Sentences with phrase «business employers think»

Not exact matches

My business partner Dave Hazlehurst is an employer - brand thought leader.

Think of it this way: You're a business - of - one who provides a service to your employer.

While businesses might think they can procrastinate, employers with at least 50 full - time workers (or the equivalent) only got breathing room from the delay of employer - mandate penalties and closely related reporting requirements.

To help employers across the country make sense of the changes in the ACA regulations, Paycom, a provider of human capital management technology, will host a free webinar — Think Your Business is ACA Compliant?

Employers are looking for innovative professionals who are able to think outside the box and be creative when it comes to solving business problems or creating business solutions.

He explained how, often, employers argue that it's difficult to provide maternity rights but that they manage it because it's the right thing to do: «I think the same is true for fathers, if we work through those challenges, the business will reap the benefits.»

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...

He says such data can be very useful in tailoring the city's pitch to prospective employers, to other scientists and engineers thinking of relocating to Houston, and to businesses who wish to reach a particular population.

Most of us would like to think we are doing the best to stay healthy as individuals, but some of the most effective preventative measures are initiated at a national level by government — based on the best available evidence and research — and need to be taken up by all sectors of society including teachers, employers, designers, and businesses.

«We work with forward - thinking employers, including Ford Engineering, to help them plug skills gaps and access skills that can generate business growth.

The skill of critical thinking in modern business is often described as desirable when asking employers what it is that they are looking for in new hires (Hart Research Associates, 2013).

Creative and critical thinkers are in high demand by today's employers, with 93 % of business and nonprofit leaders reporting that evidence of solid critical thinking skills carries more weight than a job candidate's undergraduate major.

... when checking into his employment you might want to find out what do his peers think of him; what is his relationship with his employer or employees; and does holding a public office help him advance in his job or produce business connections?»

Employers, business leaders and vocational career educators all recognize that the ability to do critical thinking and evaluate information resources is an essential workplace readiness skill.

MS. CRAWFORD: Well, certain states have required that employers need to have not only a substantial business need to conduct the credit check, but also must explain that substantial business need up front to the employee for that particular job, which I think is an interesting development; because it requires employers to do their homework and not conduct these blanket screens for all of their employees, and puts the job candidates on notice of why the credit check is being conducted.

While you may think they can limit your freedoms as an employer to control your workers, employment agreements can actually protect your business by defining the roles and expectations you have for each employee.

For employers, this'll mean thinking more carefully about the legitimate business reasons for collecting and using employee data, and relying on these reasons — rather than consent.

To that end, when employers are creating dress codes to meet business needs, they are recommended not to rely on stereotypes or sexist ideas of how men or women should look — rather, they are recommended to think about a range of clothing options.

The answer, I think, partly lies in having a pre-eminent education sector which builds the workforce of tomorrow today while co-ordinating a more holistic and less prescriptive approach to employee relations by both employer and employee groups — eventually leading to a genuine economic and business partnership.

So, sure businesses might sometimes face a hurdle or two in accommodating new parents at work, but should employers think so little of their employees that accommodation isn't worth the effort?

As a business owner, I don't think that if I have asked for a raise my employer would have said no.

«I think the concern has certainly been raised, and that employers are (or should be) carefully considering both who should have 24 - hour access, and, in the case of overtime - eligible employees, what the rules are regarding use of the devices outside of business hours,» says Jeff Mitchell, partner with the labour and employment practice of Dentons Canada LLP.

Employers that provide life insurance policies for their employees may want to take a look at a recent Quest Diagnostics study, which found workers may not be as healthy as some businesses think.

Look at the average market salary for similar positions, consider your own salary track record, and think through the ROI and the impact you will have on the employer's business.

Think about where you could best use your skills by doing some research on other employers that you'd consider working for, or moving to a different type of business such as an agency or consulting firm.

Unlike business cards issued by an employer, think beyond a traditional title below your name.

Pay attention to facts and figures such as office location, company history and any mission statement that might clue you in on what the employer thinks is important in business and business partners.

I don't think it's any employer's business who my friends or family are.

So, I thought I would offer some suggestions for how an HR or talent professional could think about how they evaluate all the potential HR tech solutions out there and make the right decision for their business or employer.

Who do you think an employer is going to choose, the guy with the drunken Facebook profile picture or the business professional LinkedIn page?

Fifty - seven per cent of banking and finance employers said they think there will be an increase in business activity in 2017.

Upon receiving my draft and reading through it I was shocked that the CV was actually about me, it was somewhat mesmerising and I could only imagine what prospective employers, agencies, business's would think when they read it.

Or, what if another employer uses the term «business development» or «marketing» for what you think of as product development?

Graduate job seekers can showcase their strengths in this area by demonstrating a capacity for independent work and original thinking, as well as sound business sense and an interest in the market that their potential employer operates in.

More and more technology employers are hiring graduates from any degree background because they recognise the benefit of filling their business with people trained to think in different ways, and because they can be trained up.

Employers select resumes highlighting customer service experience, problem solving abilities, analytical thinking, business etiquette, time management, and teamwork.

Paper vs. Personal References Many employers won't be interested in written reference letters, though I still think it's a good idea to have some, especially if you're graduating from college, relocating, or the company you work for is going out of business.

Employers usually select resume samples highlighting assets such as statistics knowledge, analytical thinking, computer proficiency, reporting skills, communication, proven financial forecasting abilities, and business acumen.

Keep in mind that when you effectively write in business, you must reflect on the objective of your resume, you must think of what the employer needs from you and you must use a proper resume style or resume format to make your resume attention - grabbing.

Employers are always looking for people who can think outside the box; they need people who can demonstrate that they can offer the best solutions that can enhance performance, and make their business profitable.

Eager to contribute advanced marketing, teambuilding and leadership skills toward optimizing the goals of a forward - thinking employer in a Real Estate Business Management role

Author, financial advisor, and business consultant, Mitchell D. Weiss offers some blunt advice to employers who are thinking of enticing an employee to stay: «As painful as it may be, let the employee leave.

Employers select resumes displaying skills like finance expertise, investment analysis experience, attention to details, analytical thinking, business acumen, and customer service.

Learn to think about occupations, career fields, industries, and kinds of employers, including businesses, non-profits, and government agencies.

You can influence an employer's hiring decision with a well - thought presentation that shows how you've met business needs, acted as a change agent, and conducted your leadership career.

Wealth Management......... Real Estate Finance......... Wealth Management......... Personal Finance Dynamic, high - energy Business Professional and U.S. Military veteran, currently seek to expand current educational knowledge and contribute success in sales, client relations and business acumen toward optimizing the goals of a progressive and forward - thinking employer in an entry level finanBusiness Professional and U.S. Military veteran, currently seek to expand current educational knowledge and contribute success in sales, client relations and business acumen toward optimizing the goals of a progressive and forward - thinking employer in an entry level finanbusiness acumen toward optimizing the goals of a progressive and forward - thinking employer in an entry level finance role.

Eager to contribute analytical thinking, workflow optimization and strong prioritization skills toward improving the business outcomes of a progressive employer in a Business Management and / or Outside Salbusiness outcomes of a progressive employer in a Business Management and / or Outside SalBusiness Management and / or Outside Sales role.