Sentences with phrase «employer in the best way»

An effective job objective is capable of getting you short listed for the interview where you can convince the employer in better way to hire you for the job.

It should convince the employer in the best way to hire you for the position.

Your work experience in the job relevant field convinces the employer in best way to short list you.

Hence, an internship is an exceptional chance to establish and exhibit your worth and potential to an employer in a better way that your resume may not be able to achieve.

It helps in getting you short listed for the job interview as it convinces the employer in best way that you are the most suitable candidate for the advertised job position.

If you think you are right choice for this position, then you need to come up with a perfect resume that reflects your skills to your employers in a best way.

Not exact matches

Or, as Christine Bader describes in her book The Evolution of a Corporate Idealist: When Girl Meets Oil, corporations including her former employers at BP may well be «advancing human rights in some ways while compromising them in others.»

They're doing it through dozens of workshops held in community centers, libraries, YMCA's, and municipal buildings, where anywhere from 40 to 60 women (and sometimes a few men) work their way through a two - hour curriculum that teaches them how to figure out how much they should be paid, how to make their case to an employer, and how to gracefully exit a negotiation that might not be going well.

But forcing employers in this way is a form of government intervention that will not sit well with the private sector.

But though it's Quebec's largest employer, Desjardins has consistently won awards for the way it engages its 48,000 workers; it is a Platinum - status Aon Best Employers in Canada honouree this year, its sixth on the list.

Just remember these five key areas to make sure that your needs are covered in a way that protects your interests as best as you possibly can as an employee or an employer.

If employers are looking for ways to reduce costs for things like absenteeism, prescription drug benefits or long - term disabilities, Lowe says they must take a clear - eyed look at the company's role in, well, making people sick in the first place.

Assessing the value of the position and the ways in which it will benefit you as an employer can point you in the direction of ideal employees and the best practices for compensating them.

In fact, it could be both in your best interest and your employers, to you part ways in the near future if you can't find a mutually beneficial solution to the work - life balance you neeIn fact, it could be both in your best interest and your employers, to you part ways in the near future if you can't find a mutually beneficial solution to the work - life balance you neein your best interest and your employers, to you part ways in the near future if you can't find a mutually beneficial solution to the work - life balance you neein the near future if you can't find a mutually beneficial solution to the work - life balance you need.

I would argue that for somebody in there 20s not getting an employer match on their 401 its a way better investment choice.

Offering an employer - sponsored retirement plan is an effective way to attract and retain the best talent and demonstrate that you have your employees» best interest in mind.

401 (k)- Employer - sponsored 401 (k) plans can often be a good way to invest in your future.

One of the best ways to build your nest egg is to participate in an employer - sponsored retirement plan.

@Ken Freedom goes both ways, an employer is expected to pay an employee for work, give them lunch breaks and such as well as a clean environment, free conversation in the lunch room and access to a rest room and band aides, saftey standards and offer health care.

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...

And I think it's better for the employer parents, too, because it gives them a way to get confirmation of their feelings about the babysitter in a more professional way.

It also asks fathers if / how they would like to see changes in the way support is provided to their families, and how employers could better support fathers involved in their children's care.

«It's proving to be one of the best and quickest ways to help young unemployed people into jobs in the face of a frequent reluctance by employers to hire someone with little or no experience.»

Dozens of employers asked to compare American engineers to their much - vaunted colleagues from India and China agreed that «in education, training, quality of work, you name it, in every which way, Americans are better.»

«With the help of our app, a company could set up a segment of the employee's device in such a way that it is limited to work - related activities, allowing better protection of the interests of both the employer and the owner of the device,» von Styp - Rekowsky explains.

A good way to approach an employer is to have in mind the potential benefits to the employer, workplace and / or profession.

Dr Philip Riley's report includes a series of recommendations that governments, employers and unions can adopt to make things better, but good mental health and wellbeing can also be addressed by individual educators, in small but important ways, to improve what he refers to as one's «personal capital».

«Oiling the wheels» to making apprenticeships work best for employers was clearly needed, Mr Way explained: «We need to focus on specific opportunities, such as ensuring the levy works for employers, using the political consensus around apprenticeships to secure stability in the skills system and defining a role for the new Institute for Apprenticeships that will provide everyone with confidence that apprenticeships are achieving their ambitions for productivity growth and social mobility.

Good supporting materials are increasingly important and employers are looking at new ways of «standing out» in a competitive market place.

We've also provided practical tools and guidance to help schools, colleges and employers identify the best ways of engaging young people in their own education before they leave school and to support successful routes into employment.

The Education Endowment Fund is working with the company to try to understand the best ways for employers to engage effectively in education.

Almost two thirds of employers (62 %) also feel that more apprenticeships are one of the best ways of filling the skills gap in the workplace.

In the meantime, employers and policy makers should look for ways to better accommodate families with two incomes and little spare time.

School trips, debating sessions, visits to a workplace or Q&A s with a local employer are all good ways of showing students open mindsets in action.

I doubt we're close to the days when potential employers look at your Goodreads activity the way they currently look at new hires» Facebook activity, but it's possible to find ill - chosen words in a good internet search.

15 ways to make more money in your 401 (k) For most of our working lives, we either accept the pay that's offered to us, or we negotiate with an employer to get the best deal we can.

In the current editorial of MoneySense (April issue), I talk about our theory that one reason the magazine launched when it did — 15 years ago — was that this was around the time the trend of the decline of traditional «Defined Benefit» employer - sponsored pension plans had gotten well under way.

And in some senses I would suggest it would almost be better if employers had a credit score, because that is aimed at synthesizing the information in an academic way; but I do think that these studies about credit scores and the disparate impact on minorities, in particular, should inform this discussion.

But if a union strongarms its way into a community of many employers, each independently and without collusion bargaining in good faith with its workers, then the reverse situation develops and other measures indicated to protect Capitalism in the face of Collectivist excess.

Obviously, there are ways around that model as well, including interviews via Skype, telling online students they need to be physically on campus for a week in the fall, or, as with Georgia Tech above, treating the online program itself as a specific feeder to a certain employer.

It is not until the other side begins to signal an interest in your candidacy that you can begin to ask questions about the ways in which this employer might be a good place for you to apply your skills.

(1) There is no evidence that the «Socratic Method» is a particularly effective pedagogical method; (2) Unlike other disciplines, the vast majority of law professors have no experience teaching, nor any education on how to effectively teach, prior to becoming law professors; (3) Using final essay exams for 100 % of a students mark, then distributing the grades on a curve, is, to be charitable, not the best way of accurately assessing and representing to future employers students» grasp of the subject matter; (4)» Teaching students to think like a lawyer», to the extent anyone even knows what that is supposed to mean, is made difficult by the fact that most tenured law professors have little if any real experience in the practice of law themselves.

In the end, when using social networking sites, use good judgment, and remember that anything you post may make its way to an employer or other authority interested in your character as a lawyeIn the end, when using social networking sites, use good judgment, and remember that anything you post may make its way to an employer or other authority interested in your character as a lawyein your character as a lawyer.

Prospective employers constantly look for ways to save time and money in the recruitment process while ensuring they hire the best possible candidate; hence, the popularity of telephone and videoconference interviews, especially at the screening stage.

Christian & Small believes that the best way to avoid charges, lawsuits and liability is for employers to seek legal advice and management training in advance before an employment action is taken.

But rather than opening the Pandora's box of liability for employers, a better way to get the desired result would be to reconsider Otis, either by the Court or by the legislature, to give some sort of Good Samaritan protection to an employer who tries to exert control in those circumstances...

Courts take into consideration factors such as age, length of time you were in employment with that employer, whether you had a good track record at work, whether you were induced to come work by leaving another lucrative position (migrant workers face this quite a lot), the way your dismissal was handled, the difficulty in finding another job that is similar to the one you lost, or loss of reputation in your area of profession, etc..

While reading Jottings By An Employer's Lawyer (which by the way is a very good US blawg for those who are interested), I found out about a case where news anchor Tom Burlington at Fox 29 in Philadelphia was fired for using the n - word during a staff meeting at which reporters and producers were discussing reporter Robin Taylor's story about the symbolic burial of the word by the Philadelphia Youth Council of the NAACP.

While it does require initial proof of good health, a well designed individually owned policy is contractually superior in nearly every way to an employer provided plan and may even be less expensive to own.

What's the best way to deal with an employee who criticizes an employer in a public forum — to engage and, if necessary, discipline; or simply to fire away?