Sentences with phrase «candidate than an applicant»

For example, if you're a paralegal, becoming a certified paralegal by passing the rigorous test offered by the professional organization NALA will make you a much more qualified candidate than an applicant who just has a degree.

Not exact matches

A study published in Proceedings of the National Academy of Sciences found that, when asked to rate junior scientists based on scholarly accomplishments and job interview performance, academics in the traditionally male - dominated STEM fields rated female candidates as being more hireable than their equally qualified male applicants.

Job applicants who mentioned any form of faith affiliation on their resumes were 26 % less likely to be contacted by employers than candidates who didn't, according to the study conducted by sociologists at the University of Connecticut.

Mayor Byron Brown didn't search for job applicants or interview any candidates other than Byron Lockwood before he nominated him to succeed Daniel Derenda as police commissioner in February.

More than a quarter of the applicants were women, and one in five were «candidates of diverse backgrounds.»

Who gets academic jobs, he writes, usually depends much more on departmental politics and personalities than on the relative merits of the various candidates, so not being chosen is generally not a reflection on an applicant.

This program, for candidates who have completed their postdoctoral training but with less than 4 years of subsequent experience, covers topics in general neuroscience and «seeks applicants working on problems that, if solved at the basic level, would have immediate and significant impact on clinically relevant issues.»

If there is more than one applicant for a job opening, all but one candidate must inevitably be rejected.

Preference will be given to applicants between two and seven years after their PhD, but candidates with a PhD more than seven years can still apply.

If potential new applicants are less suited to school leadership positions than current leaders or are likely to «do harm,» why does Lasley presume that they will be hired over conventional candidates?

At least seven states prohibit companies from doing credit checks on many applicants, and similar bills are pending in another 20 states and Washington D.C. Separately, the latest SHRM report released this month shows that fewer employers are conducting credit checks than two years ago and 80 % of employers who did said they hired a job candidate with negative information on their credit report.

Those using CRS are able to see an applicant's GCSE and A-level results in the context of the performance of their whole school — meaning it is immediately obvious when their results may be lower than a rival candidate's but their achievement may have been greater.

In most instances, firms request job applicants from traditional universities rather than considering candidates from a broader academic base.

A different finding emerged in 1996 in Hopwood v. Texas, where several white applicants to University of Texas School of Law were successful in finding discrimination when they were denied admission despite having superior LSAT and GPA scores than other candidates.

With the introduction of applicant tracking software (ATS) that uses coding and predictive equations to screen out applicants, combined with the ever - tightening job market and an influx of qualified candidate, chances of your resume even getting in front of a decision maker are lower than ever.

In other words, the ATS is apt to toss the least - qualified candidates, rather than identify the applicants who are the best fit.

These applicants tend to be a better match for your needs than job posting applicants because they've been hand - selected by people who know your company (and won't risk their reputation by recommending unqualified candidates).

That's why well - coached job applicants who have taken the time to receive the necessary training are often better positioned to secure a federal job than candidates with similar qualifications.

Competition in the job market is fiercer than ever before, and hiring managers scrutinize resumes in search of that «special something» that really makes a job candidate stand out from other applicants.

There are more qualified candidates than available jobs, meaning that recruiters have deep talent pools from which to choose applicants they can confidently forward to their clientele.

Adeptly managing more than 250 on - site and phone interview requests per month as a Staffing Specialist with JRL Media, Inc.; conducting initial phone screens, compiling candidate information, scheduling interviews, coordinating travel arrangements when needed, and facilitating confidential discussions between applicants and interview teams.

Sure, there are certain industries or companies that discriminate against older applicants but studies have revealed that an older candidate is more likely to get hired than a millennial.

There are more applicants than ever applying for each job, so candidates need to learn how to get their credentials to the top of the pile and get an interview.

Since most employers will skim a resume in less than 10 seconds, it's imperative that applicants immediately catch the attention of the reviewer so that they will be included as one of the few candidates selected to come in for an interview.

Since employers usually have far more qualified job applicants than they can realistically interview, they often use preliminary phone interviews to screen candidates and narrow down their pool before bringing finalists in to talk in - person.

The job objective in the resume of the candidate should focus on what the applicant can provide to the company and how he can contribute in the company's development rather than how the applicant can be benefited from the company.

The effective job objective should focus on benefits of the company from the applicant rather than the candidate's benefits from the company.

In addition to being considered «old,» experienced candidates are sometimes considered to be more of an expense (higher salary, pension, benefits costs, etc.) than a younger applicant would be.

How recruiters think: Recruiters are looking for the best candidates; especially in a competitive job market, they have more than enough applicants from which to choose.

This is why businesses look for the applicants that already possess the technical skills that can help in their operations rather than the candidates» professional experiences.

While it is true that early applicant tracking systems did enable recruiters and HR pros to digitally file candidate information, the earliest of the applicant tracking systems focused more on compliance issues than ease of use for actual applicant tracking.

Then, if you are the «right» candidate for the opportunity, your resume may be scanned, particularly by companies with more than 500 employees that may have an internal applicant tracking system.

Qualified isn't enough any longer — When so many applicants are available to choose from, employers seek candidates who offer more than just being qualified.

More than three out of four survey respondents (76 percent) say that typos or grammatical errors found in cover letters would cause them to remove the applicant from the pool of possible candidates.

Some employers use self - service applicant portals that allow candidates to input their own data rather than relying on a recruiter to do so.

When candidates are knowledgeable, they come across as a colleague discussing business topics rather than as an applicant just trying to impress an interviewer.

If you hope to obtain a well - paying job training, coaching, and disciplining work crews, you'll have to prove you're a better candidate than the other applicants.

More than 100 supervisors, employees and applicants attended the workshop to learn more about why supervisors should be reviewing the resumes and considering candidates that are currently sitting in the Disabilities Program Manager's folder of Targeted and Non-Targeted Disability candidates.

However, walk - in applicants will have more chances of getting hired faster than those candidates who apply online.

These upgrades include integrating user platforms with clients» applicant tracking systems in order to automate candidate data capture, offering tools that enable candidates to enter their own data from any device rather than requiring recruiters to do it, and providing text and email alerts to let the candidate and hiring manager know where they are in the screening process.

Experts suggest that most spend less than seven seconds skimming an applicant's resume before making a decision on the candidate.

The joint Ryerson Munk School of Business and University of Toronto study found that even when Asian candidates had higher degrees and better resumes than other applicants, they still landed fewer interviews — and obviously, were therefore less likely to -LSB-...] Source.

Most employers get more job applicants to review than they need for each job opening, so you can see why they are looking for reasons to eliminate even the qualified candidate.

The survey of more than 2,600 hiring managers revealed that 45 percent of employers used social networking sites to research candidates and 35 percent of employers rejected applicants based on what was uncovered on social networking sites.

Since most employers will skim a resume in less than 10 seconds, it's imperative that applicants immediately catch the attention of the reviewer so that they will be included as one of the few candidates selected to come for an interview.

The quality of the candidates — as well as the retention rate — is higher for applicants recruited through employee referral programs than it is for employees recruited through other means.