INPUT ARTICLE: Article: Highly qualified employees want to work for a company that is interesting and exciting. The best candidates will pass right over a boring or poorly written job description. Your job description should catch potential employees' attention by presenting a killer description of your company's mission and the vital role you seek to fill.  Write what makes your company special and better than its competitors. Write about your company's main goal. Make it sound important, whether you aim to save endangered animals or make the very best toothpaste on the market. Potential employees are going to want to get a feel for what it would be like to work for you. Air your company's true personality to attract candidates who will be a good fit. The language and content of your description should give readers a sense of what you're all about.  If your company is prestigious and formal, use serious, painstakingly correct language. If your company is playful and innovative, feel free to use slang or jokes to let people know that having a big personality is part of the job. Start by listing the title and the key background requirements, which will hopefully weed out people who are under qualified and prevent them from swamping you with applications. Include detailed information about what the job entails, including general and specific responsibilities.  Make the job sound great, but be honest about the not-so-glamourous aspects of the work. For example, if you're hiring an office manager, you might want candidates to be prepared to run the office at a high level while also being willing to order supplies and keep the office looking nice. People who aren't interested in the less engaging work of being an office manager will know not to apply. Don't go overboard listing more than 5 or so background, field and educational requirements. If you get too specific, you might weed out great candidates who can quickly pick up on how to do the job even if they haven't had the exact experience you're looking for. A person's work ethic and attitude can be just as important to their success as other skills or qualifications. Ask for a resume and cover letter as well as any other materials you might want, like a writing sample. Include your contact information and instructions for how to submit the materials. You might want to specify how you want the documents formatted and whether you prefer they be sent over email, fax, as an attachment, etc. The way a candidate submits his or her application can be telling. If someone has trouble following basic instructions, you might not want to hire them. The benefit of posting your opening in public spaces is that you're sure to get a ton of applicants. The drawback is that you're sure to get a ton of applicants. You'll have a lot of resumes to sift through no matter what, so choose where you post the job opening wisely. Target job sites that draw people who are likely to be qualified for the position, rather than posting randomly in places that will be viewed by people who aren't qualified.  Post the opening on your company website, on a page labeled "Careers" or "Jobs." This will draw applicants who actually took the time to check out your company, rather than stumbling on a posting in a public forum. Post the opening in industry forums and relevant job sites. For example, if you're in the film industry, post the job opening on industry sites that will be frequently viewed by people who are already in the know. Post the opening on general job sites if you want a lot of applicants. If you're hoping to get as many applications as possible, post on Craigslist, Monster.com and similar massive job sites. Beware that you'll be likely to get some spammy replies. Big companies might take out advertisements in trade magazines or websites to attract candidates in a bold, flashy way. In fact, advertising jobs on billboards is becoming trendy among the most competitive companies. When the applications start pouring in, it's time to hire the best person for the job. Look for applications from candidates that demonstrate the experience, skills, and personality you're seeking, and select a manageable number of people to  interview. From there you'll be able to make a well-informed decision about who to hire for the position.  If you find your posting isn't recruiting the right kind of people for the job, go back and tweak it. Be patient and go through as many application and interviews as necessary to find someone you're confident will do a good job. It's easy to get overwhelmed during the hiring process, but your hard work will pay off in the end.

SUMMARY: Write a compelling description of your company. Convey the company's personality. Define the position you're filling. Give application instructions. Post the opening to job sites and job boards. Try advertising. Find the best applicants and start the interview process.

In one sentence, describe what the following article is about: Look at the diagnoses you wrote in the Assessment portion of the SOAP note, and determine if you need more tests to confirm them. Write down any test that fits with each diagnosis in the order of their importance.  For example, you may need to perform an X-ray or CT scan to determine if there are more causes for underlying pain. List what should be done after special tests whether they come back positive or negative. If you believe that the patient needs rehabilitation, such as physical or mental therapy, be sure to list any that can apply. If a prescription medication is more appropriate, then write the type of medication, the dosage, and how long they should take it. Sometimes, you may need to perform surgery depending on the severity of the concern. If the type of care the patient needs is not your specialty, then include references for who to reach out to next. Provide names for all of the diagnoses if you still are narrowing down the cause. Let the patient know what the next steps are so they can stay informed.
Summary: State any tests that the patient should have done next. Write down any therapy or medications the patient should try. Include any referrals to specialists if needed.

INPUT ARTICLE: Article: The sheep should have run out by now,so you can start to explore the other places including the enemy and your allies. You should now have at least 4 people on wood by now. Blacksmiths cost 150 wood each, and markets cost 175 wood each. The thing is that markets are slower to build, and blacksmiths has a lot of upgrades for the military later on that you can use. They are good upgrades for the economy. Build a farm after you build the market. Farms cost 60 wood and cost 60 wood to reseed. It is better once you hunt deer somewhere farther away from the town center. Each deer stocks up to 140 food, and there should be at least 4 of 'em there. You don't need stone in the Feudal Age, so get gold. Have 2 villagers go on gold. You need 100 more gold to advance to the Castle Age. The Feudal Age should only take about 7 or 8 minutes. You need 800 food, 200 gold, and a blacksmith and a market to advance to the Castle Age. If you have extra wood, build a barracks farther to the enemy. On top of a cliff is best because infantry can't get up there by climbing.  Then you can advance to the Castle Age. Keep exploring with your scout. By now, you should have at least 50% of the map explored (unless you are playing with a normal, large, or giant map).

SUMMARY:
Create more villagers and add 2 to wood and 1 or 2 to forage bushes. Build a blacksmith and/or market. Research Horse Collar (in the mill) and Double-Bit Axe (in the lumber camp). Create 2 more villagers. Build a mining camp near gold, not stone. By now, you should haveAt least 15 villagersA scoutAt least 650 foodMillLumber campMining campAt least 100 woodAt least 200 gold200 stoneBlacksmithMarketLoom, Horse Collar, and Double-bit Axe researched  Wait until you have 800 food.