Sentences with phrase «external hiring managers»

Not exact matches

The superstar search can involve months of searching and interviewing, taking up the time of everyone from the hiring manager through to external search firms.

The External Management Unit hires, fires, and oversees external equity managers, and is responsible for «recommending structural changes to the domestic equity and international equity classesExternal Management Unit hires, fires, and oversees external equity managers, and is responsible for «recommending structural changes to the domestic equity and international equity classesexternal equity managers, and is responsible for «recommending structural changes to the domestic equity and international equity classes».

«Abilities like these can be seen either by previous experience or by external activities that show this sort of leadership,» says Andrew Kolbert, a hiring manager and frequent adviser on the AAAS Science Careers Forum.

Most HR people will share this — as will external recruiters and even the occasional hiring manager during a telephone interview.

If you are a small business owner, chances are you don't have the luxury of hiring an internal communications manager or an external PR agency to develop and execute a strategic communications plan.

(i) BMO reducing its roster of firms from about 800 to 200 with further reductions planned; (ii) the clients of seven sister firms hiring me to help them get control over their legal spend and forge stronger and more value based relationships with their firms; (iii) the many small and mid-sized businesses who hire accountants to do all of their tax and structuring work because it is cheaper than dealing with lawyers; (iv) firms hiring me to help them figure out how to budget, set and meet client expectations without losing money; (v) «clients» who never become clients at all as they do their own legal work based on precedents that friends share with them; (vi) the various forms of outsourcing that are now prevalent (from offices in India to Tory's office in Halifax); (vii) clients hiring me to figure out how to increase internal capacity without increasing headcount in order to reduce external spend; (viii) the success of firms like Conduit, SkyLaw and Cognition (to name a few) who are taking new approaches to «big» and «medium law» work; (ix) the introduction of full time project managers in many firms; and (x) the number of lawyers throughout the profession who regularly don't docket chunks of their time in order to avoid unpleasant fee conversations with their clients.

After you write the job description but before you start interviewing external candidates, work with your managers to move talent around before hiring from outside.

If the hiring manager can confidently know that there is an external capable replacement out there (read: you), you are making his or her job so much easier.

Sometimes, hiring managers like to get external confirmation that you are a valuable and in - demand candidate.

«Many recruiting managers with woefully under - performing programs think they have great programs and are somewhat shocked when they learn that, on average across all industries, 1:3 hires come from employee referral and that it is no longer uncommon for more than half of all external hires to come from employee referral in organizations with leading talent management functions...»

A sleek dashboard makes for ease of use, ensuring that hiring managers, key executives, and external recruiters can all access important information easily and quickly.

Permission - based tools allow you to share these networks with hiring managers, key executives, and external recruiters.

Any one of them could be hiring managers, corporate recruiters, or external recruiters.

Dave: I wish hiring managers knew how difficult it makes our jobs (as external recruiters) when they try to make us work only through internal / corporate recruiters.

Position Overview Asset protection managers are hired by many companies to help them in sorting out asset loss and shrinkage and to assist them in ensuring that both external and internal threats are minimized.

Internal candidates for positions have a distinct advantage over external candidates because the HR representative and / or the hiring manager have detailed awareness of the candidate's performance.

Sourcing, screening, interviewing and referring candidates to companies» hiring managers, developing effective relationships with placement agencies and external recruiters, ensuring compliance with legal aspects of recruiting and promoting member organizations as employers of choice have all been part of my core duties as a recruiter.

Established partnerships with external talent management organizations to source and hire highly skilled candidates.Past experience includes Recruiter and Staffing Manager for Sprint, Human Resource Manager for Chase Bank, and Senior HR Generalist for GSK.

Collaborated with hiring managers, internal employees and external candidates.

Professional Experience TIAA - CREF (New York, NY) 3/2006 — 7/2010 Institutional Client Relationship Manager • Administered retirement plan benefits ensuring accurate, timely, and legally compliant operations • Hired, trained, and supervised junior financial services staff • Proficient in interpretation and application of IRS, ERISA, and related regulatory schemes • Created and implemented client training program to ensure understanding of company products • Assisted external auditors guaranteeing comprehensive and accurate analysis of business health • Prepared and presented annual benefits report to CFO, senior leadership, and benefits staff • Represented company at industry events, product demonstrations, and annual benefit fairs • Provided exceptional customer service resulting in client satisfaction and repeat business