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QUITO — Ecuadorian presidential candidate Fernando Villavicencio was shot and killed Wednesday by unidentified gunman while at a political rally in the country’s capital of Quito, President Guillermo Lasso said.
The killing comes amid a startling wave of violence in the South American nation, with drug trafficking and violent killings on the rise.
“I assure you that this crime will not go unpunished,” Lasso said in a statement. “Organized crime has gone too far, but they will feel the full weight of the law.”
The politician, 59, was the candidate for the Build Ecuador Movement. He was one of the most critical voices against corruption, especially during the government of former President Rafael Correa from 2007 to 2017. He filed many judicial complaints against high ranking members of the Correa government.He was married and is survived by five children.
Early accounts show that several others were injured from shrapnel, though authorities did not confirm how many.
The first Republican presidential primary debate will feature 8 candidates on the stage, the Republican National Committee announced Tuesday.
The debate, which Fox News will host on Wednesday at 9 p.m. ET in Milwaukee, Wisconsin, will feature North Dakota Governor Doug Burgum, former New Jersey Governor Chris Christie, Florida Governor Ron DeSantis, former UN Ambassador Nikki Haley, former Arkansas Governor Asa Hutchinson, former Vice President Mike Pence, Senator Tim Scott of South Carolina, and Vivek Ramaswamy, the RNC has confirmed.
To make the stage, candidates were required to reach 1% in three national polls, or 1% in two national polls and two state-specific polls from the early voting states of Iowa, New Hampshire, South Carolina and Nevada.
Additionally, to reach the debate stage, candidates were required to have 40,000 unique donors to their campaign committee (or exploratory committee), with "at least 200 unique donors per state or territory in 20+ states and/or territories," according to the RNC criteria.
THE STAGE IS SET FOR THE GOP DEBATE! SIGN UP NOW TO WATCH LIVE ON FOXNEWS.COM
Here's which candidates have met certain RNC requirements for the first Republican presidential debate. (Fox News )
The candidates were also required to sign a pledge agreeing to support the eventual Republican presidential nominee; agreeing not to participate in any non-RNC-sanctioned debates for the rest of the 2024 election cycle; and agreeing to data-sharing with the national party committee, the RNC noted last month.
Former President Donald Trump has refused to sign such a pledge, despite meeting the rest of the debate criteria.
From left to right: Former Arkansas Gov. Asa Hutchinson, North Dakota Gov. Doug Burgum, entrepreneur Vivek Ramaswamy, former New Jersey Gov. Chris Christie, and former Vice President Mike Pence. (Scott Olson, Michael M. Santiago, Mario Tama, Ting Shen/Bloomberg via Getty Images)
CLICK HERE TO GET THE FOX NEWS APP
The first presidential debate of the 2024 election cycle will air on Fox News, and Rumble is the online live-streaming partner. Young America’s Foundation is also a partner in the first debate.
Fox News' Paul Steinhauser and Brandon Gillespie contributed to this report.
The Different Steps & Statuses in HCM Recruiting
Below are all statuses possible in HCM Recruiting, with some notes for each.
Requisition Status & Status Details
Draft - Hiring Manager or Hiring Manager Assistant has initiated a Requisition and saved it. Recruiter will need to complete the requisition, review it and submit it for approval.
Pending - Recruiter has submitted the Requisition for review/approval, which is in progress.
- Approval - Pending- Requisition is pending approvals - please review appropriate report to locate where the requisition is in its approvals.
- Approval - Rejected- Requisition has been rejected along the approval chain. Hiring Manager and/or Hiring Manager Assistant should view the Progress tab to see any notes or comments. HM/HMA will need to redraft the requisition (using the actions button), make appropriate edits and resubmit (SAVE AND CLOSE) for review/approval.
Job formatting - In Progress - Recruiter will format the job and either post it for the intended time-frame or mark it as Open for Sourcing for direct hires.
Open - Requisition has been reviewed by the Recruiter and is currently posted.
- Posted - Requisition is currently posted.
- Not Posted - Requisition is currently open for direct hire.
- Unposted - Recruiter/System has unposted the requisition.
- Expired - Posting parameters have been met, and the job is no longer posted for applicants.
Filled - The number of openings has been met and candidate's for this requisition submitted and processed.
Canceled - Requisition has either been canceled by the Hiring Manager, Hiring Manager Assistant or Recruiter due to failed pool, duplicate requisition or other potential unfixable error with the requisition.
Deleted - Requisition was created in error and has been deleted by either the Hiring Manager, Hiring Manager Assistant or Recruiter.
Benefited Requisition - Candidate Step & Status Details
Screen (Requires Approval)
- To be Reviewed by Hiring Manager - The candidate has applied for the requisition and needs to have their application reviewed by the Hiring Manager and/or Search Committee.
- Request Approval to Interview - Hiring Manager or Assistant marks candidates for review in the system and has provided the completed screening matrix to HR for review.
- Approved to Interview - The Hiring Manager has provided the matrix to HR and may move forward with 1st round interviews.
- Rejected by Employer - Hiring Manager or Assistant marks candidate that is no longer being considered.
- Withdrawn by Candidate - Hiring Manager or Assistant marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Interview
- Interview to be Scheduled - Hiring Manager or Assistant needs to schedule interviews.
- Interview Scheduled - Hiring Manager or Assistant has scheduled interviews.
- Interview Successful - Proceed to Reference Check - Hiring Manager or Assistant indicates 1st round interviews are completed, and the candidate is moving forward in the process.
- Additional Interview to be Scheduled - Hiring Manager or Assistant indicates candidates progressing to a 2nd round of interviews.
- Additional Interview Scheduled - Hiring Manager or Assistant indicates 2nd round interviews are scheduled.
- Additional Interview Successful - Proceed to Reference Check - Hiring Manager or Assistant indicates 2nd round interviews are completed, successful and moving forward in the process
- Rejected by Employer - Hiring Manager or Assistant marks candidate that is no longer being considered.
- Withdrawn by Candidate - Hiring Manager or Assistant marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Reference Check (Recruiters Only)
- Proceed to Reference Check - Hiring Manager may use this status to signal the recruiter to kick off reference checks.
- Sent to Candidate - Recruiter will initiate the reference check for candidates indicated by the Hiring Manager or Assistant, and supported by the required matrix.
- In Progress - System generated status indicating that the candidate has provided information for their references and the check is in progress.
- Completed - System generated status indicating that the references for the candidate have provided their feedback for the candidate and the Reference Check Report is available. Recruiter will download the report and send it to the Hiring Manager or Assistant. This report is confidential and cannot be released to the candidate or others not associated with the search.
- Rejected by Employer - Recruiter marks candidate that is no longer being considered.
- Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Pre-Offer (Requires Approval)
- Candidate Selection Under Hiring Manager Review - Final Candidate Selection is currently being deliberated by the Hiring Manager or Assistant. No offers can be made at this stage. The Hiring Manager or Assistant MUST provide their final and complete matrix to HR for a comprehensive review. See next step.
- Final Candidate Submitted for Approval - Hiring Manager or Assistant have marked the final candidate(s) for review/approval. Hiring Manager or Assistant MUST provide their final and complete matrix for a final review.
- Final Candidate Approved - Final review are complete and the Hiring Manager or Assistant has received confirmation from the Recruiter to move forward with VERBAL negotiations.
- Rejected by Employer - Recruiter marks candidate that is no longer being considered.
- Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Verbal Offer
- Verbal Offer to be Made - Hiring Manager or Assistant may make the verbal offer and/or indicates that a verbal offer has been made to the top candidate.
- Verbal Offer Accepted - Hiring Manager or Assistant indicates the verbal offer has been accepted by the top candidate.
- Proceed to Written Offer - Hiring Manager or Assistant may use this status to signal to the recruiter that they are ready to kick off the background check and start the written offer process.
- Rejected by Employer - Hiring Manager or Assistant marks candidate that is no longer being considered.
- Withdrawn by Candidate - Hiring Manager or Assistant marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Background Check
- Proceed to Background Check -The Hiring Manager or Assistant may use this status to signal to the recruiter to kick off a background check.
- Background Check Initiated - The recruiter has initiated the background check process. The candidate has received an email to initiate this step with detailed instructions. Email comes from our 3rd party vendor: Sterling Talent Solutions.
- Background Check Pending - The candidate has provided the necessary information and their check is currently in progress
- Background Check Complete - The background check is completed and pending review from the appropriate Recruiter. Once reviewed, the recruiter will either contact the department or finalize the hire.
- Rejected by Employer - Hiring Manager or Assistant marks candidate that is no longer being considered.
- Withdrawn by Candidate - Hiring Manager or Assistant marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Offer
- To be Created - Hiring Manager will initiate and create the offer. This offer will go to the Recruiter (once SAVED) for a final review. The Recruiter will perform their review and submit the offer for approvals.
- Rejected - An approver on the offer workflow/approval chain has rejected the offer for some reason - The Hiring Manager or Assistant will view the comments in the progress history tab and reach out to the Recruiter if necessary.
- Has Declined - The top candidate has declined the offer.
- Draft - The offer has been drafted by the Hiring Manager. The offer has NOT been submitted for review or approval at this time.
- Approval in Progress - The offer approval is currently in progress and is pending one or more approvers.
- Approved - The offer has been approved. Next available action is for the Recruiter to extend the offer to the candidate.
- Extended - The recruiter has extended the offer to the candidate. The candidate MUST review and electronically accept the offer. Instructions are emailed to them.
- Accepted - Offer has been accepted by candidate. The next available step is for the recruiter to either finalize the hire, proceed to the 2nd pass if SSN/DOB/Gender is missing or initiate a background check if required.
- Refused - The offer has been refused by the candidate and is possibly in negotiations with the Hiring Manager or Assistant.
- Rejected by Employer - Recruiter marks candidate that is no longer being considered.
- Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Move to HR (Recruiters Only) - This action is only available to Recruiters and submits the hire to HR Core for processing. Once a hire has been "Moved to HR", they will go through an overnight feed that will provide them security to WyoCloud as a "Pending Worker". They will be able to obtain UW login credentials, login to WyoCloud and go through basic tasks related to Onboarding.
Non-Benefited Requisition - Candidate Step & Status Details
Work Study Eligibility Check (for Work Study positions only) - Hiring Managers will NOT be able to see anyone in these statuses. The will only see those that have passed the eligibility check and may be moved forward in the hiring process for Work Study.
- Work Study Eligibility to be Verified- Candidate has applied to the job. The system will automatically run an eligibility check via Banner integration.
- Work Study Failed Screen - System eligibility check has run and the student either has not been awarded work study for the term selected, or there is a potential data entry error in the W# or other entered information. Hiring Manager or Assistant will not see anyone that is indicated as not eligible.
- Work Study Passed Screen - Candidate is confirmed as work study eligible and may proceed in the work study hiring process.
- Rejected by Employer - Recruiter marks candidate that is no longer being considered.
- Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Work Study Eligible - Candidates have passed the Banner eligibility check and are available for Hiring Managers and Assistants to view.
- Hiring Manager to be Reviewed- Hiring Manager or Assistant may review the application to see if qualifications are in line with the posted position.
- Proceed to Interview - Hiring Manager or Assistant indicates that the candidate will be moved forward to the Interview stage.
- Rejected by Employer - Recruiter marks candidate that is no longer being considered.
- Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Screen
- To be Reviewed by Hiring Manager- Hiring Manager or Assistant may review the application to see if qualifications are in line with the posted position.
- Proceed to Interview - Hiring Manager or Assistant have marked candidates indicating which are moving forward for a 1st round interview.
- Rejected by Employer - Recruiter marks candidate that is no longer being considered.
- Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Interview
- Interview to be Scheduled - Hiring Manager or Assistant may schedule or indicates they are scheduling interviews.
- Interview Scheduled - Hiring Manager or Assistant indicates interviews are scheduled.
- Interview Successful - Hiring Manager or Assistant indicates the completed interview was deemed successful and the hiring manager wants to move forward with the process.
- Rejected by Employer - Recruiter marks candidate that is no longer being considered.
- Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Background Check
- Proceed to Background Check - Hiring Manager or Assistant may use this status to signal to the recruiter to kick off a background check, if required.
- Background Check Initiated - The recruiter has initiated the background check process. The candidate has received an email to initiate this step with detailed instructions. Email comes from our 3rd party vendor: Sterling Talent Solutions.
- Background Check Pending- The candidate has provided the necessary information and their check is currently in progress
- Background Check Complete - The background check is completed and pending review from the appropriate Recruiter. Once reviewed, the recruiter will either contact the department or finalize the hire.
- Rejected by Employer - Recruiter marks candidate that is no longer being considered.
- Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Offer
- To be Created- Hiring Manager will initiate and create the offer. This offer will go to the Recruiter (once SAVED) for a final review. The Recruiter will submit the offer for approvals.
- Rejected - An approver on the offer workflow/approval chain has rejected the offer for some reason - The Hiring Manager or Assistant will view the comments in the progress history tab and reach out to the Recruiter if necessary.
- Has Declined - The top candidate has declined the offer.
- Draft - The offer has been drafted by the Hiring Manager or Assistant. The offer has NOT been submitted for review or approval at this time. The recruiter must review, finalize and submit the offer.
- Approval in Progress - The offer approval is currently in progress and is pending one or more approvers.
- Approved - The offer has been approved. Next available action is for the Recruiter to extend the offer to the candidate.
- Extended - The recruiter has extended the offer to the candidate. The candidate MUST review and electronically accept the offer (this applied to Work Study and Temporary Lecturers - all other offers are accepted automatically. Instructions are provided by email to the candidate.
- Accepted - Offer has been accepted by candidate. The next available step is for the recruiter to either finalize the hire, proceed to the 2nd pass if SSN/DOB/Gender is missing or initiate a background check if required.
- Refused - The offer has been refused by the candidate and is possibly in negotiations with the Hiring Manager or Assistant.
- Rejected by Employer - Recruiter marks candidate that is no longer being considered.
- Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Move to HR (Recruiters Only) - This action is only available to Recruiters and submits the hire to HR Core for processing. Once a hire has been "Moved to HR", they will go through an overnight feed that will provide them security to WyoCloud as a "Pending Worker". They will be able to obtain UW login credentials, login to WyoCloud and go through basic tasks related to Onboarding.
Graduate Assistant Requisition - Candidate Step & Status Details
GA New
- GA Eligibility to be Verified - In the status, the system will automatically run an eligibility check. Program information, degree level and courses registered for will appear in the candidate file. Upon completion of the eligibility check, the system will automatically update the candidate's status to "Under Review - Academic Affairs".
- Eligibility Passed - Automatic system review may indicate in the Progress notes that the candidate passed the eligibility check.
- Eligibility Failed - Automatic system review may indicate in the Progress notes that the candidate passed the eligibility check. This will be further reviewed by Graduate Education in Academic Affairs.
- Rejected by Employer - Recruiter marks candidate that is no longer being considered.
- Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Academic Affairs Review - a review of all Graduate Assistants being hired is completed by Michele Peck from Graduate Education. Hiring Managers shall not move anyone in a GA status - as they are automatically brought through the process by either the system, Michele Peck and/or a Recruiter.
- Under Review - Academic Affairs - This hire is pending review by AA/Graduate Education. Michele Peck will perform her review and pass the candidate through appropriately - if there are any issues, she will reach out to the Hiring Manager or Assistant.
- GA Passed Academic Affairs Screen- Graduate Education has deemed this hire approved to move forward. Once in this status, the recruiter is signaled to work with the Hiring Manager or Assistant to move forward with the Offer process.
- Rejected by Employer - Recruiter marks candidate that is no longer being considered.
- Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Offer
- Offer to be Created- The Recruiter will draft and submit the offer for processing.
- Rejected - An approver on the offer workflow/approval chain has rejected the offer for some reason - The Hiring Manager will view the comments in the progress history and reach out to the Recruiter if necessary.
- Has Declined - The top candidate has declined the offer.
- Draft - The offer has been drafted by the Hiring Manager or Assistant. The offer has NOT been submitted for review or approval at this time.
- Approval in Progress - Current Business Process does NOT require system approvals for a GA Offer.
- Approved - Current Business Process does NOT require system approvals for a GA Offer.
- Extended - The recruiter has extended the offer to the candidate. The GA Offer is automatically accepted, the candidate does NOT have to take any action.
- Accepted - Offer has been accepted on behalf of the candidate by the recruiter. The next available step is for the recruiter to either finalize the hire, proceed to the 2nd pass if SSN/DOB/Gender is missing or initiate a background check if required.
- Refused - The offer has been refused by the candidate and is possibly in negotiations with the Hiring Manager or Assistant.
- Rejected by Employer - Recruiter marks candidate that is no longer being considered.
- Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.
Move to HR (Recruiters Only) - This action is only available to Recruiters and submits the hire to HR Core for processing. Once a hire has been "Moved to HR", they will go through an overnight feed that will provide them security to WyoCloud as a "Pending Worker". They will be able to obtain UW login credentials, login to WyoCloud and go through basic tasks related to Onboarding.
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Achieving success in one's career involves a careful balance of various factors that contribute to personal growth, job satisfaction and overall fulfillment. Whether you are already an established professional looking to climb the corporate ladder or a fresh graduate embarking on the journey of finding your ideal career path, understanding and prioritizing the essential elements that lead to success is crucial.
Below, 17 Forbes Human Resources Council members share the fundamental factors that every employee and job candidate should consider to thrive in the workplace and achieve their long-term career objectives. From improving essential skills and building strong networks to maintaining a growth mindset and finding a sense of purpose, discover the key elements that play a pivotal role in shaping a successful and fulfilling professional journey.
1. Be Resilient
Resilience is key to sustainable success in the workplace and to a rewarding career. Particularly with the fast-paced changes that we’re seeing with technology, learning how to build resilience enables employees to better manage stress and uncertainty, and navigate and adapt to challenges and setbacks. It fuels perseverance and problem-solving, which are essential skills in any work environment. - Albert Galarza, telusinternational.com
2. Find Your Match
Find a workplace that matches your skills, qualifications and desired compensation, as well as your values, interests and passions. You’re more likely to have long-term success when you and your employer are aligned on the difference you’re making in the world. - Hugo Malan, Kelly
3. Have A Winning Attitude
Skills can be taught but attitude has to come from within. An employee with an attitude—I will do my best; I will take ownership of my mistakes and be accountable for my results; I will never stop learning; I will help my organization succeed; I will make my team win—will keep climbing the ladder of success. - Vineet Gambhir, DataLink Software
4. Be A Lifelong Learner
The most important skill set employees should have to thrive in our fast-moving workplace is a willingness to be lifelong learners. We can no longer stay in the same job for 30 years. Today’s workers will change jobs an average of five times during their careers. To succeed, you must be flexible, adaptable and have a growth mindset. - Leigh Yanocha, Knopman Marks Financial Training
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
5. Be Curious
I think the most important factor in all employees or job candidates is curiosity. If you are willing to learn and grow every day, your job will be fun and exciting as you experience new things, new people and new challenges. That curiosity will lead you to new things and opportunities. - Gordon Pelosse, CompTIA, the Computing Technology Industry Association
6. Look At Your Peers
Look at the growth and progression of your peers at the job you're applying to. Where are individuals with your title at two, five and seven years after they've joined the role you're aiming at? Attack if you're happy with what you see. - Nick Frey, Avomind
7. Find Work-Life Balance
Part of setting the stage for success in your ideal career includes finding the balance between work and your personal life. Achieving this balance is easier if your workplace's company culture matches your values. A strong culture can Boost your confidence, engagement and motivation to perform at the highest levels. - Laura Spawn, Virtual Vocations, Inc.
8. Demonstrate Expertise In Your Field
Employees and job candidates should consider how they’re demonstrating subject matter expertise in their field. Nowadays, doing your job isn’t enough. You should demonstrate expertise as part of your personal brand by creating or sharing blogs, articles and videos on social media while keeping up with changes and updates through continuous learning, training and development opportunities. - John Feldmann, Insperity
9. Stay Current In Your Industry
One crucial factor for success in any workplace and career is continual learning. Staying current with industry best practices, emerging trends, evolving technology and skill requirements is vital. By showing initiative and dedication to personal development, individuals can adapt, remain current and relevant and increase their chances of success. - Joseph Soares, IBPROM Corp.
10. Consider How Potential Companies Can Support Your Success
Consider how companies can and should support your success. We focus a lot on skill building and networking to land the “dream job,” but if employers don’t have the benefits or cultures that support your life and goals, then that job won’t feel so dreamy once you get there. As you consider the career path that’s right for you, factor in your must-haves from a workplace—the things you need to thrive. - Ursula Mead, InHerSight
11. Ensure You Want To Work For The Company
Employees and candidates should ensure they want to work at the company. Does the company match your vision and values? They should think about if benefits and salary increases were paused, do they still want to be there? Believing in the company you work for makes it easier to come to work every day and stay with the company during challenging times. - Erin ImHof, CertiK
12. Focus On Soft Skills
Developing strong relationship-building and listening skills, along with continually developing your emotional intelligence, will take you far in your career. These skills enable you to be a good team player and support your team. They will provide you insights that others may miss. They also are attributes that are critical for successful leaders. - Hazel Kassu, Sudduth Search
13. Learn How To Have A Difficult Conversation
One success factor is learning how to have a difficult, or crucial, conversation. This is a life skill that will serve you well personally and professionally. The ability to manage conflict in a healthy, productive way will lead to your own career success and progression. This is something that is often taught or learned too late in one's career and can be a derailer. - Tracy Dodd
14. Create An Identity Outside Of Your Career
Do not allow your identity to only be tied to your career. Who you are outside the workplace supports your ability to do your best work. The moment I became more than my job, I started advancing and building my career. - Jessica Wallen, Marten Law
15. Be Adaptable
Every successful employee needs the ability to learn and adapt throughout their career. As many skills and as much experience as a candidate might bring to the table, every role will present new challenges to overcome. Succeeding against obstacles requires the ability to identify any skill gaps that may be getting in the way of your potential success and the ability to find the resources that are to close them. - Niki Jorgensen, Insperity
16. Cultivate A Growth Mindset
Having a growth mindset that views challenges as opportunities for learning and growth and embraces failures as learning opportunities is so important. People who possess a growth mindset are more likely to approach their work with curiosity, adaptability and a willingness to stretch. - Britton Bloch, Navy Federal
17. Develop Your Personal Effectiveness
It is essential to have the ability to gain and leverage professional knowledge and skills to achieve optimal results by contributing to the company's success and developing your personal effectiveness. The success factors are curiosity, accountability, continuous development, influencing skills and resilience. - Dr. Nara Ringrose, Cyclife Aquila Nuclear
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Former President Donald Trump and much of the rest of the 2024 Republican presidential field will appear at the Iowa GOP Lincoln Dinner Friday night in Des Moines. Trump will then travel to Pennsylvania for a Saturday rally. CBS News Pittsburgh money and politics editor Jon Delano has more on the race in Pennsylvania.
