Scum 0.9 Update
Jodee Bouman
Here is the trick to preventing future soap scum, and why the second method works. If you dry the water off the surfaces, there are no dissolved salts sitting there that would later cling to the surfaces when the water evaporates. For large, flat areas, such as shower stalls, especially with glass, use a squeegee. I keep a squeegee in my shower stall and do this after every shower. Sounds like a pain, but it greatly cuts down on my work in the long-run.
Hi Morgan- Have you tried the GIY Soft Scrub on the scum build up? Sometimes you need that soft abrasion to get through the mineral deposits. Then you should be able to start afresh and use the lighter means of the vinegar and squeegee on a daily basis. I find I need to do the deeper cleaning once a week.
I am having issues cleaning our dishwasher though, the previous owner never put salt in the water softener and it needed it. We are currently hand washing dishes until our water issue is fixed because for some odd reason the dishes are in worse shape if they are washed in the dishwasher,
Thank you so much! I make castile soap but I use my mineral water for the process. I figured it would help it have a more nutral PH but it was leaving a thin film on my lanolium flooring. I was very frustrated and ready to quit making it. Then I found the answers here! I am so thankful for your loving gift of knowledge. Thanks again.
Tina
For HE machines, I recommend the Sal Suds. Sal Suds. as a mild and non-toxic detergent, does not interact with hard water like the Castile soap does and it is more clean rinsing. Ideal for HE machines.
Somebody sold a device I saw advertised on TV for that decades ago. It had 3 reservoirs that could be tipped individually to add liquids to a stream that came from a shower head, the other end being plugged into the spigot. Supposedly solution #1 would clean, #2 would remove soap scum, and #3 was a skin conditioner, sort of like crme rinse for skin, I guess. Or maybe there were just 2 reservoirs and you used bar soap, then the scum remover, then the conditioner, I forget.
Soap scum can be prevented from sticking to fabrics or other surfaces by adding a relatively small amount of lime soap dispersant to the water. Most effective in that role would be certain nonionic surfactants, such as those used in Shaklee Basic H or Lestoil.
Lisa..I just used a version of this and it was a miracle. The soap scum came off so easily. I used baking soda and lemon juice. Then I pour hydrogen perioxide in the brown bottle on with that mixture. This is great because the hydrogen perioxide whitens and kills the bacteria that is living in the shower. Got rid of the mold looking spots in the corner of the shower. I use this combo and vinegar for just about everything. Look to sharing stories with you and reading more!
Closer to home, antimicrobial chemicals appear in household dust where they may act as allergens, and alarmingly, 97 percent of U.S. women with newborns show detectable levels of triclosan in their breast milk. Such unnecessary exposures carry risks that, at present, are ill-defined.
If you skim the scum, you need to do so with a while the broth is simmering, before it boils. The boiling is what breaks up the particles and mixes it up in the pot. If you skim the scum, the end result is a clear broth.
STONETECH Soap Scum Remover is a ready-to-use, powerful specialty cleaner specifically formulated to remove stubborn soap scum, hard water stains and dirt on natural stone, tile and grout. Unlike other household cleaners that may harm or degrade natural stone, STONETECH Soap Scum Remover gently cleans soap scum build up on natural stone without scratching. It features a foaming action sprayer that allows the cleaner to adhere well to vertical applications and avoid messy drips. Great for use on bathroom vanities, showers, tubs and more.
Recently there is a lot "jobs" like this one appears on Upwork. This is 99,9% scum. Is there any possibility to fight against them? Or should we continue to look for real jobs in this ocean of deception?
*sigh* And I thought it was just the fields I search in. I keep flagging them, write a comment if I'm not too sick of it, wondering if the comments ever get read, and move on... finally made my searches -t.me and minus a few other hot phrases and got a little relief, but new scams pop up every day.
Just musing out loud, not really looking for an answer, but if Upwork could automate their own scam-busting (or up their game) instead of leaving freelancers to wade through hip-high jerks looking for a real job listing or two, it sure would be nice...
Recently I got 3 offers for translation job for price quite pretty on Upwork. For interview they invited proceed via Telegram, some checking,normally giving 3 days deadline for job to be completed. After job was submitted and payment to be proceeding from receiver, the game beging: Request is send some payment (100 - 200$) for account activation (allegedly) then they dissapiering or asking sending them new payment for some delay avoiding. So,never,never,nver... following this way,just to approved client,only.
Personally I feel that if you aren't taking the time to question the legitimacy of a post then you are already doing something wrong as a freelancer. I see multiple posts that have 20-50 applications but none of the applicants are ever interviewed. There are some factors to consider when applying to jobs.
1. Payment Verfied?
If you job post seems fishy or isn't making sense to you then don't apply to it and flag it. However sometimes it's the most articulated and coherent posts that attract the most attention and give scam posters the opportunity to reach a wider audience.
This one is kind of simple if the job posted is for an artist to reproduce a complex piece but the cliient is looking for entry level freelancers odds are he will try to save money however he can and the job won't conclude without complications.
I believe there are many start up who are in process of setting up project environment. Scrum being most popular methodology they prefer to get the implemented for their project. As the business owner they are not comfortable or have implementation time with Tools or methodology so they look Scrum project manager to support their initiative.
However, it is always advised to check on various aspect of verification and question before taking decision to go ahead. I believe prima facie taking it as scam as face value will not be a good call. Moreover scam may hit from anywhere, it can even be from the established business too in some form.
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What you might find interesting is to know that it's not just candidates who feel that recruiters are scum. Companies who hire us usually think we're awesome, but some treat us like mushrooms (keep us in the dark and feed us ... well, you know).
Recruiters are retained because companies have two areas that they're either not comfortable with or don't have the time to deal with: sourcing and/or evaluating candidates. Sourcing (finding) appropriate candidates isn't hard for Java developers, accountants, or other common positions, but it's very hard to find competent data scientists (my company's good at it, but only because we have a lot of practice). However, the vast majority of jobs involve positions for which it's trivial to find candidates with even a minimum of effort. Ask your employees for referrals. Spend the money on relevant jobs sites. Have employees dedicated to social media. Have employees work the conference circuit. You'll find tons of candidates. That being said, this involves time and money and your company's employees may not have the time or money.
If you do have the candidates, how do you evaluate them? That, paradoxically, is the hard part even though companies often think it's the easy part. That's because most people aren't trained in how to conduct a proper interview and ask questions like:
All of those questions are useless, though the answer to the last one might be fun on multiple levels. An interviewer who relies on questions like these may as well throw away half their CVs and proclaim "we don't hire unlucky people." These interviews are speed dating without the intimate overtones.
In reality, many companies do a decent job of assessing a candidate's hard skills (how to deal with a specific accounting problem, how to write a particular algorithm), but don't realize how hard it is to assess soft skills (dealing with deadlines, convincing co-workers, handling vague requirements, and so on). An employee can have all the hard skills your company needs but if they don't play well with others, you're praying this bomb explodes after the product launch.
One of the best techniques for assessing soft skills is a structured interview, but they're rarely heard of, much less used. They require training for constructing, conducting, and evaluating the interview. Even companies who have heard of structured interviews shy away from them because they're unwilling to spend the time to learn about them or train their employees. Multiple studies show that structured interviews work better, but we seem more willing to hire people at random rather than spend the time and money to hire the person who's going to make our company profitable.
Thus, many companies hire recruiters in hopes that something will change. When recruiters are retained, many companies are hoping they can find better candidates for them, but the recruiters often looking for hard skills and ignore soft ones. You need both. Unfortunately, many recruiters companies function like this:
It should be self-evident that this is useless. If you've read as many CVs as I have, you know that they're often as creative as a startup's five-year financial projections. As an expert in your field, youcan often suss out bogus CVs, but do you really expect that a recruiter who's never written a line of code in their life can effectively evaluate a software developer who's playing CV bingo? No, they can't. What's worse, even if the recruiter can tell if someone knows the difference between "call" and "apply" in JavaScript (even experienced developers can't), they're not going to be able to evaluate the soft skills because they haven't spent the time to know which soft skills your company needs.
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