Sentences with phrase «candidate for this position needs»

The skills that an employer generally looks for in a candidate for this position need to be depicted in a cover... Read More»

The ideal candidate for the position needs to be a highly skilled, well qualified person with a very responsible attitude towards work, since the position deals with human samples.

The skills that an employer generally looks for in a candidate for this position need to be depicted in a cover letter for production planner resume, for which, the following is a good example.

Not exact matches

At Clarus, they often interview 20 to 30 candidates for a single position because they understand the need to have people who fit into the culture and support the company's commitment to excellence.

Does a given candidate have the qualifications needed for the position as well as the ability to provide recommendations on how to improve the process?

Given the 4 -1-4-1, and assuming Alexis is nailed on to start wide left (with Oxlade and Welbeck capable of filling in), we have 3 positions in the 4 behind the striker (Giroud) that are essentially up for grabs by Ozil, Santi, Ramsey, Wilshere, Ox, Welbeck and Rosicky (Arteta might be a candidate too if needed).

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...

With United's need for reinforcements in his position, as 35 - year - old Michael Carrick can no longer be relied upon to start every game, Matić is an obvious candidate for an Old Trafford switch thanks to his reputation and pre-existing relationship with the Red Devils» manager.

They did not consider the need for support of Democratic candidates running for down ballot positions.

The candidates selected will need to take a position on hard issues, like the five outlined at reform.to, which provide concrete plans to create a small donor system for campaign financing: matching citizen contributions and providing voters with vouchers.

We need to select the best person for this important position and for this reason I favor the use of a consultant to help identify the best candidate.

[4] Among the candidates for the Conservative Party leadership election there were disagreements about when this should be: Theresa May said that the UK needed a clear negotiating position before triggering Article 50, and that she would not do so in 2016, while Andrea Leadsom said that she would trigger it as soon as possible.

Unfortunately, there's no clear consensus on how much postdoctoral work (if any) you'll need to be considered a good candidate for an industry position.

Having worked in both field research and control gave me a good understanding of public health needs within limited resource environments, something that made me a suitable candidate for the position.

Even chemists applying for jobs in hot areas need strong communication skills to stand out among hundreds of other highly qualified candidates vying for a few positions.

The traditional way of finding candidates for school leadership positions is not a promising path to finding new talent or fostering needed changes in schools and school systems.

Each school will have a posted list of positions for which they are hiring; however, candidates may drop off resumes and ask questions to schools in which they are interested, regardless of the school's hiring needs.

We need higher accountability and qualifications for public school teachers, yet charter schools and «reformers» don't need to be held accountable or meet even the reduced qualifications the reformers lobbied the legislature for in order to allow their hand picked candidates to access positions.

By coupling priority hiring for high - needs schools with sustained financial incentives for teachers to assume positions in more challenging schools, high - needs districts can attain expanded access to diverse, high - achieving teacher candidates.

Rick Hess of the American Enterprise Institute (AEI) has written: «We retain a system of recruitment, preparation, and induction that does not recruit the leaders we need, does not prepare them for their positions, does not reward them on par with their responsibilities and locks out candidates with vital knowledge and expertise.»

As districts attempt to meet the need for special education teachers, sometimes filling positions with less qualified candidates, the question takes on more urgency.

As I have mentioned previously I simply run a nightly scan of Long and Short stock candidates hitting 52 week highs / lows and keep note of these stocks and over the course of the coming days and weeks I look for which stocks keep hitting the parameters of my scans before taking a closer look at the chart, once I see there is a clean smooth trend be it going up or down I then calculate from that afternoons closing price and where the stop loss would need to be positioned on the first day the trade is placed in line with my risk management and then simply wait for the open the following day to open the trade then my system does the rest.

If you care about dogs you need to use your power as a constituent for the purpose of questioning incumbents and candidates alike as to their position on the Puppy Mill Bills and you won't hesitate to ask your family, friends and colleagues to do the same.Â

No person shall be a candidate for more than one position, and the additional nominations which are provided for herein may be made only from those members who have not accepted a nomination of the Nominating Committee, except that the nominee for delegate to The American Kennel Club (under Section 3) may, but need not be, a candidate for office or other position on the Board of Directors.

The modern standards for applying for an open position often have candidates overlooking the need for a solid cover letter.

Not only does this discourage candidates who may be a great fit and just need some training, but this language has also been shown to be far more effective for men than women, and its use slows the rate at which the position is filled.

Although they may have the assistance of HR or a recruiting expert to help draft the job advert, only the hiring manager has the inside knowledge on what type of candidate is needed for the team, plus the selling points they can mention to position the company as an employer of choice.

Alternatively there exist a number of companies who specialise in matching students and graduates with placements in growing businesses and start - ups, working with candidates to ensure that they get the perfect position for their needs.

Employers should recognize that in order to retain quality candidates they may need to make bigger strides in compensation and other methods for increasing employee satisfaction with their position.

By highlighting achievements that align with the company's needs, you can position yourself as the perfect candidate for the role.

Companies often don't place an open call for a role because the candidate they want to hire is needed to fill a highly specialized position.

If your career ambitions include reaching senior management, VP, or C - suite levels then at some point you will need to change to a full - time position to get the necessary experience Our results show that 29 percent of employers have a formal succession plan for their IT staff, showing that many employers are looking for candidates that not only can deliver on the initial project, but support the business» long - term growth plans.

Employers in these areas need reassurance that their candidates are honest, articulate, and qualified for the specific positions they're hoping to step into, and while a strong interview can help you land your target security job, you'll have to present your resume in order to make it to the next stage of the process.

If they would need less time to understand that you're the best candidate for this position, be sure — they would rather call you instead of smbd else.

In many ways, applying for a summer job is the same as applying for any position — candidates need to show that they have the required skills.

Recruiters are constantly on the lookout for the ideal candidate for each position and you need to make sure you can be found you are the perfect fit for that position.

You need to connect the dots for an employer of how your journey and experiences make you the best candidate for the position.

The candidate is likely to meet the vast majority of educational requirements for recruiter positions, and there is no need for her to include additional information.

Your resume needs to convince hiring managers and recruiters you are one of the best candidates for the position.

Some resources will tell you to throw everything but the kitchen sink into your brag book, but this podcast will show you how to put together a brag book that is relevant to the position you're applying for and truly supports you as a candidate with evidence of why they need you for that job.

A resume that covers all the bases for ANY COO position (for instance), won't align that candidate's unique value with the pressing current needs of their specific target employers.

The first three will help you get the resume you need quickly but option D is the only one that will help position you as a top candidate for the position you are seeking.

It needs to make you stand out above the rest of the potential candidates all vying for that one vacant position!

Now more than ever, individuals need to spruce up and craft their resume for healthcare jobs to ensure they are a potential candidate for new positions.

This is the most important section to the employer as these are the things you absolutely NEED in order to be a successful candidate for the position.

Your LinkedIn profile needs to be 100 % complete (according to LinkedIn's latest set of criteria and contain all the right keywords and phrases, positioned in the right way so that your profile lands high in search results for those keywords, when the right people are searching for candidates like you.

It all depends upon what information truly needs to be included, to best position my client as a good - fit candidate for their target employers.

Weaving the personal branding pieces together, you will be armed with all you need to build interesting and compelling personal marketing materials that differentiate you, generate chemistry and position you as a good - fit candidate for the companies and organizations you're targeting.

Through your research, uncover your target employers» current pressing needs, and then build your personal brand content (for your executive resume, LinkedIn profile, biography, etc.) around positioning yourself as the best - fit candidate, and differentiating the value you offer over your competitors.

They may get 185 applicants for 1 position and need trim that resume stack to 20 interview - worthy candidates in 48 hours.