Sentences with phrase «employers want more of it»

Not exact matches

However, the company plans to focus more on the mass customization of many types of products — not just audio products — that employers or celebrities might want to put a logo on, whether iPhone cases or T - Shirts.

Joke all you want about grown men and women wearing Mickey Mouse ears, but the DisneyWorld and Universal Studios theme park complexes are major employers for people over 50 who want to trade the stresses of a white - collar career for something more light - hearted.

The winners also score big on survey questions related to employee loyalty, with more than nine in 10 team members over 52 saying they're proud of what they accomplish and that they want to stay with their employers for a long time.

It takes 20 years of education to grow an entry - level employee, or more if they are going to have a specialty that employers really want — like STEM or professional services.

The other way is sort of what California and Oregon are doing, and that is offering a retirement plan that is separate from the employer and all the employer has to do, would be required to do is take a part of the payroll, deduct it into an IRA and if the employee does n`t want to participate, they can opt out, but that has to be the first step — getting more people to participate in these plans.

The No. 1 piece of advice Fite has for gig economy workers who want to own a home is to spend time organizing all of your documentation, including proof of employment and income, the names and phone numbers of references, previous employers, landlords and more.

As the economy heats up and companies create more jobs, employers should eventually have a harder time finding the caliber of workers that they want.

They're all getting sucked into these big systems, partially because they don't want to go through the struggle of getting paid and if they can be a part of this big system, then they're going to have a much easier time getting paid, because that system has more leverage with the carriers and the employers.

Filling out an application is a pretty simple process but, in all likelihood, the job you really want is going to take more than a list of references and previous employers.

Time for some brutal honesty... this team, as it stands, is in no better position to compete next season than they were 12 months ago, minus the fact that some fans have been easily snowed by the acquisition of Lacazette, the free transfer LB and the release of Sanogo... if you look at the facts carefully you will see a team that still has far more questions than answers... to better show what I mean by this statement I will briefly discuss the current state of affairs on a position - by - position basis... in goal we have 4 potential candidates, but in reality we have only 1 option with any real future and somehow he's the only one we have actively tried to get rid of for years because he and his father were a little too involved on social media and he got caught smoking (funny how people still defend Wiltshire under the same and far worse circumstances)... you would think we would want to keep any goaltender that Juventus had interest in, as they seem to have a pretty good history when it comes to that position... as far as the defenders on our current roster there are only a few individuals whom have the skill and / or youth worthy of our time and / or investment, as such we should get rid of anyone who doesn't meet those simple requirements, which means we should get rid of DeBouchy, Gibbs, Gabriel, Mertz and loan out Chambers to see if last seasons foray with Middlesborough was an anomaly or a prediction of things to come... some fans have lamented wildly about the return of Mertz to the starting lineup due to his FA Cup performance but these sort of pie in the sky meanderings are indicative of what's wrong with this club and it's wishy - washy fan - base... in addition to these moves the club should aggressively pursue the acquisition of dominant and mobile CB to stabilize an all too fragile defensive group that has self - destructed on numerous occasions over the past 5 seasons... moving forward and building on our need to re-establish our once dominant presence throughout the middle of the park we need to target a CDM then do whatever it takes to get that player into the fold without any of the usual nickel and diming we have become famous for (this kind of ruthless haggling has cost us numerous special players and certainly can't help make the player in question feel good about the way their future potential employer feels about them)... in order for us to become dominant again we need to be strong up the middle again from Goalkeeper to CB to DM to ACM to striker, like we did in our most glorious years before and during Wenger's reign... with this in mind, if we want Ozil to be that dominant attacking midfielder we can't keep leaving him exposed to constant ridicule about his lack of defensive prowess and provide him with the proper players in the final third... he was never a good defensive player in Real or with the German National squad and they certainly didn't suffer as a result of his presence on the pitch... as for the rest of the midfield the blame falls squarely in the hands of Wenger and Gazidis, the fact that Ramsey, Ox, Sanchez and even Ozil were allowed to regularly start when none of the aforementioned had more than a year left under contract is criminal for a club of this size and financial might... the fact that we could find money for Walcott and Xhaka, who weren't even guaranteed starters, means that our whole business model needs a complete overhaul... for me it's time to get rid of some serious deadweight, even if it means selling them below what you believe their market value is just to simply right this ship and change the stagnant culture that currently exists... this means saying goodbye to Wiltshire, Elneny, Carzola, Walcott and Ramsey... everyone, minus Elneny, have spent just as much time on the training table as on the field of play, which would be manageable if they weren't so inconsistent from a performance standpoint (excluding Carzola, who is like the recent version of Rosicky — too bad, both will be deeply missed)... in their places we need to bring in some proven performers with no history of injuries... up front, although I do like the possibilities that a player like Lacazette presents, the fact that we had to wait so many years to acquire some true quality at the striker position falls once again squarely at the feet of Wenger... this issue highlights the ultimate scam being perpetrated by this club since the arrival of Kroenke: pretend your a small market club when it comes to making purchases but milk your fans like a big market club when it comes to ticket prices and merchandising... I believe the reason why Wenger hasn't pursued someone of Henry's quality, minus a fairly inexpensive RVP, was that he knew that they would demand players of a similar ilk to be brought on board and that wasn't possible when the business model was that of a «selling» club... does it really make sense that we could only make a cheeky bid for Suarez, or that we couldn't get Higuain over the line when he was being offered up for half the price he eventually went to Juve for, or that we've only paid any interest to strikers who were clearly not going to press their current teams to let them go to Arsenal like Benzema or Cavani... just part of the facade that finally came crashing down when Sanchez finally called their bluff... the fact remains that no one wants to win more than Sanchez, including Wenger, and although I don't agree with everything that he has done off the field, I would much rather have Alexis front and center than a manager who has clearly bought into the Kroenke model in large part due to the fact that his enormous ego suggests that only he could accomplish great things without breaking the bank... unfortunately that isn't possible anymore as the game has changed quite dramatically in the last 15 years, which has left a largely complacent and complicit Wenger on the outside looking in... so don't blame those players who demanded more and were left wanting... don't blame those fans who have tried desperately to raise awareness for several years when cracks began to appear... place the blame at the feet of those who were well aware all along of the potential pitfalls of just such a plan but continued to follow it even when it was no longer a financial necessity, like it ever really was...

A lot of employers want to hire people who have more than... Read more than... Read MoreMore

The more evidence there is that mums and dads want men to look after their children, the more likely it is that employers in the sector will go out of their way to employ them.

CHESTNUT HILL, MA (June 9, 2014)-- Fathers want to be present and involved from the first days of their children's lives and increasingly expect their employers to support them through paid leave, flexibility, and ultimately a culture that respects their desire to be hands - on caregivers, according to a new study of 30 corporations and more than 1,000 fathers by the Boston College Center for Work & Family (BCCWF).

Most employers have leave policies already, apparently not to the satisfaction of the advocates here who want something far larger and far more immediate in every case.»

If you want to learn more about the job market and prospective employers, you'll find links to information about current research, clinical trials, and patents; industry news; trade, regulatory, and government bodies; and a list of publications that you can access for free to keep up - to - date with industry trends.

If social learning is to become more than a just a cynical attempt to sell more tools or platforms and is to become an embedded aspect of modern learning businesses, employers do need to reexamine their relationships with their employees and how they want to engage with new knowledge and information.

Second, if states wanted to try to make vesting more of a retention incentive, they could offer teachers a «graded» vesting system, where workers are eligible for a growing share of their employer's retirement contributions over time.

You may want to consider a site that gives you the opportunity to create thumbnails of your projects where your potential clients or employers can click on to learn more about.

Even if you have provided the employer with a plethora of work samples and talked about your past job experience in your eLearning portfolio, the hiring manager is still going to want to know more about the experience that you have gathered during your time in the eLearning industry.

After being filtered down to early - career roles relevant to youngsters more than 50 fields of information were extracted for each posting to piece together a picture of what employers want.

By allowing such employers to open their doors to teachers, Your Life said it wants to see more teachers spend time in «real businesses» as part of their Continuing Professional Development schemes.

Periodic international tests show that we are falling behind more and more countries and employers will tell you that young people coming out of college need better math, writing and thinking skills if they want the good jobs of the future.

And when considering what makes a good potential employer, teachers want many of the advantages that MATs and true collaboration can deliver, such as more flexibility, potential to experience leadership positions, and the opportunity to move between schools more easily.

Finally, if you want more tax - deductible savings and your employer doesn't offer a retirement plan, you can use the Health Savings Account as part of your plan.

The first option that you may want to consider is putting more into your 401k, regardless of whether your employer matches your contribution.

Employers don't want to search through piles of resumes any more than you want to send out a bunch of resumes to people you barely know.

If you want to take it one step further you now can see more about the individual, their gross income per month, if they're a homeowner or not, their length of employment, their current employer, where they are located, their debt - to - income, and their credit score range.

``... travel outside our borders can add a new dimension to a person's social and cultural intelligence — and one's knowledge of how people abroad interact and do business with one another... In this day and age, more and more employers want to hire people with a true «world view» with the adaptability and openness that comes with having experienced other cultures.»

Action point: Employers who pay more than 26 weeks enhanced maternity pay, but a lower amount of shared parental pay, may want to risk - assess this policy.

While on the one hand, this is certainly a laudable aim, the concern I have as a practitioner is that it assumes two things: 1) employers have six months or more to go through this process (and are willing to make this type of investment on someone they don't know); and 2) foreign nationals necessarily want to become Canadian permanent residents.

Other commenters representing employers stated that some employers wanted to combine health information from different insurers and health plans providing employee benefits to their workforces, including its group health plan, workers» compensation insurers, and disability insurers, so that they could have more information in order to better manage the occurrences of disability and illness among their workforces.

Plan sponsors who are employers of medium (51 - 199 employees) and large (over 200 employees) firms that provide health benefits through contracts with issuers are more likely to want access to protected health information for plan administration, for example to use it to audit claims or perform quality assurance functions on behalf of the group health plan.

Currently, where an employee provides more notice than required and an employer wants to pay out the employee, the employer must provide pay in lieu to the end of the termination notice period that the employer would have been required to give the employee.

«We're starting to get more calls on it and absolutely I think it's going to be a function of being clear in setting expectations and reminding employees of expectations around drug and alcohol use in the workplace and that may require employers to take a look at current policies and make sure they still read how they want in light of the new legislation coming down and provide refresher training on expectations,» says Cukierman.

If you want to cover yourself and a small group of full - time employees, this program makes small employer coverage more affordable.

These plans offer a more economical and a better solution for those who are already covered under the group health plan of their employer or hold an individually - purchased health policy, but want to increase their insurance coverage.

And even if they do want a more traditional resume, employers will likely still review your LinkedIn profile to get a broader picture of your experience, professionalism, and skills.

«[Imagine]... you're at a networking event and you meet a VP of Marketing who just so happens to work for your dream employer... Naturally, you want to keep in touch... Instead of pulling out your phone and scrolling through LinkedIn profiles mid-conversation, simply hand your new contact your... business card and do all the follow - up work later — it will save time and come across as much more professional.

You may not have heard of the term before, but «soft skills» are becoming more and more integral to employers who want to sort the wheat from the chaff when it comes to potential candidates!

While you always want to give your current position plenty of notice (more on that later) it's entirely possible to search, apply and interview a new position without your current employer finding out, keeping you in the captain's chair when it comes to your career moves.

Almost 60 per cent of Singaporeans want to stay with an employer for more than five years, according to a survey of 1,183 Singaporeans by recruiting experts Hays.

Additional highlights • 63 per cent of resource and mining employers are not actively hiring new graduates despite reports of a growing skills shortage • 2016 salary increases for resource and mining professionals are more modest than the previous year, with 21 % reporting no increases compared to eight per cent in the previous year • Almost three quarters (73 %) of oil and gas employees experience moderate to extreme workplace pressure due to the lack of employees and skills present • Work from home options, pension / RRSP contributions and flexible work hours are the top - three incentives oil and gas employers want to add in an effort to attract talent About Hays Canada: Hays Specialist Recruitment Canada is a wholly owned subsidiary of Hays plc, which has been at the forefront of the global recruitment industry for over thirty - five years.

Only one company pays the most, and although most candidates won't leave their current job for less money, professionals today are wanting more out of their employers.

In today's working world, however, employers want to learn much more about you than you can possibly jot down on a piece of paper.

-- Stand out from other applicants — Format it more creatively — The important resume sections and what to include — Customize for what employers want — Pass the gatekeepers — Other tips that help you get your target job, with tons of examples

If you want to engage the imagination of the prospective employer, and not leave them confused, then you should add a few names to help them connect more with what you are saying.

This way, you know exactly which sections to include and what type of information to add so your resume entices employers and encourages them to want to know more about you.

«The fact that career progression is the main detractor for candidates not wanting to work in SSCs, but also the main factor that attracts people who would work in an SSC, demonstrates that employers need to do more to establish formal career progression plans and promote them as part of their attraction strategy,» says Tom.

Of course, employers who inquire into salary history generally claim that they need to know what you've earned in the past because it helps them figure out how much you should be earning now, or so that they can screen out candidates who are earning far more than the position pays and presumably won't want to take a pay cut.

This interview and more are available as part of our What IT Employers Want eBook.