Sentences with phrase «candidate for hire»

A medical billing and coding certificate not only helps you become a better medical biller or coder, it also helps you be a more qualified candidate for hire.

Star Candidate for Hire.

The resume must sell you as the potential candidate for hire, and selling yourself against your own, reticent standards is like pricing a Lamborghini at the value of a beat - up Dodge truck.

It's not an easy interview to get through, but if you follow the tips above, you'll come out of it looking like a much more attractive candidate for hire!

Then I run online ads for specific positions to target suitable candidates for the hiring criteria.

Plus, some employers and landlords examine credit scores when assessing candidates for hiring and renting apartments.

Democratic gubernatorial frontrunner Andrew Cuomo is out with a new attack ad that isn't actually a direct hit at GOP / Conservative opponent, Carl Paladino, but rather a sideswipe at the candidate for hiring people to work on his campaign who have, as the Times put it, «tainted pasts.»

Partnering with local teacher preparation programs, including those at minority - serving institutions, to coordinate student teaching placements and vet candidates for hire before they graduate.

It's like a smart and useful profile information of potential candidate for hiring manager.

You must stand out in order to be a preferred candidate for hiring in the banking and finance industry.

Recruited / interviewed candidates for hire, prepared new hire packets, and conducted employee reviews.

We find candidates for our hiring clients.

The video provides a fuller perspective of the candidate for hiring managers.

You have to be an exceptionally good candidate for the hiring manager to consider you.

When you use your LinkedIn profile to apply for jobs, it will be easier but it won't allow you to show that you're the perfect candidate for that hiring manager, for that company, for that job.

Generally, the hiring company will advise the interviewer that there is room for flexibility for top notch candidates for hire.

CareerBuilder Employment Screening offers additional options to expand verifications, allowing you to «dig deeper» in evaluating candidates for hire.

Conducted all background checks, and cleared candidates for hire and authored bills for council benefits.

Not exact matches

From the Hire platform, you can communicate with all potential candidates and keep those communications safe for future reference.

Men in positions to promote and hire staff, should carefully consider if the factors influencing their decisions are the same for male and female candidates.

«For example, we find larger companies take dramatically longer to hire candidates than small and mid-sized firms,» writes Chamberlain.

The Democratic candidate for president also attacked the company for last year laying off 250 technology workers after requiring some of them to train their replacements: foreign employees hired on temporary H - 1B visas for highly skilled technical workers through an Indian outsourcing firm.

A 2015 study found that women who applied for professorships in STEM areas (excluding economics) were more likely to be hired than similarly qualified male candidates.

Who you hire casts the foundation for your company's success, so make sure you're asking questions that reveal a candidate's emotional intelligence.

Large natural disasters could potentially take a location from a hotbed of hiring to a candidate for an economic recovery ward in a matter of hours.

While not a requirement, remote experience is usually a good credential to look for when hiring people who will be working remotely for you This will ensure you aren't the guinea pig: Your candidates already have a basic understanding of what it looks like to work independently.

For example, if you're only hiring based on the skills of the job candidates, you're only getting half the picture.

Therefore, do your best to hire the right candidate for your business.

When hiring, especially for customer service, find out if the candidate has the innate impulse to help others and the ability to express genuine empathy.

Sort by median salary to find the jobs with the fattest pay cheques; sort by five - year wage growth to see which fields have the fastest - growing salaries — that can indicate a shortage of qualified candidates (and opportunity for you); or sort by five - year growth in the number of people in the field — those are the places that have been on hiring sprees (but watch out; that doesn't mean they'll continue the streak).

Luijke also suggests using, at the end of the hiring process, candidate satisfaction surveys — surveys that measure how well all candidates considered for a position felt about the process.

Hires for a high - level role often do not participate in a discussion, partially so that candidates vying for a prominent role are not aware of who they're up against.

Of course, it's feasible that hiring managers may still approach Jopwell with biases — by targeting candidates from select universities, for example — similar to those that prevent companies from becoming diverse in the first place.

For certain roles, the manager in charge of hiring for that position will take candidates to meet the team they would be working with to see if both sides feel comfortable with the othFor certain roles, the manager in charge of hiring for that position will take candidates to meet the team they would be working with to see if both sides feel comfortable with the othfor that position will take candidates to meet the team they would be working with to see if both sides feel comfortable with the other.

So, vet your candidates thoroughly, and if you can hire them as consultants for a few months to «try before you buy,» that's even better.

Flying in job candidates is expensive and time - consuming, he says, but hiring the wrong person could turn out to be much more costly for a geographically spread - out company with a small head count.

For example, a health care employer hiring a social media strategist may require the candidate to have a certain number of years in the health care industry.

Offering competitive compensation and great benefits aside, it's way too common for inexperienced hiring managers to ask the wrong interview questions to size up job candidates for job / culture fit, and the people skills that lend to success on the job.

Unlike companies like Google, which are infamous for giving their candidates impossible brainteaser interview questions, Snapchat's questions to potential hires are more straightforward — and they say a lot about what Snapchat wants to do as a company.

For example, you don't want to hire a candidate who most enjoys working alone for your positions that require strong communication to problem - solve in a team settiFor example, you don't want to hire a candidate who most enjoys working alone for your positions that require strong communication to problem - solve in a team settifor your positions that require strong communication to problem - solve in a team setting.

Phone interviews and phone screens: Convenient for the hiring manager or recruiter, nerve - wracking for the job candidate.

It's common practice for hiring managers to deliberately throw job candidates a curve ball and see how they react.

Some of my first responsibilities included shaping a newer framework for hiring, selecting, and interviewing; along with creating a great candidate experience and getting to know people in a consistent and unbiased way.

If the vibe for a candidate doesn't seem like right, don't hire them.

A candidate who isn't hired for a certain position may turn out to be a perfect fit for one that opens up later, but organizations that don't maintain relationships with viable candidates lose them.

«At the same time, we unapologetically try to find a diverse pool of qualified candidates for open roles, as this helps us hire the best people, improve our culture, and build better products.»

«At this rate, we should all be expecting to do jobs we've never done before for the rest of our careers,» says Shen, who adds that hiring managers should expand their searches beyond traditional candidates and look in unlikely places.

In addition, the SurePayroll survey also found that for those small business owners looking to hire, 40 % are having trouble finding qualified candidates for positions in technology, sales or marketing, customer service, and administrative work.

He's also trying to hire an assistant: The job description warns that the candidate will be paid hourly «until you set up the payroll system for the company, and then we can discuss salary and insurance (once you set that up, too).»

Noel has adjusted her hiring now, having candidates take the Hogan assessment to find the best job for them.