Sentences with phrase «employer about the candidate»

Objective section tells the employer about candidate's interest in the specific field, job responsibilities and career goals.

So, the resume of a desk clerk should convince the employer about the candidate's commitment to guest services, his fidelity, optimism, friendliness and passion for assisting guests with impeccable services.

It tells the employer about the candidate's interest, his / her expectations and the reasons for applying to the position.

The technical knowledge of the candidate explains the employer about the candidate's technical knowledge.

It tells the employer about candidate's past achievements and his acquired skills.

It tells the employer about the candidate's academic credentials, work details, possessing skills, extra curricular activities, and the other job related details that can help getting him / her highlighted.

The job objective should give a clear idea to the employer about the candidate's future ambitions.

The job objective in resume explains to the employer about the candidate's future aspirations.

The job objective in the resume explains to the employer about the candidate's future career goals when he is working on the position in the company.

How can a simple letter to inform an employer about a candidate's abilities have come this far?

Research assistants are found in every field of research work but to apply for this position, a candidate has to frame a research assistant resume which can convince the employer about the candidate's suitability for the job.

Not exact matches

The lawsuit filed against Facebook on behalf of the communications workers argues that the company essentially plays the role of an employment agency — collecting and providing data that helps employers locate candidates, effectively coordinating with the employer to develop the advertising strategies, informing employers about the performance of the ads, and so forth.

And while their experience, maturity and skills are valued, sometimes employers are concerned about near - retirement candidates» energy levels, comfort with new technology and willingness to embrace change.

While Ohio's law does not mention emails or other electronic means of communication, its intent is clear: Employers should not make threats about layoffs based on the election of a particular candidate in any shape or form, says Quesenberry.

Starting Oct. 31, employers in New York and a few other states will be barred from asking about a job candidate's current pay, dealing a blow to poaching efforts.

She also cited a measure that the House passed preventing employers from asking job candidates about their salary history.

First, it has been stated that employers are not allowed to ask about an employee's religion, job candidates are not required to disclose their religion and the employer is not allowed to discriminate on the basis of religion.

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...

Among the bills popular with the Democrats» liberal base that won passage this year was a ban on bump stocks, add - on devices that allow semi-automatic rifles to shoot at near full - automatic speed; a bill enshrining the women's health care provisions of the Affordable Care Act into state law; and a measure that prohibits employers from asking job candidates about their salary history.

It has been talked about for a while — how asking job candidates about their past salary can influence how much future employers will pay.

Council candidate Rebecca Lynch last night admitted that many people in the eastern Queens district she hopes to represent feel that her former employer, Mayor Bill de Blasio, «does not care» about their issues — though she argued that sentiment predates the current mayor.

Our data shows that 93 per cent of employers are operating with little or no spare capacity, and have serious concerns about the availability of suitably skilled candidates.

Employers do not have to worry about geographical constraints in their search for the right candidate.

In fact, the search company says, 44 percent of employers have guidelines about how hiring managers should go about screening job candidates through social media.

If we could somehow remove the sex factor and the race factor — and I guess maybe this question is for Ms. Wu, too — say, for example, we've heard from two panelists now that employers generally use this not as an overall screening mechanism, but when it gets down to say two or three candidates and they're about to make a job offer, then they'll check credit scores.

TLP provides advice about how to network at different types of events in our blog post How to Network: 12 Pro Tips for Standing Out, as well as how to improve your LinkedIn profile and stand out amongst other candidates in our article 10 Steps to Make Your LinkedIn Profile Irresistible to Employers.

Long ago, most employers stopped requiring applicants to submit photographs or inquiring about marital status or age to avoid accusations that they rejected a candidate for discriminatory reasons.

For job candidates, the issue is compounded — should they tell new employers about their condition?

The Hague, Berlin & Cologne About Blog Cammio is a powerful cloud - based video pre-screening recruitment platform helping candidates and employers towards better hiring matches with a visual first impression.

Thus, employers should avoid adopting a «more is better» approach to collecting personal information about a job candidate as unnecessary information may ultimately burden an employer with legal liability.

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

With its new employer - matching service, Coursera has opened up a key revenue stream in which it receives payment from employers in exchange for information about students who may be good job candidates.

About eight in 10 employers said they measure for cultural fit when hiring job candidates, one survey by international development firm Cubiks found.

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.

I always find it ironic that business owners complain about the lack of candidates applying for their job when they spend zero efforts in employer branding.

of employers have said that they have changed their minds about a candidate after speaking with a reference.

Moreover, as each generation's opinion of the others spreads, candidates, employers, managers, and executives begin developing preconceived notions about each other before they even meet or work together.

For example, if you play guitar, that's not worth talking about, but if you're part of a small local band, take care of booking shows, run your band's finances, and the more, that can show employers an entrepreneurial flexibility that would make you stand out in their shortlist of candidates.

As an eager and experienced job candidate, it only makes sense that you'd want to convey as much relevant information about your work history, skills, and qualifications to your prospective employer.

Whether candidates submit their resume on a chocolate bar, perform a guitar solo about why they're the perfect fit for the job, film over-the-top YouTube videos that have gone viral, employers have seen just about everything.

You'll be refreshing your network of candidate referrals so that if you miss a candidate another company may introduce you to them, you'll be in the know about upcoming changes and schedules for the career fair, and you'll represent your employer brand to lateral stakeholders in other industries and at the university level.

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

A new employment law in Massachusetts made it illegal for employers to ask a candidate about past salary history.

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

Outside of the standard «Tell me about yourself,» question, Whatton asks candidates for finance, marketing and IT roles to explain their experience and employers to better understand the depth of their industry knowledge, which she considers key in today's ever evolving healthcare environment.

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.

Candidates want to know about the company they could potentially be working for, and employers want me, as a recruiting firm, to represent their employer brand effectively.

In fact, the CareerBuilder survey referenced above indicated that employers also rejected candidates that spoke poorly about their prior employers or co-workers, so keep this «don't» in mind before you're hired, as well.

Some 87 percent of recruiters report using LinkedIn first when it comes to searching for qualified candidates, so this needs to be the first place you direct the employer to so that they can learn more about your accomplishments and evaluate your culture fit for their company.