Sentences with phrase «candidate was the right person for»

The below mentioned sample of a sewing machine salesperson resume contains vital information about the candidate, their future goals, skills and qualifications and any other information that could help the employer know that the candidate is the right person for the job.

Not exact matches

Done right, diverse slate hiring policies — which require at least one woman or person of colour to be among the candidates considered for a job — remove the easy excuses that cheat the under - represented out of a shot at key roles.

You might, in certain hiring situations, use those to test a candidate's critical thinking, but they're not suited to ensuring that people are interested in your company for the right reasons.

I'm sure there are people out there praying for Obama, and that there have been prayers and fasts for past candidates as well — Romney's mormonism doesn't necessarily have anything to do with the fact that a woman is scared about the direction on the country and doesn't think Obama has it right.

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...

For instance, every serious candidate suffered from some piece of unflattering content spread online from person to person: McCain sang «Bomb, Bomb Iran,» Edwards had his two - minute hair - brushing episode, Clinton was greeted with children and flowers while landing «under sniper fire,» and a comparison of Mitt Romney's past and current statements on abortion rights made for a fascinating study in contraFor instance, every serious candidate suffered from some piece of unflattering content spread online from person to person: McCain sang «Bomb, Bomb Iran,» Edwards had his two - minute hair - brushing episode, Clinton was greeted with children and flowers while landing «under sniper fire,» and a comparison of Mitt Romney's past and current statements on abortion rights made for a fascinating study in contrafor a fascinating study in contrast.

«These candidates have a history of standing up for working people, immigrant rights, good public education, affordable housing, criminal justice, police reform and other issues that are important to our members and their families.

Also at 9:30 a.m., Brooklyn Councilman Jumaane Williams, a Democratic candidate for lieutenant governor, and 16 other people who were arrested protesting the deportation of immigrant rights activist Ravi Ragbir will appear before a judge, 100 Centre St., Manhattan.

In 2009, after eight years away from front - line politics, I decided to put myself forward as a potential Parliamentary candidate because I wanted to be part of — what I saw as — the Conservative Party's effort to reinforce, restore (and for some, reignite) people's belief in the value of doing the right thing.

«What we did last year, with the creation of the Women's Equality Party, the first state in the nation to say that women's issues are so significant that we believe that women — people should have the right to vote for a candidate who is on that line.»

Being engaged means joining a community board, voting in primaries, participating in candidate forums, reading political news, and joining organizations that advocate for people's rights.

There is an alternative to Ruben Wills, his party machine antics, and theft of the people's right to vote for a candidate of their choice.

The people have a right to know what the two major - party candidates stand for and he's not being to be able to hide behind 10 people on stage.»

Imagine1 that there is a large enough group of people that say that to get voting rights you need to know how to play a musical instrument; a mainstream candidate appealing for their support could lose a lot of votes elsewhere.

It seems every politician wants to take a stand against crime and criminal activity and every candidate wants people to think they aren't criminals and thus people should have respect for political figures, but when push comes to shove, actions speak louder than words, and right now everyone remains silent.

The other people in the room — who often work for warring candidates — said that 2018 was not the right time for such honing.

Seeking to join them are the Women's Equality Party started by Cuomo's campaign, the Stop Common Core Party announced by Astorino and the Life and Justice Party, a group started by Michael Carey, its gubernatorial candidate, to oppose abortion rights and advocate for disabled people in state facilities....

He's the most right wing of all the candidates, i.e. the least appetising for Labour supporters and the most crap for working people.

Mr. Lon Hofstein, candidate to fill the Legislative District 5, vacated by Ed Day said: «Rockland County will need someone in the Legislature to have a voice speaking for them, to do the what is right for the people and not for a few politically connected persons or groups.»

«We are looking for people with the right technical skills for the job,» says Thompson with CST, «but the ideal candidates have scientific acumen, so they can quickly analyze a problem, design appropriate experiments, interpret the results, and move on to the next stage.

«If you can't figure out the right rules for the prize, if you can't get a sponsor for the prize, if you're not sure you can motivate people to get it done, then it's not a good candidate.»

And combined with the results last week in Mississippi, it sends a pretty strong signal that while money matters, voters may matter more, and people have to have a little respect for the right of the voter to have attention paid to them, and the right of the voter to throw people out if they're not happy with them,» added Gingrich, a 2012 Republican presidential candidate and co-host of CNN's» Crossfire.

When it comes to immigration reform, it's easy to understand what the hard - right candidates oppose: any form of amnesty for people who entered the country illegally.

Attracting the best people is the only way to end the waiting game for the right candidates, and it begins well before the advertisement is placed.

Here is what you will get in this resources: a 20 - slide PPT with: - a brainstorming as starter - an overview of the way the political system works with a graph with explanations about the roles of the President, Prime Minister, National Assembly, Senate etc. - a presentation of the former Presidents with a matching up - explanations about the advantages of becoming a president - explanations about the main concerns for French people - an introduction to the main candidates with a reading and matching up - a critical explanation about how the media can shape / influence politics - an explanation about what the Left Wing / Right Wing is - a review of objectives in pairs * updated 29/03/17 * Added Student Booklet If you bought it before the update don't forget to get your booklet (it's free for you) Have fun!

Here is what you will get in this resources: a 20 - slide PPT with: - a brainstorming as starter - an overview of the way the political system works with a graph with explanations about the roles of the President, Prime Minister, National Assembly, Senate etc. - a presentation of the former Presidents with a matching up - explanations about the advantages of becoming a president with a video to apply as a candidate - explanations about the main concerns for French people - an introduction to the main candidates with a reading and matching up - a critical explanation about how the media can shape / influence politics - an explanation about what the Left Wing / Right Wing is - a review of objectives in pairs Have fun!

The goal was to help people decide if going to law school is right for them; law students get a better sense of suitable work environments and practice areas; help law firms reduce turnover and attain higher profits by finding better candidates.

While rapid decision senior coverage may not be the right choice for everyone, there are some people who may be ideal candidates for this type of coverage.

There was once a time when candidates for a job were assessed simply on whether they were the right person for the job, whether they would fit well into the team and whether they were suited to the company's culture.

Research the company online, talk to people you know who currently work or previously worked at the organization and take a closer look at the job description so you have a good sense of what the hiring manager is looking for in the right job candidate.

As you would expect, when we look at the quality side of the equation, it pays to look for a long time and to be choosy (picking the 2nd best candidate you've seen after 10 weeks gives you an 84 per cent chance of hitting a top 10 per cent candidate), but interestingly, not too choosy (if you hold out for someone better than the best person you've seen after waiting 10 weeks, then the possibility of never finding the right person changes.)

As your local recruitment agency in Dubai and Abu Dhabi our sole aim is to place the right person in the right job every time - whether you are a candidate looking for a job or if you are an employer looking for professional staff.

Avoiding social media and online networks is going to keep you away from where employers and recruiters are most actively looking for candidates, resulting in missed opportunities for jobs or connecting with the right people.

This candidate is a fast starter and is highly money motivated who is looking for the right opportunity to use their people skills and talents to build a lasting career.

The companies we work with aren't just recruiting for people to start Monday — they want a medium to long - term fit person, and as such want the right candidate to grow and progress with them.

Xist4 is an IT recruitment agency who sources talented technical and non-technical IT people who are right for your business and matches candidates to a role in which they can excel.

• Excludes candidates currently registered with Hays • No monetary alternative is available • Referrals must be made to Hays before or at registration (of the referred candidate)- referrals made at a later stage may not be valid • To qualify for a reward, your referred friend must be referred and placed within a 12 month period • We can only accept referrals for people already working in the UK, or those who are eligible to work in the UK • You will be eligible for your gift 4 weeks after your referred candidate commences employment in a temporary or permanent Hays Policy & Strategy role • Once your friend successfully completes their qualifying period please contact your local office to receive your vouchers • Hays reserves the right to offer an alternative reward of the same value at any time • Not all Hays specialisms participate • Hays» decision is final

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.

• Excludes candidates currently registered with Hays • No monetary alternative is available • Referrals must be made to Hays before or at registration (of the referred candidate)- referrals made at a later stage may not be valid • To qualify for a reward, your friend must be referred and placed within a 12 month period • We can only accept referrals for people already working in the UK, or those who are eligible to work in the UK • If your friend is placed in a Hays Insurance role, you will be eligible for your gift 4 weeks after your friend commences a temporary assignment or starts a permanent position • Hays reserves the right to offer an alternative reward of the same value at any time • Not all Hays specialisms participate • Once your friend successfully completes their qualifying period please contact your local office to receive your vouchers • Hays» decision is final

Finding the perfect candidate can be like finding a needle in a haystack, so for lots of employers, it's tempting to hire these people right away without going through some due diligence or background checks on the applicants.

• Excludes candidates currently registered with Hays • No monetary alternative is available • Referrals must be made to Hays before or at registration (of the referred candidate)- referrals made at a later stage may not be valid • To qualify for a reward, your referred friend must be referred and placed within a 12 month period • We can only accept referrals for people already working in the UK, or those who are eligible to work in the UK • You will be eligible for your gift 4 weeks after your referred candidate commences employment in a temporary or permanent Hays Retail role • Once your friend successfully completes their qualifying period please contact your local office to receive your vouchers • Hays reserves the right to offer an alternative reward of the same value at any time • Not all Hays specialisms participate • Hays» decision is final

A reference letter or a letter of reference is all about referring a person, who you have known personally, as the right candidate for a job or a University admission.

Your day to day duties will include: • Speaking with candidates to establish their specific requirements and to obtain a clear and detailed career resume in order to match them accurately against job descriptions in order to successfully fill the vacancy • Advertising vacancies by drafting and placing effective adverts via our ATS (Applicant Tracking System) • Searching candidate databases to match the right person to the client's vacancy • Receiving and reviewing applications, managing interviews and tests and helping create a shortlist of suitable candidates for the client • Using and evaluating a wide range of social media to advertise positions, attract candidates and build relationships with candidates and employers • Headhunting - identifying and approaching suitable candidates who may already be in work • To shortlist the best candidates for interview and select the best candidate (s) to present to the client • To record and monitor the candidate application process onto the database and ensure all details, management information and stages are accurately represented.

The targeted selection interviewing is a method used to evaluate candidates competencies based on their past behavior in order to hire the right people for a given job.

The Role: • Contacting employers, sometimes in person but, more likely, by telephone and often cold - calling, to establish their precise recruitment requirements for vacancies • Negotiating and agreeing the terms and conditions relating to the assignment • Searching database and temp contractor & # 34hot lists & # 34 with a view to finding and placing available and suitable candidates with clients in the shortest timeframe possible • Reviewing applications, interviewing and assessing candidates and short - listing for interview according to the employer's expressed criteria within tight timeframes and to strict deadlines • Making arrangements for candidates to be interviewed and preparing the candidates for interview if this is required by client You'll have: • A strong understanding of the healthcare / medical sector, particularly within temporary, contract, and locums • A proven track record of working as a 360 Recruiter • Proven ability to build & develop client relationships • Accomplished in sourcing passive candidates who are not on the open market • Ambitious, hardworking & self - motivated to succeed in sales where you are measured on results • What we give you in return: Are you the right person for the jare not on the open market • Ambitious, hardworking & self - motivated to succeed in sales where you are measured on results • What we give you in return: Are you the right person for the jare measured on results • What we give you in return: Are you the right person for the jAre you the right person for the job?

A lot of employers today turn to a candidate's online presence to figure out if that individual is the right person for the job opening.

The purpose of an interview isn't so much getting to know the candidate but convincing hiring decision makers that you're the right person for the opening.

Needless to say that the employer would want to find the right person for the job and therefore sometimes ask the candidate the direct question — why are you the right person for the job?

What Do Hiring Managers Look For The hiring manager's focus is to find the highest quality candidate for the salary they are paying, and they look for the right person for their compaFor The hiring manager's focus is to find the highest quality candidate for the salary they are paying, and they look for the right person for their compafor the salary they are paying, and they look for the right person for their compafor the right person for their compafor their company.

The Role: • Working with both candidates and clients placing Doctors into Locum roles across the UK • Developing new business and generating your own leads • Resourcing own candidates • Negotiating and agreeing the terms and conditions relating to the assignment • Achieving both KPI and financial revenue You'll have: • A strong understanding of the healthcare / medical sector, particularly within temporary, contract, and locums — but will look at other markets • A proven track record of working as a 360 Recruiter • Proven ability to build & develop client relationships • Accomplished in sourcing passive candidates who are not on the open market • Ambitious, hardworking & self - motivated to succeed in sales where you are measured on results Are you the right person for the jare not on the open market • Ambitious, hardworking & self - motivated to succeed in sales where you are measured on results Are you the right person for the jare measured on results Are you the right person for the jAre you the right person for the job?