Sentences with phrase «candidates about their potential employers»

Not exact matches

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...

A NC non-certified driving record is a document that insurance companies and potential employers use when making a decision about a candidate.

When it comes to existing employees and potential candidates, a little imbibing from time to time certainly isn't anything to cause any heart palpitations, but posting pictures of wild drinking nights on your social media accounts could make an employer think twice about your professionalism.

Tip: Clean up your Facebook profile, since more and more employers look at potential employees» pages to learn more about their candidates.

There is a chance that your potential employer will find out about the lie, and no one will hire a dishonest candidate.

Employers shouldn't ask potential candidates about whether they have or plan on having children.

Surely employers would rather hear about a candidate relevant past experience than hear a lengthy explanation as to why the potential employee would rather be Wolverine than Spiderman.

«The key for any candidate is to be careful not to be too up front about negotiations as this puts a potential employer's back up,» Peter Burgess, director at Retail Human Resources, says.

Executive recruiters and potential employers are using Google to pre-screen candidates about 80 percent of the time.

By using a simple Google search, an employer can learn a lot about a potential candidate.

I have also perused a career in HR, read countless articles and books on resume writing and identified with a majority of potential employers about what they search for in order to uncover candidates like you.

Potential employers always look for a candidate who is clear and confident about his career objective.

The main purpose of any job objective is to explain to the potential employer about the career goals of the candidate and tell him how you are going to accomplish your goals and benefit the company if you are hired by the company.

In most cases, employers first learn about potential candidates by looking at their resumes.

For example, many employers use social media to research potential candidates, so it might be helpful to start thinking about your personal brand.

Questions that require only a yes or a no answer will not give the potential employer much information about the candidate.

Not only is social media beneficial to your search, it helps your potential employers too - about 90 % of employers now look at a candidate's social media accounts as part of the hiring process.

According to a Vault.com survey, which I found in Net Etiquette for Job Seekers, 44 % of employers surveyed looked up potential employees on social networking sites and 82 % of those employers would think twice about hiring candidates with something perceived as negative in their on - line profiles.

Video resumes are short pieces of film about a candidate which are loaded up online in order to give potential employers a better idea of what the candidate is like and why employing them might be a good idea.

Think carefully about your work or educational experience and consider the skills you've developed that may not be immediately obvious to a potential employer, but that do make you a great candidate for the job.

Once you've worked off of the job description to create a profile of a great candidate for the job, think about how your own experience and skills match up with what your potential employer is seeking.

Learning about company history, company mission and company culture will go a long way; if you're well - informed about the potential employer's company mission and reputation, you'll come off as a knoweldgable, enthusiastic candidate, and you'll be better prepared to ask a thought - provoking question as the interview comes to a close.

Thanks in part to the boom of the digital age and the engagement it brings, a company's potential candidates are spending significantly less time looking for job postings and more time reading content about employers that interest them.

Employers are highly concerned about the qualifications and credentials of potential candidates.

When a potential employer is able to see the best about a candidate, that employer is more apt to see how they will be a good fit for their enterprise.

Qualified candidates are more discerning than ever about their potential employers, meaning businesses need to pull out all the stops to seal the deal.

A potential employer assumes personal references will say as many good things about a candidate as they can since they are a family member or friend.

A potential employer will have certain concerns and questions about any job candidate.

Your cover letter is your chance to tell potential employers about the reasons why you are a great candidate for their kitchen manager position.

All about Jobs Career Career help CV / Resume Jobs Networking Create a Web CV Google Yourself Let Your Resume stand out Online Skills PortfolioTweet Let's face it, there is the credit crunch, combine it with employers Googling potential candidates, the incursion of My Space, the invasion of Facebook by recruiters etc., so what's a job seeker to do?

Tweet Let's face it, there is the credit crunch, combine it with employers Googling potential candidates, the incursion of My Space, the invasion of Facebook by recruiters etc., All about Jobs Career Career help CV / Resume Jobs Networking Create a Web CV Google Yourself Let Your Resume stand out Online Skills Portfolio

Realities: The Wall Street and mortgage loan debacle The resultant loss of faith in our economic system and negative stock market reactions The «pucker factor» experienced by many employers and potential candidates about an unsure future.

Potential employers want to read quantifiable and qualifiable information about potential candidates, including those submitting customer servicePotential employers want to read quantifiable and qualifiable information about potential candidates, including those submitting customer servicepotential candidates, including those submitting customer service resumes.

Salary negotiation involves the careful dance between a job candidate and a potential employer about the base pay a worker will start a job at.

A recommendation does not address any specific concerns you might have about a potential candidate (or a potential employer).