Sentences with phrase «as a job candidate what»

Not exact matches

It starts with the job ad, which is meant to attract entrepreneurial - minded candidates with questions such as, «What is your favourite company and why?»

Asking her a question that directly applies pressure, such as «what makes you think you are better for this job than all the other candidates?»

These and other studies reveal the prevalence of what's called implicit bias, a scenario in which people screening resumes don't realize they are stereotyping non-white and non-male job candidates as less qualified.

«As an entry - level candidate, it's better to omit an objective statement altogether than include one peppered with fluffy buzzwords that focuses on what you want from the job,» Augustine says.

The night Damian Hinds was selected as Tory candidate for East Hampshire in the 2010 election, he was asked what job he would most like in government.

As a potential candidate, Paladino said he could create jobs, but would also eliminate positions in state government to shrink what he says is too costly a bureaucracy.

Francis Becker (R - Lynbrook), cited the disparity with Suffolk lawmakers» $ 100,272 pay and the need to attract candidates for what's classified as a part - time job but is treated otherwise.

Wilson, a first - time candidate from Keene, has made her blue collar background a bedrock of her candidacy, touting deep local ties and familiarity with kitchen table issues — like what it means to work two jobs as a single mother, for instance.

Referring to the economically depressed areas of upstate that were candidates for fracking activity, Cuomo said the question now is, «What can we do in these areas to generate jobs, generate wealth... as an alternative to fracking?»

If they do not choose an open primary method of selection - which is what ConservativeHome now strongly recommends as the only way of members retaining a meaningful say in selections - grassroots members will only be left with the job of identifying three or four candidates from a field of approximately 12 to 15.

It's a wonder that Pollack so readily thinks that the people of Edison will be shocked by what's going on, as F.R.A.T. barely makes any effort to conceal their pattern of illegal behavior, leaving behind obvious clues, doing a poor job of screening their candidates, and the head of the organization himself (Heard, White Chicks) can't seem to have anyone assassinated without doing do in front of dozens of witnesses.

Keith and other district leaders worked with LCISD's HR team to develop effective recruitment plans, which include regional job fairs, as well as posting positions and searching for applicants on SchoolSpring.com — the nation's largest K -12-specific job board, which «makes it easier for candidates to see what openings we have,» Britt explained.

As candidate and president, on eight separate occasions Barack Obama instructed Americans to «think about what's happening in countries like Spain [and] Germany» if they wanted to know what successful «green jobs» policies look like, and if they wanted to know what we should expect here in the U.S. from his agenda.

Another law firm uses the software to track Clery Act reporting requirements for campus security, and another firm is using it as a way of determining what types of work visas individual job candidates might need, said Gillis, who didn't disclose the names of the two firms.

Regardless of what the position is, make sure to utilize required documents, such as job applications, to get a better understanding of your candidate pool before you choose your finalists.

While clearly there are factors that are universally popular such as pay, benefits, company values, and career opportunities (incidentally, Legal Week's survey found that while job candidates talk a lot about their desire to do pro bono work, this category ranked lowest in importance) what matters to one employee is of less importance to another, and even an individual can change their priorities throughout their career.

Depending on what level of candidate you're trying to hire, these costs may include job listings, hiring agency cost, wining and dining, as well as other accommodations.

Already, some employers are hiring top students from programs such as Coursera and Udacity, and I have to think more employers will start paying a lot more attention to what job candidates know instead of where they learned it.

Although they may have the assistance of HR or a recruiting expert to help draft the job advert, only the hiring manager has the inside knowledge on what type of candidate is needed for the team, plus the selling points they can mention to position the company as an employer of choice.

As an HR generalist, you know what it takes for a candidate to get the job — and having a solid cover letter is a big advantage.

As candidates, we interpret a job opportunity not necessarily by what the employer does or says but in the way that we wish to interpret it.

Draw attention to what makes you stand out as a job candidate, not what may make you underqualified.

This is causing a stir in the candidate market as IT professionals wait to see what new jobs come online.

Condense what you can and leave those extra details as they are — extra little bits of information brought out either in a cover letter or interview as additional support for what makes you a great candidate for the job you're after.

Karalyn Brown is the writer of this blog, and she offers advice such as resume tips, job seeking strategies, LinkedIn tips and reveals the secrets behind what recruiters are looking for in the perfect candidate.

While interviewing with friends at the same job level can be helpful, choosing someone with the same experience as the hiring manager will be the most valuable because they know what they're looking for in a candidate.

A job ad is the first interaction most candidates have with your company, but most are not well - written, and focus more on what a company wants from a candidate, rather than what the company has to offer as an employer.

I took that advice to heart and sought out experience that would round - out what I brought to the table as a job candidate.

A headline (also known as a resume title) is a brief phrase that summarizes what makes you an ideal candidate for the job.

A candidate who's accepted a new job offer as a Software Development Engineer at Expedia recently has asked me to find out what technologies she should brush up on / learn about before starting.

Remember what you're there to talk about: you as the ideal candidate for this particular job.

This blurb, along with the job seeker's professional title, «Entry - Level Financial Analyst,» give the reader a clear idea as to what role the candidate is targeting and why they're qualified for such a position.

As for work experience, make sure you mention all the tasks you performed at your previous jobs in order to show the employer what you can do for him, and that you are the ideal candidate for the job.

Executive recruiters and other hiring professionals sourcing and assessing candidates by what they found about her online or through digital / paper documents weren't clearly seeing her as a good fit for the jobs they were trying to fill.

Look through the job listing for a list of qualifications, and scan for any keywords that give you a hint as to what the employer wants in a job candidate.

Rather than reiterating what they can read on your resume, use this as an opportunity to share why you're better for the job than any other candidate.

Is that what job candidates and some resume writers (the not so good ones) mean when they include» proven leader» as part of your value proposition?

There is a short job description provided in order for you to understand the duties that have to be performed in this line of work, as well as a sample resume which shows what needs to be highlighted in order to present yourself as the best candidate for this job.

If those in charge are aware of what they are looking for in terms of hard, requisite job skills as well as soft skills and personality, it is much easier to locate these skills within a candidate.

will save you time in that long - suffering, resume - writing process by laying out how to choose the best keywords and how to present them on your resume while still highlighting what makes you stand out as the best candidate for the job!

If you want to stand out as a viable candidate against that kind of competition, you need to show what you've done at each job.

The responsibilities of a Trainee Recruitment Consultant: * You will prospect, develop and win business with new and existing clients * Become known as a market specialist in your area and be able to grow a sizable candidate pool * Candidate generation through a number of verticles: job boards / database / LinkedIn / headhunting * Attend and drive forward client meetings to further establish yourself as a leading construction recruitment consultant * Work closely with your local team, but also nationally to support business objectives and strategies * You will build long lasting relationships internally and externally * Most importantly you will start on the exciting career journey within recruitment, where in our business 80 % of our managers have been produced organically What are we loocandidate pool * Candidate generation through a number of verticles: job boards / database / LinkedIn / headhunting * Attend and drive forward client meetings to further establish yourself as a leading construction recruitment consultant * Work closely with your local team, but also nationally to support business objectives and strategies * You will build long lasting relationships internally and externally * Most importantly you will start on the exciting career journey within recruitment, where in our business 80 % of our managers have been produced organically What are we looCandidate generation through a number of verticles: job boards / database / LinkedIn / headhunting * Attend and drive forward client meetings to further establish yourself as a leading construction recruitment consultant * Work closely with your local team, but also nationally to support business objectives and strategies * You will build long lasting relationships internally and externally * Most importantly you will start on the exciting career journey within recruitment, where in our business 80 % of our managers have been produced organically What are we looking for?

Know what employers want in a candidate: As with all open - ended interview questions, start your preparation by examining the key qualifications for the job.

Duties will include: • Using sales, business development, marketing techniques and networking in order to attract business from client companies; • Building relationships with clients; • Developing a good understanding of client companies, their industry, what they do and their work culture and environment; • Advertising vacancies appropriately by drafting and placing adverts in a wide range of media; • Headhunting - identifying and approaching suitable candidates; • Completing a search of the candidate database to find the right person for the employer's vacancy; • Receiving and reviewing applications, managing interviews and short - listing candidates; • Requesting references and checking the suitability of applicants before submitting their details to the employer; • Briefing the candidate about the responsibilities, salary and benefits of the job in question; • Preparing CV's and correspondence to forward to clients in respect of suitable applicants; • Organising interviews for candidates as requested by the client; • Informing candidates about the results of their interviews; • Negotiating pay and salary rates and finalising arrangements between clients and candidates; • Offering advice to both clients and candidates on pay rates, training and career progression; • Reviewing recruitment policies to ensure effectiveness of selection techniques and recruitment programmes.

What was written in text is now being put to the test as you prepare to sit before the hiring manager and reveal exactly why you will make the best candidate for this potential job.

These include job interview questions such as: «what are your strengths and weaknesses» and «what makes you the most qualified candidate for this job.»

As a leading Indian recruitment agency, we give our clients what they need: candidates who turn out to be assets for them after undergoing a careful vetting process to match the corresponding candidate profile to the open job profile.

The Role: • Contacting employers, sometimes in person but, more likely, by telephone and often cold - calling, to establish their precise recruitment requirements for vacancies • Negotiating and agreeing the terms and conditions relating to the assignment • Searching database and temp contractor & # 34hot lists & # 34 with a view to finding and placing available and suitable candidates with clients in the shortest timeframe possible • Reviewing applications, interviewing and assessing candidates and short - listing for interview according to the employer's expressed criteria within tight timeframes and to strict deadlines • Making arrangements for candidates to be interviewed and preparing the candidates for interview if this is required by client You'll have: • A strong understanding of the healthcare / medical sector, particularly within temporary, contract, and locums • A proven track record of working as a 360 Recruiter • Proven ability to build & develop client relationships • Accomplished in sourcing passive candidates who are not on the open market • Ambitious, hardworking & self - motivated to succeed in sales where you are measured on results • What we give you in return: Are you the right person for the job?

The role of a Trainee Recruitment Consultant is extremely varied so here's a snap shot of what your day to day would look like: • Sourcing the best talent for your vacancies by head hunting through a variety of different databases, jobs boards, social media platforms etc • You will initially spend a lot of time on your phone, calling candidates and winning new business • You will manage your candidates through the recruitment process, finding out what makes them tick and landing them their dream job • Working as a Trainee Recruitment Consultant certainly has its challenges at times but the rewards without a doubt outweigh them.

As a job seeker, do you understand what hiring managers go through to ensure they hire the right candidate?