Sentences with phrase «applicant is the right person»

First, it shows them if the applicant is the right person for the job and then it shows the area of practice and interest of the applicant.

Not exact matches

This time, the focus is more narrowly on ensuring that people not be forced to agree to potential arbitration as a condition of their employment and that employers be prohibited from «threatening, retaliating or discriminating against, or terminating any applicant for employment or prospective employment or any employee because of the refusal to consent to the waiver of any right, forum, or procedure for a violation of specific statutes governing employment.»

The investigation is ongoing, but what we know right now is that the hacker acquired the records of approximately 15 million people, including new applicants requiring a credit check for service or device financing from September 1, 2013 through September 16, 2015.

Challenging the Supreme Court's order at the African Court on Human and People's Rights in Tanzania, the lawyers of Woyome said: «The contention of the applicant is that following from the earlier concurring opinion to the decision of the review bench, the court can not be said to have been impartial.»

* A declaration that the detention of the applicant by EFCC on January 5, 2016 at an unknown location, without access to his lawyers, family and doctors, constitutes a flagrant violation of the applicant's fundamental rights guaranteed under sections 33, 34, 35, 38, 40, 41, 42, 43 and 44 of the Constitution of the Federal Republic of Nigeria, 1999 and Articles 4, 5, 6, 12, & 14 of the African Charter on Human and Peoples Rights (Ratification and Enforcement) Act, Laws of the Federation of Nigeria, 2004, and is ultra vires, null and void and unconstitutrights guaranteed under sections 33, 34, 35, 38, 40, 41, 42, 43 and 44 of the Constitution of the Federal Republic of Nigeria, 1999 and Articles 4, 5, 6, 12, & 14 of the African Charter on Human and Peoples Rights (Ratification and Enforcement) Act, Laws of the Federation of Nigeria, 2004, and is ultra vires, null and void and unconstitutRights (Ratification and Enforcement) Act, Laws of the Federation of Nigeria, 2004, and is ultra vires, null and void and unconstitutional.

* A declaration that the arrest of the applicant by EFCC on January 5, 2016 at his home at No. 14, Drive 1, Prince and Princess Estate, Abuja, constitutes a flagrant violation of the applicant's fundamental rights guaranteed under sections 33, 34, 35, 38, 40, 41, 42, 43 and 44 of the Constitution of the Federal Republic of Nigeria, 1999 and Articles 4, 5, 6, 12, & 14 of the African Charter on Human and Peoples Rights (Ratification and Enforcement) Act, Laws of the Federation of Nigeria, 2004, and is ultra vires, null and void and unconstitutrights guaranteed under sections 33, 34, 35, 38, 40, 41, 42, 43 and 44 of the Constitution of the Federal Republic of Nigeria, 1999 and Articles 4, 5, 6, 12, & 14 of the African Charter on Human and Peoples Rights (Ratification and Enforcement) Act, Laws of the Federation of Nigeria, 2004, and is ultra vires, null and void and unconstitutRights (Ratification and Enforcement) Act, Laws of the Federation of Nigeria, 2004, and is ultra vires, null and void and unconstitutional.

In his new suit also marked FHC / L / CS / 1012 / 2017 and with the same persons as respondents, the applicant is seeking a declaration that his continued detention since June 10 without arraignment, violates his fundamental rights as guaranteed under the 1999 Constitution.

In his written address, Inibehe Effiong, Counsel to Udo, is seeking to determine whether the assault and torture meted by the accused persons on his client, amount to «a breach on the applicant's fundamental human rights to dignity of his human person as guaranteed in section 34 (1)(a) of Nigeria's 1999 constitution (as mended), as well as the African Charter on Human and People's Rights&rrights to dignity of his human person as guaranteed in section 34 (1)(a) of Nigeria's 1999 constitution (as mended), as well as the African Charter on Human and People's Rights&rRights».

«Usually for any position we have open, we'll have lots of applicants; however, finding the right people is always a challenge, and in that sense we are no different than any other company in science.»

It's hard to find the right person for the right job and experience and enthusiasm are key for outpacing other applicants.

50 Great Questions for Teacher Interviews The questions you ask during interviews are key to drawing out the personalities of applicants and selecting the right people to join your staff.

And since applicants are screened, we should actually be getting people who know Japanese (right?).

The court held that the applicant's right to a fair trial under Art 6 of the Convention had been violated because he was not entitled to be heard in the incapacitation proceedings either in person or by a representative.

No balancing exercise can, therefore, be carried out between the third applicant's concrete right to conscientious objection, which is one of the most fundamental rights inherent in the human person — a right which is not given by the Convention but is recognised and protected by it — and a legitimate State or public authority policy which seeks to protect rights in the abstract.

«On one side, there is the right of the applicants to freedom of religion including their right to operate a law school designed for persons who share a common religious belief,» says the ruling.

Eventually, the Ontario Court of Appeal found that certain provisions of the MMAR were contrary to the rights to liberty and security of the person under s. 7 of the Charter, as they failed to provide reasonable access to a legal source of supply of marihuana for medical purposes, required some applicants to have the support of two specialists to establish medical need (depending on the nature of their illness), and exposed those in need of medical marihuana to criminal liability if they could not comply with the MMAR (see Hitzig v. Canada (2003), 231 D.L.R. (4th) 104, 2003 CanLII 30796 (ON C.A.), leave to appeal refused, [2004] S.C.C.A. No. 5).

Each person who enters this Scholarship Program represents and warrants to Sponsor as follows: (i) the Application, including the written response submission is the Applicant's own original, previously unpublished, and previously unproduced work; (ii) the written response submission is wholly original with Applicant and as of the date of submission, is not the subject of any actual or threatened litigation or claim; (iii) the written response submission neither infringes upon nor violates the intellectual property rights or other rights of any other person or entity; (iv) the written response submission does not and will not violate any applicable laws, and meets the Submission Requirements set forth above.

Neither was it persuasive to argue, as the government did, that the starting point of exceptionality was reasonable since only a few persons would be affected, implying as it did the possibility of justifying the restriction of the applicants» Convention rights by the minimal number of persons adversely affected.

Sourcers, on the other hand, are tasked with finding and attracting talent from a variety of sources outside of the company's applicant tracking systems, and then getting those applicants to the right places and people within the organization.

Finding the perfect candidate can be like finding a needle in a haystack, so for lots of employers, it's tempting to hire these people right away without going through some due diligence or background checks on the applicants.

Your day to day duties will include: • Speaking with candidates to establish their specific requirements and to obtain a clear and detailed career resume in order to match them accurately against job descriptions in order to successfully fill the vacancy • Advertising vacancies by drafting and placing effective adverts via our ATS (Applicant Tracking System) • Searching candidate databases to match the right person to the client's vacancy • Receiving and reviewing applications, managing interviews and tests and helping create a shortlist of suitable candidates for the client • Using and evaluating a wide range of social media to advertise positions, attract candidates and build relationships with candidates and employers • Headhunting - identifying and approaching suitable candidates who may already be in work • To shortlist the best candidates for interview and select the best candidate (s) to present to the client • To record and monitor the candidate application process onto the database and ensure all details, management information and stages are accurately represented.

Plus, if your resume doesn't contain the «right» words, the keywords the recruiter or HR person uses to search the resume database or applicant tracking system, your resume won't be found, and you won't be considered for the job.

This is especially true when it comes to the resume, considering that employers will often use any detail to separate applicants and try and find the right person.

ANSWER: C. And the notice must include the name, address, and phone number of the Consumer Reporting Agency that supplied the report; a statement that the company that supplied the report did not make the decision to take the unfavorable action and can't give specific reasons for it; a notice of the person's right to dispute the accuracy or completeness of any information the consumer reporting company furnished; and a statement the applicant / employee has the right to request a free report from the company if the request is made within 60 days.

Again, savvy employers know that the best way to demonstrate diversity in recruiting is to do the needed work in developing networks that will include diverse pools of applicants, and learn how to market effectively to that diverse pool of qualified candidates, not unlike any other methods they use to find the people with the right skills and experience.

If you are asking a company to provide an «investigative report» — a report based on personal interviews concerning a person's character, general reputation, personal characteristics, and lifestyle — you must also disclose to the applicant or employee of his or her right to a description of the nature and scope of the investigation.

We're about doing the right thing for you, for your applicant, and for the safety of the people with whom your customers and employees come in contact.

It is also important to state the method in which the applicant heard about the vacancy and offer a simple explanation as to the interest the applicant has in the company and why he thinks he is the right person for the job.

Most aviation companies are committed to assuring that: All recruiting, hiring, training, promotion, compensation, and other employment related programs are provided fairly to all persons on an equal opportunity basis without regard to race, creed, color, religion, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by law; Employment decisions are based on the principles of equal opportunity and affirmative action; All personnel actions such as compensation, benefits, transfers, training, and participation in social and recreational programs are administered without regard to race, creed, color, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by law, and; Employees and applicants will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have exercised any right protected by law.

It is also right for job applicants having work history gaps of more than one year or people switching their career fields.

Finding the right people to hire for your organization requires a hiring approach that is fair to applicants and delivers the best employees possible to the organization.

But little by little this type of primary research — talking with lots of people — will lead you to a place that's probably going to be more right for you than anything you would find staying in reactive mode and sending your resume again and again into that black hole — the online jobs» Applicant Tracking System.

Following an intense interview process which included more than a dozen applicants, you and the hiring manager at last agree on the right person for the position, who is currently employed.

When hiring a lot of people for the holidays, companies must be aware of and respect the rights of the applicants and the employees.

Of course, not every applicant is right for every opening, and while recruiters need to look beyond the ATS to weed out obvious misfits, candidates whose resumes are written in the first person differentiate themselves in professional and positive ways.

Responsibilities: The role is demanding and diverse and involves: - using sales, business development, marketing techniques and networking to attract business from client companies; - visiting clients to build and develop relationships and understand they culture and environment; - advertising vacancies by drafting and placing adverts in a range of media, for example newspapers, websites, magazines; - headhunting - identifying and approaching suitable candidates who may already be in work; - using candidate databases to match the right person to the client's vacancy; - candidate's management (reviewing applications, managing interviews, reference checking)- preparing CVs and correspondence to forward to clients regarding of suitable applicants; - negotiating pay and salary rates and finalizing arrangements between client and candidates; - working towards and exceeding targets that may relate to the number of candidates placed, a value to be billed to clients or business leads generated; - reviewing recruitment policies to ensure effectiveness of selection techniques and recruitment programmers.

It is essential that the right people are the applicants on any native title claim.

Since the first native title claimant application was lodged by the Quandamooka Peoples in 1995, the process of resolving their native title required the claim group to decide who are the people in the native title claim group, who are the person or people that are the applicant, and negotiate with multiple parties about their native title rights and interests over North Stradbroke Island and some of the surrounding islands and waters of Morton Bay.

Selway J also finds that this determination is bound by the High Court's decision in Croker Island to hold that native title rights to exclude those exercising public rights to fish or navigate in the sea or the inter-tidal zone can not be recognised.11 Rejecting the applicants» argument that a native title right to exclude people permanently from small areas or to exclude temporarily from areas in the sea according to Yolngu traditional laws and customs is not inconsistent with the public right to fish and navigate.12 Parties are invited to make submissions on the proposed determination.

If an applicant has filed a written application for benefits with the agency of one Contracting State and has not explicitly requested that the application be restricted to benefits under the laws of that Contracting State, the application shall also protect the rights of the claimants under the laws of the other Contracting State if the applicant provides information at the time of filing indicating that the person on whose record benefits are claimed has completed periods of coverage under the laws of the other Contracting State.

The relevant part of the High Court's Yarmirr decision was that the particular claims made by the applicants (namely they had a right to exclude all persons from the area) could not succeed because of public rights to fish and navigate and the international right of innocent passage.

His Honour's reasoning suggests that in order to establish a native title right to control access, Aboriginal people would be required to demonstrate before a court not only the existence of a traditional right to control access to their land and the exercise of this right by the applicants, but also that the native title applicants and their forebears, in the face of inordinate risks, asserted this right consistently against non-Indigenous people through the post-sovereignty period.

This may not be correct in all respects - the relevant part of the High Court's Croker Island decision was that the particular claims made by the applicants (namely they had a right to exclude all persons from the area) could not succeed because of public rights to fish and navigate and the international right of innocent passage.