do while searching for health information online…”

The New York Times Opinion – “Even as cases decline again and vaccination numbers rise, a once-unthinkable idea is breaking through any assumptions that we would vanquish Covid-19. Dr. Anthony Fauci laid it on the line at a White House press briefing this month: “It is going to be very difficult — at least in the foreseeable future and maybe ever — to truly eliminate this highly transmissible virus.” That SARS-CoV-2 could be with us forever is a dark thought. But pulling that mental lever may be just what we need to organize effectively for the very long haul, dramatically improve our pandemic response and embed safeguards into our everyday lives. “It’s an unpleasant message,” said Dr. Matthew Hepburn, who, since we spoke, has become a special adviser at the White House Office of Science and Technology Policy. “We all want it to be over. But contingency planning for long-term response is absolutely essential.” 

Indeed, optimism could serve as “one of the biggest obstacles” to making those plans, said Dr. Jeremy Farrar, the director of Wellcome, a global health foundation headquartered in London. If we think Covid-19 is going away, then we will drop our guard and not make essential investments now. Rather than debate how to end the pandemic, we need to debate how to live with it. “We have to start thinking, planning and coming to grips in every way that this is now a human endemic infection and it’s never going to go away,” said Dr. Farrar…”

Hiring in the Great Resignation – 2021 State of Tech Salaries

“We’re in the middle of the Great Resignation where employees are quitting their jobs at record-setting rates. During the COVID-19 pandemic, many entered a period of reflection, reevaluating their career paths with newfound perspective. Some people vowed never to work from an office again, while others sought out better benefits and work-life balance. This has led to high employee turnover and a spike in demand for top tech talent. In this fluid candidate job market, companies must rethink their recruiting and hiring strategies and reframe staffing challenges as opportunities for innovation. What benefits should they offer to attract and retain talent beyond competitive salaries? 

How should they restructure compensation plans, e.g. based on cost of living, as they shift to more flexible work models and hire across the globe? And finally, what matters most to employees when it comes to their careers and what are companies still missing or falling short of? Companies can’t afford to sit back and expect talent to come to them – they need to take proactive steps to attract, employ, and retain top tech talent in this competitive market. 

In this year’s State of Salaries Report, we took a close look at Hired’s marketplace data to uncover how and why salaries have changed – specifically with the spike in remote work – since the beginning of 2020 and how demand for tech talent has shifted across different markets. We also gained valuable insights from over 1,200 tech employees to provide companies with answers to the above questions and guidance on how they can adapt to meet changing candidate preferences, revamp their hiring strategy, and thrive in the Great Resignation era…”