Sentences with phrase «asking about a candidate»

This question forces the reference to think about the candidate in the context of their professional relationship and yields more honest answers as you aren't directly asking about the candidate him or herself.

Bratton, a Vietnam War veteran, was also asked about the candidate's remarks after receiving a Purple Heart medal as a token from a supporter Tuesday at a Virginia rally.

«I am being asked about a candidate.»

Ask about candidates» experience with selling homes in your area and how long they've been in business.

For example, if a job requires certain physical abilities, such as being able to lift a 50 pound box, asking about a candidate's physical limitations may be permissible.

Clearly, they aren't going to have anything nice said about them when the HR department of a prospective company calls the referral party up to ask about this candidate

Ask about the candidate's current work schedule, including how many hours worked per day and per week and how often the candidate worked on site.

Make sure you specified all the information that should be covered in the letter, if the position description specifically asks about candidate's availability or particular skills — always mention them, the reference you can attach to the writing sample.

The survey of 838 compensation and benefits professionals found that 37 percent of employers have implemented a policy prohibiting hiring managers and recruiters from asking about a candidate's salary history in all U.S. locations, regardless of whether a local law exists requiring a ban.

Ban - the - box laws that require hiring managers to delay asking about a candidate's criminal history until after an interview has been conducted or a provisional job offer has been extended are approaching a tipping point and will soon be the norm around the country, experts believe.

Not exact matches

Secret from a recruiter: «The candidate interview is an opportunity to ask the questions about commitment to success.

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

Cynthia Augustine, who serves as the global chief talent officer for the ad agency Foote, Cone & Belding, explains to CNBC Make It that asking about a project that didn't particularly go your way gives a broader sense of who the candidate is in addition to what's on paper.

While many candidates expect to answer questions about their past work experiences and career goals, there are some questions a job interviewer may ask that can throw you for a complete loop.

About 100 Boardlist candidates (some of whom already sit on not - for - profit, for - profit, or advisory boards, and the vast majority of whom live in the U.S.) were asked a number of questions about their experiences in business, and also about the fact that so few women serve on corporate boAbout 100 Boardlist candidates (some of whom already sit on not - for - profit, for - profit, or advisory boards, and the vast majority of whom live in the U.S.) were asked a number of questions about their experiences in business, and also about the fact that so few women serve on corporate boabout their experiences in business, and also about the fact that so few women serve on corporate boabout the fact that so few women serve on corporate boards.

Cisco Canada President Bernadette Wightman talks about her best advice for tackling tough problems, what she always asks job candidates in interviews, and the best leadership advice she's ever gotten.

By law, when interviewing a candidate you can not ask about race, creed, country of origin or religion.

The more you know about the candidate ahead of time, the more you can ask questions that give the candidate room for self - analysis or introspection.

It refers to negative comments Republican presidential candidate Donald Trump has made about various groups of people, including Mexicans, Muslims, and women, asking that people support the petition to encourage Starbucks to cut ties with the businessman.

This is the time to take all that deep thinking you did in Step 1 and share it with each of your candidates, asking them if they feel they can address those questions and concerns, and how they would go about doing so.

Beverly Kelly, human - resources manager at Robert Charles Lesser & Co., a real - estate consulting firm in Los Angeles, asks candidates about other companies they're interviewing with, and what makes a particular company attractive.

Facebook AI researcher Yann LeCun tweeted about some of the job postings on Wednesday, asking for candidates interested in designing chips for AI.

You can get the same results by asking behavioral questions that start with verbiage like, «Tell us about a time...» or, «Describe a situation where...» The candidate can bring up real - life experiences that will reveal far more than pretend scenarios ever could.

It's the ideal time to ask about a problem a candidate faced, and challenge the solution presented to see how he or she responds, whether with appreciation or defensiveness.

«And if that candidate gets to meet the VP or the CEO, they'll be able to ask about the competition and «What are you guys doing versus this thing?»

There, we were able to ask questions, look at statistics, meet other franchisee candidates and learn about the business.

One question is negatively worded, meaning it asks the candidate to think about a time when they made a mistake and how they dealt with it.

Some job candidates don't actually care about the answers to the questions they ask; they are just trying to look good by asking what they hope are great questions.

Two questions are positively worded, meaning they ask the candidate to speak about something he or she did well.

Questions that ask about why the candidate wants to pursue a job in a specific field or with your company also fall into this category.

«We're encouraging employees to ask them less and less,» he says, «because we don't think it gets to the meat of what we're trying to find out about the candidate.»

Empathy is an essential part of customer service, so we ask candidates to tell us about a time they went above and beyond for a stranger.

You can also ask your candidates about projects they were proud to be involved with.

After learning about Casino Gaming School in 1994 from a faxed advertisement, Zimmer asked Kallos to send him candidates for six openings at O'Shea's, a small downtown operation he was running at the time.

The candidate from her party running in Buenos Aires — the country's biggest province — has demurred when asked about the situation in the Venezuela, saying that he did not know «in detail» what was going on there, later stressing the differences between the tenures of Chavez and Maduro and calling for dialogue with a third party, such as the Pope.

This is a mind - bender that will really force the candidate to think quickly about something they've never been asked before, all while showing off the reasons they are a good fit for the job.

Learn more about a candidate's encouraging nature by asking them, «Who is someone who looks up to you and why?»

In 2014 I interviewed Bill Treasurer, author of Courage Goes to Work, about how to hire courageous people, and he suggested asking a job candidate, «Describe a time when you had to disagree with someone in authority and stand your ground.

Ask candidates questions about what role they tend to play in team projects and how they handle situations when the team disagrees on a topic.

After the typical questions about a job applicant's gender and race, Goldman Sachs (gs) asks candidates to indicate their sexual orientation via a drop - down menu including the choices bisexual, gay man, gay woman, heterosexual, lesbian, other, and «prefer not to say.»

We always ask candidates about what they enjoy doing outside of work as this glimpse into their activities and hobbies provides a solid indication for assessing this trait.

Asking a candidate to do something or share what they have done reveals a great deal about how they interact with others and what thought processes and trade - offs they make to get the job done.

Seeing Uber on a résumé does not stop him from interviewing a candidate, he said, but it does prompt him to ask «pointed questions» about how the person would handle workplace issues.

To learn more about what's important to the candidates, interviewers Kelly Libertore and Paul Roy ask what they would do with a magic wand.

Ask open - ended questions like «What else should I know about this candidate?»

Also ask candidates how often they connect with others in their field outside their company and what they talk about with their fellow professionals, suggests Dunn.

Instead, ask the reference to tell you about a specific time when the candidate worked on a team.

If you continue to go levels deeper, asking each reference for someone else who can speak candidly about your candidate, you will eventually find a true impartial third party who will give you a genuinely critical perspective.

I recently asked a handful of folks from the Reforge Collective about the questions they ask when interviewing candidates for competitive positions in growth.

As long as you don't ask prohibited questions during the interview process, it's your prerogative to ask candidates about anything from their appreciation for soccer to their favorite foods.