Sentences with phrase «employers value people»

Even better, experience working abroad can be a powerful boost to your career, as employers value people with international experience.

There have also been shown to be many benefits of racially integrated schools such as obviously allowing minorities to get the same opportunities as white students but also to socialize students and prepare them for a diverse workforce where employers value people who can work with others from diverse cultural backgrounds (Stuart, 2016).

Not exact matches

Artificial intelligence is currently a $ 15 billion industry, and is expected to grow to more than $ 70 billion by 2020, meaning that employers are eager to hire people who understand its business value, and how to develop for it, so they can keep ahead of the competition.

If your mission stands out, you are more likely to be able to hire people who understand and share your goal; to find managers and executives who are good leaders and understanding employers; to together agree on a core set of company values that strike a chord with everyone on your team.

«In order to have an internet of value, people are going to have to interact with each other,» Baldet said, speaking to the need for an ecosystem that includes everyone from enterprises like her former employer to accredited investors to retail investors.

Like the celebrity stocks mentioned above, people fail to do the necessary work to determine what the underlying value and real potential is for their employer's stock.

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...

Questions - Getting value for money from companies marketing services to help people make claims against missold Payment Protection Insurance Legislation, revising the system for electing British Members of the European Parliament, dealing with any consequences for social cohesion and criminality of the withdrawal of civil legal aid for social welfare law cases, annual value of employers» national insurance contributions Legislation - Legal Aid, Sentencing and Punishment of Offenders Bill

A series of short interviews outlining why employers should focus on the purpose of their business, the value of their people and the potential available to them.

«It is vital to recognise the types of qualities and skills that employers value most and how best to provide these to young people.

Very few unemployed people would be incapable of doing work with at least some value for a prospective employer.

Through practice, you are figuring out how to show people you offer value, and that is just what employers are looking for.

So says Ari Ne'eman, whose organisation places people with autism with employers who value their fascination with patterns and ability to spot errors (see «Rise of the autistic workforce «-RRB-.

Initiative, passion and self - motivation are the qualities leading UK employers most value in employees aged 25 or under, according to new research by Uni's not for me (UNFM), an information and advice resource for young people considering the alternatives to university.

Independent research shows that employers value the DofE on a young person's CV and often actively look for it when recruiting.

It is encouraging to see so many young people setting their ambitions high, as we know science is valued by employers and is linked to higher earnings.

The new Career College, with its ethos of developing courses in partnership with employers, will provide a valuable career path for young people enabling them to develop the skills businesses value whilst helping those businesses access the staff they need to prosper.»

«Employers need to be heavily engaged with both educators and policymakers if we hope to put more young people to work with a credential of value,» said Jeff Mays, President of the Illinois Business Roundtable.

Children and Families Minister Edward Timpson announced the 2016 DfE Character Award winners at the event, held by ACE to support schools, teachers and other educationalists to develop traits like confidence, perseverance and resilience in young people; traits that support academic attainment, are valued by employers and enable young people to make a positive contribution to British society.

It is a shame more people do not see the value in the wealth building tool that most employers provide them with.

Shoosmiths is a consistent high achiever in Legal Week's flagship research reports, and was this year once again rated highly in the Best Legal Employers survey, with one respondent commenting that «the culture of the firm can not be found elsewhere: people are really valued».

The employers Qube Learning works with that hire young Apprentices report a reduction in staff turnover, improved succession planning, and how being able to train and mentor a young person means they have a competent and motivated member of staff that adds significant value to their business.

Non-offending persons, like a spouse, an employer, a religious or voluntary organization to which the offender belonged, or the owner of property where the assaults occurred, will often be named as co-defendants with the offender and sometimes will even be sued without the offender being named in the suit, such as where the offender can not be found, is long deceased, or his presence simply will not add anything of value to the case.

Split dollar insurance: An arrangement between two people (often an employer and an employee) where life insurance is written on the life of one who also names the beneficiary of the net death benefits (death benefits less cash value), and the other is assigned the cash value (or equivalent amount of death benefits), with both sharing the premium payments (usually the noninsured paying a portion equal to the increase in cash value each year and the insured paying the balance of the annual premium).

In this section, you'll have a chance to highlight the skills that can add value to your potential company, including all skills related to leadership, reading, writing, presentation, foreign languages, project management, the arts, athletics, math, community service, and anything else that might interest your employers or give them more information about who you are as a person and what it might be like to work side by side with you every day.

Employers value creative people highly because they have very particular traits; they are observers, they react positively to failure and ask questions.

It's associated with a specific «person,» designed to resonate with their specific target employers, and crafted to showcase that person's unique set of personal attributes, motivated strengths, passions, and value proposition.

Include numbers whenever possible, whether you're describing the size of your budget, the number of events you helped organize, or the number of people you managed, to demonstrate your value to the employer.

Team building, people skills, providing service, etc. are all qualities that employers value.

He avoids the first person, has added keywords like «exposure to elements,» and has added extra value by exhibiting experience in wait service on various modes of transportation that might be interesting to an employer seeking a waiter to serve drinks on a boat.

Communication and people skills top the list of those valued by employers and can differentiate one candidate from another.

Most of the resumes I review lack direction and are not aligned with the employer's needs leaving the reader unable to discern exactly what direction the person is going in their career or the value they bring to the organization.

Leaders must demonstrate that the people they employ will be valued as part of this employer brand.

It can even reduce employment chances by limiting the time available for job search and by failing to provide the skills and experience valued by employers»; and «Workfare is least effective in getting people into jobs in weak labour markets where unemployment is high.»

Many people are unaware of the power of their personal brand, and the value they can bring to an employer.

You need to sell the fact that you are the best person for the job — one that can not just do all that is expected, but also someone who brings value to the employer and will be a long - term asset to the company.

I think of all the people who have labored over their LinkedIn profile content to get it just right in differentiating the unique value they offer employers they want to work for — often investing in the services of a professional writer.

Typically, once a job offer has been made, you have accepted and given notice to your current employer, its good practice to provide your most recent employer as a reference — the referees that employers value the most are those people you reported to directly.

Hopefully, you haven't waited until now to compile your list of references, because you'll need time to pull together a potent group of people who are best qualified to reinforce your personal brand and confirm the value you offer your target employers.

You may not understand the value of a career brand biography over the traditional bio you may be used to — a boring rehash of your resume that gives little or no feel for what kind of person you are, what attributes and strengths drive you, and how those brand attributes can benefit potential employers.

Think of personal branding as educating people and your target employers about the unique value you offer them.

And don't forget to brand your LinkedIn profile and make it 100 % complete, to be found in passive job search and provide people assessing you an understanding of your unique value to your target employers.

Perhaps most significantly, when I read many CVs I don't understand the value this person has brought to each past employer.

A sales associate works directly with customers and employers will value people with skills and experience in communications and customer relations.

Employers highly value honesty when recruiting people for their organization.

You need to be seen by your prospective employer as the right person for the job by coining an objective statement that shows the exceptional value you would offer if giving the job.

At PrideStaff, we truly value people, and we are dedicated to getting to know you and advocating on your behalf with our network employers across the c...

Also, employers like to see certain work values in employees and will not hire people who don't show their actual true values at work.

Employers sometimes prefer to hire people who are currently working because the assumption is that these people have up - to - date skills that an employer values.

Because employers are looking for people who can bring specific value to the company you have to build your resume and cover around this simple question: what value can I bring to the employer?