Sentences with phrase «employers know the candidates»

These resumes list the candidate's employment history and his work experience clearly so that the potential employers know the candidates are ready to handle responsibility.

These specific phrases let employers know the candidate has worked on a variety of projects and with different types of crews and companies, assuring them that this jobseeker has the relevant background.

Not exact matches

However, knowing how well a candidate will mesh with existing remote co-workers and how well all will work «together» even from far - flung locations are details employers can not afford to overlook.

Tech employers vying with each other for the best candidates know they need to offer compelling benefits to win and want to get the word out.

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...

Employers have also been known to check a job candidate's creditworthiness as a test of a person's character.

When employers go through a hiring process, they want to know they're selecting from a pool of trustworthy candidates.

Our candidates always control their own personal data, so an employer knows there is no intermediary supply chain GDPR compliance risk when they source candidates from us.

Employers no longer need to wait for prospects to «search» for their job or for recruiters to «find» them a candidate.

Without knowing you as a person, including your work ethic and your character, an employer is often evaluating a job candidate on paper through resume, writing samples, cover letter, criminal history, driving history, etc..

Conversely, how does the employer know when a candidate's poor grasp of the legal principles in a given situation leads her to give legal advice that doesn't result in an obviously bad outcome, but a less - than - optimal result?

Already, some employers are hiring top students from programs such as Coursera and Udacity, and I have to think more employers will start paying a lot more attention to what job candidates know instead of where they learned it.

No matter how well you present yourself as the best candidate for a social services position, it will not matter if employers can not get a hold of you.

Did you know that 90 percent of employers search for candidates» social media profiles online before setting up an interview?

If you're searching for a position in your current location and want employers to know you're a local candidate, include your city and state.

All employers want to know that the candidate they are considering is able to do the job.

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.

So, if you're searching for a job nearby, make sure employers know you're a local candidate by including your location in the contact information at the top of your resume.

It is the employer's responsibility to inform Recruiter in writing of any duplicate Candidate resumes previously known or received within 48 hours of receipt of Candidate's resume from Recruiter; otherwise the employer will be obligated to pay Placement Fee to Recruiter for Hired Candidate, even if Hired Candidate was previously known.

Knowing the latest and greatest in new technology, methodologies, and processes that are optimizing your line of work can be the difference between having the skills you need to impress your next employer and being a middle of the pack candidate.

Every job candidate knows that potential employers will be asking the all - important query «do you have any questions.»

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.

When a candidate knows their stuff and exudes confidence in their skills and experience, it puts prospective employers at ease and shows that the job - seeker is the right man or woman for the position.

Additionally, employers look for candidates with some experience, and there is no better way for a senior college student to earn some.

Although employers appreciate a well - written and error - free CV, however, they are also interested in knowing what sets a job candidate apart.

In the survey, nearly three - quarters of employees said their employers value work experience and related skills more than education when evaluating job candidates, with 53 % saying a graduate degree is no longer necessary to secure a high - paying job.

These bloggers know their stuff: Their own careers have taken twists and turns or they have been on the hiring side and know exactly what employers want and expect from job candidates.

Whereas if they try to recruit by word of mouth employers will reach candidates who they either know themselves, or who has been introduced by someone they trust.

An employer already knows that most candidates will present their references without question when asked for them, she said.

Ternynck noted that the best thing candidates can do is know what they're looking for in an employer ahead of time, so they can act as soon as an appropriate opportunity opens up.

As you may already know, Applicant tracking systems (ATS) is a software platform that enables an employer to electronically handle job candidate information, including the resume you submitted online.

We know exactly what the top employers are looking for in job candidates and we structure our services accordingly.

Known for higher quality candidates with a strong interest in their field, niche job communities offer a chance for job seekers to not only apply for positions, but also build connections with hiring managers and employers within their field.

Once you have your list of requirements that your target employers are looking for in applicants, then you have a huge advantage over most other candidates in the job market — because now you know exactly what you need to put in your CV to make it successful — you are not guessing like most other people who simply write a CV, send it out and hope for the best.

You know you're a qualified candidate and your unemployment is by no fault of your own, but some employers panic and fear the worst.

Knowing what your target employers will be looking for in candidates like you will drive the content in your resume.

When you know what the employer seeks from an ideal candidate, you can focus your writing to address each of these criteria.

The summary of this document tells future employers exactly what they want to know right up front, mainly that this candidate is warm and friendly.

But, did you know that 63 percent of employers said one of the top questions they're trying to answer when looking for candidates is «what are their soft skills?»

Ultimately, the key to attracting candidates that desire flexibility is making it known that they can have a conversation with their employer about how to change the work schedule to suit their unique situation.

In a 2014 Glassdoor survey, nearly three - quarters of employees said their employers value work experience and related skills more than education when evaluating job candidates, with 53 percent saying a graduate degree is no longer necessary to secure a high - paying job.

Interviewing is a mutual process of getting to know one another that ultimately allows you, the candidate, and a prospective employer to determine if you'll fit into the company culture, be productive and thrive in their work environment.

If you're just leaving education and have never worked in a professional environment, it's unlikely that you will already know what employers look for in an ideal candidate.

• Let recruiters and employers know you're «open'to new opportunities The «open candidates» feature makes it easier to connect with your dream job by privately signalling to recruiters that you're open to new job opportunities.

A prospective employer will have no way of knowing you are the perfect candidate if all you supply is a bunch of keywords.

You have to know what keywords, skills, areas of expertise, and qualities an employer is looking for in a candidate.

A diverse workforce also sends a strong message to future candidates that your organisation has a truly inclusive working environment, thus helping you become known as an employer of choice.

One of the primary things that employers look for, are employee - candidates who know how to make them money.

Whether it be for record - keeping, spreadsheets, detailed notes, or presentations, employers will want to know a candidate's level of computer and technological knowledge to establish if they can do the basics of any job.

Even if you are the best job candidate, if your potential employer can sense that your references are caught off guard or don't really know who you are or what you did, that reflects badly on you.