High Jump Secrets - Two Tips to Increase Your PR Before You Ever Jump

Tip #1: The Long Approach

Many high jumpers, especially those in high school, make the mistake of using a short approach! Within the first three steps of their approach they have already started their curve. Because it is hard to tell how fast you are accelerating and traveling during the curve, this leads to inconsistent jumps and poor performance.

Start your approach about 25 feet behind where you do now. Run perpendicular to the bar and reach a comfortable speed before your begin your curve. This will let you glide through your curve at the perfect speed and focus on your jump, not your speed during your last two steps.

High Jump Secrets - Two Tips to Increase Your PR Before You Ever Jump

The only reason you may want a shorter approach is if you are a decathlete in order to preserve energy. If you compete only two or three events, you will want to use a long approach. This will help you have greater speed, control, and pop when you arrive at the bar!

Tip #2: Develop a Pre-Jump Ritual

High jumping is like a golf swing, it is important to train your muscles to do the same thing because it can be a tough mental game (especially once the bar gets above your head). One thing that nearly all jumpers overlook is having a pre-jump ritual.

A simply ritual like rocking back on your back foot or doing two skips to start your approach lets your body know you are high jumping again. It can help you get incredible consistent because your muscles will get used to the repetition.

The opposite is true also, if you are stuck in a bad rut, try a new ritual to start your jump, it may be just the change your mind needs to get it out of some bad jumping habits you may have developed. Watch good high jumpers start their jumps, every single one (and I do mean EVERY SINGLE ONE) has a very specific ritual they perform before every jump without fail.

High Jump Secrets - Two Tips to Increase Your PR Before You Ever Jump
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Internal Recruitment - Advantages And Disadvantages Explained

The term internal recruitment is defined as the practice of choosing amongst current company workers to fill a position that falls vacant over time. The vacancy could sometimes be advertised throughout a company; this could be on the company's monthly or quarterly job-sheet. Most institutions of higher learning use this practice. The practice is evoked occasionally when a company's employee has been rendered redundant in their current post, and oftentimes it's a way used to promote a certain company employee sideways other than up the firm. Internal recruitment is often resorted to as a way of saving money that could be spent through advertisements and also to cut on training costs that an outside employee would need to become familiar with the system.

Internal vacant positions are advertised in various ways, it could be done through an internal job sheet, the company's notice board or through the company's intranet - this is the type of website whose viewing is limited to the organizations members. Others companies have company magazines that they use for advertisement purposes while others may use staff meetings - this could be used when an organization wants to advertise the vacant position to a specific group of employees.

Advantages of internal recruitment are more than just cutting on advertisement costs because it offers wonderful opportunities for the current staff to further their careers. Internal recruitment could also be a great way of keeping workers who may have been considering a flight from the company, this is advantageous because the cost of training are at most best insignificant and to the worst much less than it would cost if the organization advertised outside. It's definitely faster and less costly than outside recruitment and it has the added merits because current employees are a familiar entity. Some organizations conduct external recruitment only to discover later that they have a member of staff who doesn't fit into the general environ and the mission and vision statement of the organization.

Internal Recruitment - Advantages And Disadvantages Explained

The disadvantage of internal recruitment is that the size of prospective applicants is considerably reduced. There is no doubt that outside recruitment provides the organization with a broader skill pool and wider experience than could be the case with internal recruitment. A staff member who responds to the internal advertised position and gets the job might discover that their workmates resent that promotion and that could prove very challenging for them in their newfound positions. If a company does its recruitment internally, It most probably faces the possibility of having another empty position to fill, and of how to do that. Organizations that heavily rely on inside recruitment might eventually find that they have to advertise outside the organization, the cost notwithstanding. Current staff may fill to be the best candidates for the position regardless of whether they have the necessary expertise and expertise required for the job.

Internal Recruitment - Advantages And Disadvantages Explained
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