Sentences with phrase «companies hire those candidates»

Yes, I have had client companies hire candidates as medical sales reps, laboratory sales reps, clinical diagnostics sales reps, hospital equipment sales reps, imaging sales reps, medical device sales reps, surgical supply sales reps, biotechnology sales reps, or pharmaceutical sales reps without previous medical sales experience...... although it's not common.

Some companies hire candidates without a Bachelor's degree, but with 9 years of professional accounting experience.

Contingency recruiters (third party) work for themselves or for a recruitment agency, and are paid by a client company when that company hires a candidate the recruiter presents.

Due to the nature of this job, prospective companies hire those candidates who have a sound knowledge of accounting principles.

Not exact matches

According to the website, Hire is a recruitment application that allows companies to better recruit candidates through with G Suite.

«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.

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.

More times than I would like to admit in my career, I've «fallen in love» with a candidate on paper and hired them quickly to avoid the pain of not having their skill set in the company.

Hiring dilutes your culture unless, along with resumes and skill sets, you look at a candidate's personal alignment with your company's core values.

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.

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.

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.

From doggie spas to oil companies, employers have been given the green light to hire temporary foreign workers even in regions of the country struggling with joblessness, including the Maritimes and southwestern Ontario, and in sectors where there is no apparent lack of domestic candidates.

Hiring from abroad often means navigating Byzantine processes, paying costs fledgling companies can ill afford and enduring long delays — during which foreign competitors could easily snap up a promising candidate.

When evaluating job applicants who graduated from a «top five» school, companies «attributed superior cognitive, cultural, and moral qualities to candidates who had been admitted to such an institution, regardless of their actual performance» after they were actually hired.

The fit between candidate and company is as important as the candidate's skills in making a good hiring decision.

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).»

Proactive recruiters who fail to use the right techniques find it difficult to differentiate themselves from other recruiters competing for the same candidates, causing the company's ability to hire the best talent to suffer.

If new hires are not aligned with company values, focus on writing better job descriptions that more effectively communicate what the company wants, to attract better candidates.

According to an evaluation by Hired, female candidates in the field are offered an average of four percent less than their male counterparts, and «63 percent of the time women receive lower salary offers than men for the same job at the same company.»

To make the best possible hires, it's critical to know what traits you're looking for in job candidates — and to be sure that whoever you think you want can deliver what your company actually needs.

The company conducts group interviews to make the hiring process faster and assess candidates for cultural fit.

For LMO president Chris Laughlin, the company's unconventional hiring process fits into a broader hiring strategy that focuses on recruiting from a younger pool of candidates.

«For example, if a company is hiring a programmer, they will include information about exactly what technologies the candidates need to know, which tells you what they use,» he says.

With the right mindset, software, and tools companies can provide all potential candidates with a good experience, letting them walk away with a positive impression of the brand, even if they don't get hired.

«Companies that fail to engage the military community to identify quality job candidates are doing themselves a tremendous disservice,» Marjorie James, executive director of Hire America's Heroes, said in a statement.

In addition, if you make an effort to recruit a wide variety of candidates — not just those who went to the local college or who match the ethnicity of the rest of your staff — your company is more likely to hire the best and the brightest in the labor market.

H - 1B visas were established to allow companies to hire foreign workers to fill jobs where domestic candidates were found to be insufficient.

The Minnesota company's specialty is connecting hiring managers with candidates using application - tracking tools.

Arne Wilberg, a former recruiter for YouTube, in his suit alleges the company stopped interviewing white and Asian job candidates and set quotas for hiring minorities.

Through telecommuting, a company can hire candidates outside its geographic area without worrying about costly relocation services, should the best recruit live across the country.

INFOGRAPHIC: Job Seekers Find Success Using Social Media (Mashable) The infographic below shows that companies using social recruitment strategies saw significant improvements in the quality, quantity, and the time it took to hire candidates as well as the number of employee referrals the company recieved.

«It's critical to isolate and distinguish those companies with the strongest job opportunities, hiring practices, and retention programs for transitioning service members and spouses seeking civilian employment so that candidates are able to conduct an efficient and effective job search,» says Sean Collins, vice president of Victory Media and a nine - year Navy veteran.

However, our research shows that more employers are willing to hire candidates who do not meet every single qualification and train them on the job,» CareerBuilder's corporate communications manager Mary Lorenz told Fast Company.

Every new hire will change your company culture, so if you aren't thinking about the cultural fit when you interview a candidate, you could end up with a culture growing apart from what you had envisioned.

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.

Leaving aside any potential issues with our hiring policies or company culture, what sort of questions / puzzles / brainteasers can I ask in our online application form or phone interview that can potentially screen those candidates who are motivated by providing great work and service, rather than those who want a «cool» name on their resume?

When someone at your company is hiring, does every single potential candidate bear an uncanny resemblance to their would - be boss?

Companies like Paradigm and Textio, for example, are helping major tech companies overcome this challenge by offering trainings and workshops on implicit bias and opening up their hiring practices to more diverse caCompanies like Paradigm and Textio, for example, are helping major tech companies overcome this challenge by offering trainings and workshops on implicit bias and opening up their hiring practices to more diverse cacompanies overcome this challenge by offering trainings and workshops on implicit bias and opening up their hiring practices to more diverse candidates.

Hired is essentially a job matchmaker, which sources top software engineers in a region, and matches the candidates and companies on its platform using a mixture of algorithm and human curation based on each party's needs.

In the rapidly growing tech sector, where companies are constantly on the lookout for talent, both employer and candidate stand to gain from Hired.

Companies don't pay until they employ a candidate from Hired.

Specialized job portals like Hired are helping high - tech companies and startups recruit candidates in a competitive talent market

Salmon points out that «not a single one of the 12 [candidates] is a CEO who was hired to run a company by its board of directors.»

Many companies even hire independent firms to scrutinize a candidate's suitability, and have new CEOs sign contracts requiring them to maintain a good reputation or risk dismissal.

Something of the sort is already happening in the ways companies hire; an increasing number of companies are adopting «blind interviewing» where the interviewees don't know the appearance or even the sex of the candidate.

As a result, companies can hire the best candidate without worrying about unconscious hiring bias.

For companies looking to hire their own in - house linking strategists, my experience will help you evaluate and screen candidates to make sure you make the right hire.

After you have found the perfect candidate, negotiated a salary, and hired her, you want to keep her satisfied and committed to your company.