Q: Forgiveness is a personal choice, to be made for personal reasons, and on your own timeline. Consider your feelings, and whether you feel ready and willing to forgive. Don't let others push you into forgiving if you aren't ready. It's okay if you aren't ready to forgive them yet. You're allowed to take your time. Take care of yourself and assess the damage first. Then consider forgiving once you feel ready. It's okay if you never want to forgive them. Forgiveness should be done freely, not because you feel like you have to. Everyone heals differently, and it's okay if forgiveness isn't part of that process for you. Focus on what works best for you. Forgive your parent for your own benefit, not theirs. Do it so you can reclaim your life and let go of any poisonous anger you've been holding onto. Forgiveness is a personal choice to let go of the hurt they caused, and not let it damage you anymore. Here are some examples of bad reasons to forgive: Because someone else said you should. Forgiveness is deeply personal. Your abuser may manipulate others into trying to get you to forgive them. People with no experience of abuse may naively suggest that you re-establish the relationship, not realizing that this could be terrible advice. Because you think it will fix things. Your actions won't turn your parent into a better person. They would need to make that choice themselves. Don't expect an apology or a better relationship to automatically happen after you forgive them. Because you hate being upset. Difficult feelings are important to process. You need to experience your anger, sadness, fear, and other tough emotions on your own timeline. Don't push yourself to forgive if you aren't ready yet. It's not healthy to bottle up your feelings or sweep them under the rug. Because you think you owe them. Just because they have changed (or "changed"), or they now need someone to care for them, doesn't erase all the harm they caused. You don't owe someone your forgiveness. If someone abuses you, that erases any obligation you have to them. Forgiving your parent doesn't mean you think their abusive behavior was OK, and it doesn't mean you would let it happen again. Let go of your anger and bitterness, but don't downplay how the abuse affected you. Similarly, you shouldn't put yourself in harm's way in the name of forgiveness. Keep yourself safe, especially if they've shown that they are willing to hurt you again. Nobody deserves to be abused, and that includes you. Protect yourself first. Worry about forgiveness after you are safe (physically and emotionally). You do not have to have a relationship with your parent if you do not want to. If you do want to keep your parent in your life, do it on your own terms. Decide how often you'll see them and let them know how you want to be treated. Be prepared to defend your boundaries or distance yourself if your parent challenges you. For instance, if you've told your verbally abusive mother that you won't talk to her if she starts saying cruel things, you may have to hang up the phone on her a few times before she starts respecting your wishes. If your parent refuses to put any effort into changing the relationship, your best option may be to cut them off. Forgiving someone doesn't mean you have to make them part of your life. Even if your abusive parent is elderly, you are not obligated to take care of them. Work with other family members to make other arrangements for them. It's important that you protect yourself, even if your parent tries to make you feel guilty. Abuse negates responsibility. You have no responsibility to care for your abuser.
A: Keep in mind that you don't have to forgive your parent if you don't want to. Forgive your parent for the right reasons. Know that forgiving someone does not mean condoning their behavior, or trusting them. Set limits on your relationship with your parent.

Q: Before doing anything else, make a list of the competencies, abilities, and characteristics required to perform the role you are hiring for. Be as specific as possible and ask yourself if each part is really important to performing the required tasks. Hiring the right employees means hiring people who can do the job well, rather than hiring someone based on how they look, sound, or move. For example, while a person in a wheelchair might not be suitable for a position that requires active mobility, most positions would be suitable. Don't exclude someone until you are sure that they cannot perform the job to company standards. There needs to be a thorough understanding of the company's culture and management style before defining the proper recruitment and evaluation process. This includes a definition of the employee's style and goals. For example, a corporate culture that focuses on the bottom-line exclusively with an autocratic management style is looking for one kind of employee while a company that balances all stakeholders might prefer those who work comfortably in teams. Very often, the first exposure you have to a candidate will be their resume and other application materials. In order to make sure that you get the best candidate possible, you need to study and pay attention to the details of the candidate's application materials. There are a number of things you can glean from their application. Look for typos, spelling mistakes, formatting issues, and more. These problems can be indicative of a lazy or unqualified candidate; however, don't eliminate a candidate for a typo or two. Use this information to evaluate the candidate on the whole. Has the candidate put together a personalized application that is tailor fit to your company? Look for specific mentions of your company and anything that suggests the candidate has read up on your company. These may be evidence of a candidate who is very engaged and interested in the position. Has the candidate included all relevant information, such as dates of employment and dates of education? If they have not, they might be trying to gloss over something that could hurt their candidacy. Once you have the applicant's resume, look through it to figure out their level of education and/or training. This is particularly important for entry-level workers without much or any work experience. Make sure that their education or training is up to the standard required for the position. This may be a degree, grade point average, or professional certification. Once you've assessed their education, look for other indications of leadership, relevant activities outside of schoolwork, and awards that could otherwise speak to their character. If the applicant has relevant work experience, you should focus particular attention on the candidate's job history. This is extremely important as it will provide you with a lot of information about their ability and commitment level. Note any special achievements or awards for exceeding sales goals or breaking company records. These are all signs that the prospective employee has high standards of performance and pushed him or herself to excel. Does the candidate move from position to position very often? This could suggest they don't get along with their coworkers, or that they have a commitment issue. Has the candidate advanced in their career? If the candidate has moved up very quickly and has gained higher compensation and more responsibilities, this could be indicative of someone who is a go-getter and is top candidate material. Has the candidate had a lapse in employment or have they been out of the industry for an amount of time? There are many reasons why someone might have gaps in their resume. Make sure to get the full story before holding an employment or industry gap against them. A person with a disability, for instance, may have gaps in their employment history due to employer stereotypes, but this person may still be an excellent employee given the chance. One of the most important steps in finding the most qualified candidate is to contact their professional references. Once you contact professional references, you will be able to gather more information about the candidate's abilities and commitment. References may be able to tell you about general disposition and whether the employee consistently pushed to succeed, as well as any issues caused in the workplace like harassment or violence. Make sure to call and talk to the reference in person for the best results. Make sure to compile a list of questions for the references before you contact them.
A:
Define the job requirements. Study their resume and application. Look at the applicant's education or training. Review job histories. Contact references.