Sentences with phrase «about job candidates»

Employers need to be very careful when it comes to harvesting information about job candidates from the internet.

They prevent companies from asking about a job candidate's criminal history on an application and in some cases during the hiring process.

We have also designed an eye - catching cover letter that effectively complements this sample teacher's aide resume, and prompts the reader to discover more about the job candidate.

Social media profiles can tell you a lot about a job candidate.

The whole scenario got me to thinking about a job candidate's «dark secrets» and what to say, what not to say in an interview.

A résumé can only tell you so much about a job candidate.

The biggest complaint I hear among interviewers about job candidates is their lack of enthusiasm for the job.

This is done to ensure the reference is authentic and speaks the truth about the job candidate.

Companies want to know about job candidates and their employees beyond what's stated in a resume or cover letter.

A potential employer will have certain concerns and questions about any job candidate.

Local criminal background checks can be your best source of criminal information about job candidates and employees.

This well written new profile encourages a reader to continue reading the rest of the resume to find out more about this job candidate.

Example: Lowering your opinion about a job candidate who worked at two companies that failed through no fault of the applicant.

As a resume writing specialist, and someone who has worked alongside multinational companies in relation to hiring and candidate selection, I can tell you that not only can I spot a resume template from a mile away, but more importantly it is the first impression I make about the job candidate based on their template.

They're always selling themselves and their businesses rather than asking and learning about the job candidate

A typical interview — unstructured, rambling, unfocused — tells the interviewer almost nothing about job candidates, other than how they seem during a couple of meetings in a conference room.

Thus, employers should avoid adopting a «more is better» approach to collecting personal information about a job candidate as unnecessary information may ultimately burden an employer with legal liability.

Thanks to our increasing participation in various social media sites, hiring managers can now quickly find a wealth of information about job candidates simply by typing their names into Google.

That's the finding of a new report from recruiting firm Hays Canada, which found that just about every job candidate is on at least one social network, and more than half of them are trawling social media to find employment.

Team: How you interact with — and impact — your team members is something that all hiring managers want to determine about job candidates.

New York City has joined other states and cities across the country — including Massachusetts and Philadelphia — in banning employers from inquiring about a job candidate's salary history.

Interviews for disability case manager position can reveal a great deal about job candidates — an interviewer focuses on determining what a job seeker is worth by gauging his or her body language, and through the usually rapid fire questioning that follows.

Reach firm executives and school registrars to make sure you're talking to the right people about the job candidate.

Starting Oct. 31, employers in New York and a few other states will be barred from asking about a job candidate's current pay, dealing a blow to poaching efforts.

Although employers form their opinion about job candidates themselves, basing it on candidates» test results and behavior during the interview, they still realize that their opinion may be erroneous, based on such essentially limited information.

Still, because employers can learn a lot about a job candidate from his virtual persona that might not be uncovered in a physical interview, some 43 percent of hiring professionals reported using online screening in a recent survey from the Society for Human Resource Management.

It shouldn't be difficult to appreciate how employers are turning to those sites and others like them to find out more about job candidates

These days no discussion about employment screening is complete without an analysis of how so - called «social media background checks» can be used for uncovering a treasure trove of information about job candidates.

• Some laws just ban public employers from asking about a job candidate's pay history, while others ban all employers.

The statement should give the reader a sense of confidence, and optimism, about the job candidate's future potential with the company.

In an effort to close the gender pay gap, a growing number of U.S. cities, states, and territories have passed measures that bar employers from asking about a job candidate's compensation history.

But Mr. Bock specifically alludes to one solution that is rarely discussed: employers need to stop asking about a job candidate's current or previous pay.

«No discussion on background checks these days is complete without an analysis of how the Internet is used for finding information about job candidates,» says Rosen, author of «The Safe Hiring Manual,» the first comprehensive guide to employment screening.