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Obrázek: Mae King
autor Mae King - Středa, 9. února 2022, 16.40
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There is more demand than writers??

Transcription work is indispensable for the writing industry. When you search the Internet for writing-related work, there are many "transcription" projects.

In fact, "transcription" is important in writing.

When listening to people for interviews, it is currently the mainstream to record on an IC recorder instead of a memo. Transcribing the data is the "transcription" process, which is essential in the subsequent writing process.

Then, the active writer will explain what the transcription is specifically and where you can become a professional.

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Transcription workflow

"Transcription" is the work of transcribing voice such as recorded data into text data.

Although there are differences in the names such as "tape transcription" and "transcription" depending on the order, the work content does not change. I personally use these transcription services for my work. It is the work of listening to the recorded data and simply hitting the keyboard to convert it into text.

Suppose you receive an order for a certain transcription project. Then you will receive the recorded data from the order.

By the way, the recorded data has a large file size, so there are many cases where it arrives via a file service on the Internet.

The contractor accesses the file service, decompresses the data, and starts work (sometimes transcribed from the video).

Also, any text software can be used for transcribing, one of the most comfortable is https://transcriberry.com/what-is-the-best-software-for-transcription/. The major app is "Microsoft Word", but that's OK with the OS standard memo app. 

However, when submitting, it may be specified as "in a Microsoft Word file", so in that case, follow the requester's specification.

The above is a rough flow of transcription work.

Why transcription work is necessary

Why is it necessary to transcribe in the first place?

First of all, if you want to write something unique, you can't ignore the process of talking to someone. Recording conversations and remarks is essential because it is the source of the article.

When I was just starting out, I was told by older writers and editors that the records of interviews and press conferences were "handwritten, not recorded.", but I saved my time and automated the process with https://transcriberry.com/automated/.

However, the task of actually listening and taking notes is always neglected unless you have a lot of training. While I was stumbling on myself, "What did you say now?", I have had many experiences of missing out on the story.

Currently, the recorder itself is small, let alone a smartphone with a recording function. As long as you turn the recorder, you can prevent mistakes that you miss. Recording is also necessary to prevent troubles that you don't say.

To create an article based on a recording, you need to visualize the data. Transcription is necessary because the accuracy of the content is required to improve the reliability of the article.

Normally, the transcription should be done by the person who heard the story. However, transcribing is a time-consuming task and cannot be done at the same time as other tasks.

That is why there is a demand for transcribing on behalf of others.

In my experience, when creating an interview article, 80% of the articles are completed when the transcription work is completed. The rest is the work of adjusting the tone and story of the text that was created (texting), and writing the article itself does not take much time and effort.

It takes time and effort to transcribe that much. But without it, I can't even write. Don't neglect it just because it's a hassle. But I would like to ask someone if possible. That is the transcription work.

Transcription is a seemingly modest task. But if it's fun, it's not. There are various transcripts such as interviews, roundtable discussions, and meetings, but there are quite a few interesting topics.

In rare cases, if you are doing a lot of transcriptions, you may come across a transcription project such as a celebrity in various fields. The opportunity to hear the person's thoughts through his or her own voice is a valuable experience.

If the story is interesting, the work will be fun. It's not just a penance.



Related Resources:

Transcription services

American transcription services 

Best transcription services 

 
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Obrázek: jeri loew
autor jeri loew - Úterý, 1. února 2022, 11.49
Komukoliv v Internetu

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Obrázek: jeri loew
autor jeri loew - Úterý, 1. února 2022, 11.48
Komukoliv v Internetu

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Obrázek: jeri loew
autor jeri loew - Úterý, 1. února 2022, 11.47
Komukoliv v Internetu

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Wanting to display his passion for vegeta from monster ball z, warriors novice large person jordan bell laced up a custom character-inspired?version of the of nike pg1 against the new york knicks on monday. The air jordan 1s, designed for jordan in 1985 and the first actually trademark shoes, were expected to fetch between $100,000 to $150,000 in the market that shut on sunday. The market coincided with the 35th wedding of the air jordan manufacturer and the testing of the 10-part espn documentary "the last party" about the chicago bulls and jordan.

 
Obrázek: jeri loew
autor jeri loew - Úterý, 1. února 2022, 11.46
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Spiral staircases offer something more than just curves and intricate designs. They minimize the amount of floor space necessary to install means for vertical access in homes and other buildings. Often made of iron or other metals, replacing the balusters of spiral staircases can be quite a bit of a challenge.


The baluster of most spiral staircases is often the last part to go in and the first part to go out. Balusters are also commonly referred to as stair sticks, and are the often decorative and functional pegs connecting the treads to the hand rail. Collectively, they support the weight of the hand rail and the treads, holding the entire structure together in one piece.

Whether it's changing the look of an iron staircase or removing a damaged baluster, the job of replacing the baluster can be easier than what most people believe it to be. In most cases, the hand rail does not even have to be removed when replacing balusters, unless the hand rail itself is also due for replacement. 

If you do not want to repair the railing yourself, you can contact a company that provides services in Hawaii to repair houses, such as hawaiitrustedrealty.com/builder/remodeling. These services include the repair and installation of railings. If you entrust the repair of your balusters to professionals, you will get a great result and will be able to avoid a lot of stress.


The first thing to do is to determine whether the balusters are welded or screwed into place. Many iron spiral staircases have the balusters welded together, in which case welding experience or assistance from a welder is required. But if the balusters are screwed in to place, removing them should be easy enough. It is important that the screws are completely removed from the treads and the hand rail before attempting to pull the baluster out.

If working with a welded iron spiral staircase, the joining welds on old balusters can be grinded down until the baluster can be safely removed. Any floor or carpeting can be susceptible to welding sparks so it is important to have the floor immediately below the baluster protected.

Finally, the new balusters are positioned and either screwed in or welded into position. Balusters for iron spiral staircases can have a wide range of designs, girths, and lengths. Naturally, the new baluster should match the old baluster's length and girth, but the baluster designs can be completely subjective. New balusters can then be painted if necessary.

 
Obrázek: James Sprag
autor James Sprag - Pondělí, 31. ledna 2022, 18.34
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Companies are grappling over whether fully remote employees should be paid the same as in-office staff. What is the right way forward?

Sam is a full-time employee for a Big Tech company. Based in London, he's still currently working from home five days a week. His employer has offered him a great deal of flexibility: he can return to the office whenever he wishes, or continue working remotely forever. 

The choice is Sam's, but there's a crucial caveat: if he decides to move too far from his firm's London headquarters, he'll be docked 10% of his wages. "The pay cut would be adjusted to the cost of living and labour markets outside of London,” he explains. 

Sam and his colleagues have worked remotely throughout the pandemic on full salary. Yet, employees deemed to have moved too far from the office over the past two years, and who want to continue working remotely, will be forced to take a sizable pay cut. Those within the right radius who want to stay remote will lose perks like travel discounts.  

It's a hard choice - but one many workers may find themselves facing in coming months. As businesses continue to grapple with the return to office, companies who are allowing staff to choose their preferred long-term working models must decide how to handle pay for remote workers who have relocated away from offices.

Businesses are currently split on whether to adjust workers' salaries based on where they live. By August 2021, most Big Tech firms (a group including Alphabet, Amazon, Apple, Meta and Microsoft) had announced they would slash the pay of employees who relocated out of Silicon Valley, arguing that existing wages were pegged to high living costs in the San Francisco Bay Area. Other firms, however, say pay shouldn't be linked to location; rather, employees will receive the same wage regardless of their local cost of living, because their work can be done from anywhere, and that cutting remote-worker pay could mean good staff leave. 

Each decision comes with huge consequences for workers. For employees who work productively from home, is it right that their wages are cut? Or is dictating that pay should be in line with people's proximity to the office a fairer approach?

Salary minus geography

 

For some employees, choosing to remain fully remote is about feeling comfortable and productive in set-ups they've cultivated for two years. But for others, it's a necessity - because they've moved too far away from the office to commute.  

In many instances, remote workers have left major cities for regions with a lower cost of living, such as rural areas, where they've been able to afford a home that would have been previously out of reach. Returning to the office would ultimately mean choosing between where they want to live and where they want to work.

Some companies have therefore decided to take location out of the salary equation. For example, online real-estate marketplace Zillow pays the same wage to employees who move away from its Seattle headquarters to anywhere in the US. "It's a philosophy of giving people the same opportunity to earn top-end salaries regardless of where they live,” says Dan Spaulding, chief people officer at Zillow. "It means they don't have to pick between a great paying job and a location that matters to them.”

Other businesses are considering employees who may want to move abroad. Rather than anchor salary to locales across the US, software company Hubspot, based in Cambridge, Massachusetts, fixes it to one city per country. In practice, it means remote employees can move anywhere domestically on equal wages, or possibly emigrate for a one-time pay cut. "Moving to another part of the country is a decision an employee should make based on what's best for their work and home life,” says Katie Burke, chief people officer at Hubspot. "It shouldn't be at the expense of their compensation.”

It's a hyper-competitive market: removing location-based pay offers greater flexibility - Dan Spaulding

Such benefits not only extend to the worker - it also means that firms now have a deeper talent pool to operate from and a greater chance of keeping staff amid the Great Resignation. "It's a hyper-competitive market: removing location-based pay offers greater flexibility,” says Spaulding. "It's allowing people to work more intentionally and productively, giving them more control over their time - and it helps us retain employees.”

Spaulding says allowing staff to move away doesn't mean they'll permanently lose chances to interact with colleagues in person. "Our major offices remain open and we've increased our travel budget for meaningful collaboration,” he explains. But he is convinced that big team days should be fluid, employee-led and only occasional. "It's up to employees to plan: once a month, quarter or year. We just don't think it needs to be weekly - we really believe that companies won't be able to dictate what hybrid will look like.”

Why location-based pay can work

Given some firms believe dropping location-based pay is a win for them and their staff, it can come as a surprise that Big Tech and other companies want to retain it. But the relationship between the cost of living and workers' salaries goes back years. 

Tsedal Neeley, professor of business administration at Harvard Business School, says although it's unfair that some workers will be eventually paid less for doing the same job - especially when their work takes up significant space in their homes - location has always been factored into wages. "Companies have the right to make a cost-of-living adjustment,” she explains. "It's a practice that has been going on for decades and is a labour market issue: salaries today have a cost-of-living algorithm.”

That's the case for companies of all types, even early stage, fully remote start-ups: it still makes business sense to consider the cost of living when calculating salary for new hires. "Regionally, we use location as a baseline,” explains Eric Doran, director of people operations at online-ordering platform Lunchbox, based in New York City. "We don't anticipate paying for a [remote] role in the middle of the US as much as we do on the coasts, but if that perfect candidate comes up, we're not going to miss out due to a 6-to-12% geographic pay difference.”

Some companies are asking workers to keep their addresses in and around city centres in order to retain their full pay packets, especially in a hybrid world (Credit: Getty Images)

Some companies are asking workers to keep their addresses in and around city centres in order to retain their full pay packets, especially in a hybrid world (Credit: Getty Images)

But beyond the bottom line, there are deeper factors at play explaining why Big Tech firms are willing to risk aggrieving staff over pay cuts - businesses are worried that large-scale remote working could end the hybrid workplace before it's even begun.  

There will be, for example, employees who choose to remain living near the office as well as hybrid workers who are required to be at the office periodically. It's the latter group who could feel hard done by if remote colleagues' pay remains unchanged.

"Firms have told me if you don't reduce wages for employees in remote locations, then employees in the workplace are going to be upset,” explains Nicholas Bloom, professor of economics at Stanford University, US. "They're going to pay higher rents, food and transport costs to live in Silicon Valley and come in for two or three days a week.”

Therefore, unless remote positions are priced at a lower rate, businesses could begin losing the hybrid workers they need on site. "If an employee thinks they can save a lot of time and money by working fully remote, without suffering a pay cut, that will be attractive to them,” says Bloom.

For these businesses, location-based pay is a necessary step towards building a successful hybrid model. "The nature of tech means that such firms have the most to gain from working from home,” says Bloom. "Yet, there is evidence that you need some people in the office to nurture creativity and culture. I've spoken to more than 300 organisations during the pandemic: almost all plan on introducing hybrid for managers and professionals; they're worried about eroding hybrid working.”

How the debate could play out

The embrace of location-based pay by Big Tech and other companies shows that they're prioritising hybrid working for their businesses - and that they'll incentivise workers to spend time in the office.

One area that will need refining is employees whose jobs have been made fully remote during the pandemic. Bloom gives the example of IT-support workers: they wouldn't work hybrid, but without a location-based pay system, inequalities could emerge if they're paid disproportionately more than new remote hires. "Such employees are hard to figure out as you're either going to have to cut their salary, or pay them more for doing exactly the same job as new hires - neither option is appealing,” he says. 

If that perfect candidate comes up, we're not going to miss out due to a 6-to-12% geographic pay difference - Eric Doran

As the pandemic wanes, and companies look to bring workers back to the office on a hybrid basis, many will be wrangling with decisions like these. However, it's unlikely that any plan will be fixed for good.

Rather, over the next months and years, leading companies will need to respond to moving targets like the Great Resignation, the tight job market and how the pandemic plays out. They'll also likely be watching one another: a Big Tech firm suddenly altering its policy so employees work from anywhere, for example, would have immediate knock-on effects for its rivals. Companies will need to balance their desire to have workers in the office with their need to retain good staff who want to go fully remote.

For now, Sam says that based on the conditions his employer is offering, he'll opt for a hybrid set-up and stay within the London region. "I'd probably still come into the office and keep my current benefits,” he adds. "It's unlikely that once pandemic restrictions are finally over that I'd have to be in the office every day anyway.” 

Sam believes that taking a pay cut, should he decide to leave London, ultimately represents a good deal. He says it's a view shared by colleagues. "A 10% salary cut is absolutely a trade-off worth taking if it means being able to move to other parts of the UK that have significantly lower costs of living,” he explains. "My company is also offering a one-off payment should I switch to remote to help with home office start-up costs, as well paying for broadband. I think it's fair.”

 
Obrázek: abi naya
autor abi naya - Středa, 26. ledna 2022, 07.56
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