Sentences with phrase «for in a new employee»

It shows up in a lot of different places, and it's something that we look for in new employees.»

What Dow Chemical's chief technology officer looks for in new employees may not be what you think.

This helps you stay on top of the latest developments and what employers are looking for in new employees.

This tests both an awareness of their own abilities and an understanding of what you are looking for in a new employee.

The Conference Board of Canada developed a list of transferable, generic skills that employers look for in new employees grouped under Fundamental Skills, Personal Management Skills and Teamwork skills.

There are certain specific photographer skills that most employers are looking for in their new employees; these include a knowledge of digital photography techniques (composition, color correcting, cropping, image manipulation, editing), how to operate a DSLR camera, and customer relations aptitude.

Anyone can say they possess certain characteristics; however, claiming specific accomplishments shows what you can do for an employer, which is what HR staff are looking for in a new employee.

So how do you create a resume that communicates that you're exactly what they're looking for in a new employee?

Firstly, you need to figure out what the prospective company is looking for in a new employee.

The focus here is determining what a hiring manager is looking for in a new employee.

Lack of focus: Your resume should be focused around the skills the hiring manager is looking for in a new employee.

Examine job descriptions at job - search websites to validate what employers are looking for in a new employee in your field.

Not exact matches

• DailyPay, a New York - based provider of next day payments for employees and contractors, raised $ 9 million in Series B funding.

Accenture has also worked on ways to get more women into senior leadership positions (they've changed the interview process so that candidates of both genders get to know more members in the executive ranks) and to retain them (implementing a one - year no - travel policy for employees who are new mothers and fathers).

Important factors that could cause actual results to differ materially from those reflected in such forward - looking statements and that should be considered in evaluating our outlook include, but are not limited to, the following: 1) our ability to continue to grow our business and execute our growth strategy, including the timing, execution, and profitability of new and maturing programs; 2) our ability to perform our obligations under our new and maturing commercial, business aircraft, and military development programs, and the related recurring production; 3) our ability to accurately estimate and manage performance, cost, and revenue under our contracts, including our ability to achieve certain cost reductions with respect to the B787 program; 4) margin pressures and the potential for additional forward losses on new and maturing programs; 5) our ability to accommodate, and the cost of accommodating, announced increases in the build rates of certain aircraft; 6) the effect on aircraft demand and build rates of changing customer preferences for business aircraft, including the effect of global economic conditions on the business aircraft market and expanding conflicts or political unrest in the Middle East or Asia; 7) customer cancellations or deferrals as a result of global economic uncertainty or otherwise; 8) the effect of economic conditions in the industries and markets in which we operate in the U.S. and globally and any changes therein, including fluctuations in foreign currency exchange rates; 9) the success and timely execution of key milestones such as the receipt of necessary regulatory approvals, including our ability to obtain in a timely fashion any required regulatory or other third party approvals for the consummation of our announced acquisition of Asco, and customer adherence to their announced schedules; 10) our ability to successfully negotiate, or re-negotiate, future pricing under our supply agreements with Boeing and our other customers; 11) our ability to enter into profitable supply arrangements with additional customers; 12) the ability of all parties to satisfy their performance requirements under existing supply contracts with our two major customers, Boeing and Airbus, and other customers, and the risk of nonpayment by such customers; 13) any adverse impact on Boeing's and Airbus» production of aircraft resulting from cancellations, deferrals, or reduced orders by their customers or from labor disputes, domestic or international hostilities, or acts of terrorism; 14) any adverse impact on the demand for air travel or our operations from the outbreak of diseases or epidemic or pandemic outbreaks; 15) our ability to avoid or recover from cyber-based or other security attacks, information technology failures, or other disruptions; 16) returns on pension plan assets and the impact of future discount rate changes on pension obligations; 17) our ability to borrow additional funds or refinance debt, including our ability to obtain the debt to finance the purchase price for our announced acquisition of Asco on favorable terms or at all; 18) competition from commercial aerospace original equipment manufacturers and other aerostructures suppliers; 19) the effect of governmental laws, such as U.S. export control laws and U.S. and foreign anti-bribery laws such as the Foreign Corrupt Practices Act and the United Kingdom Bribery Act, and environmental laws and agency regulations, both in the U.S. and abroad; 20) the effect of changes in tax law, such as the effect of The Tax Cuts and Jobs Act (the «TCJA») that was enacted on December 22, 2017, and changes to the interpretations of or guidance related thereto, and the Company's ability to accurately calculate and estimate the effect of such changes; 21) any reduction in our credit ratings; 22) our dependence on our suppliers, as well as the cost and availability of raw materials and purchased components; 23) our ability to recruit and retain a critical mass of highly - skilled employees and our relationships with the unions representing many of our employees; 24) spending by the U.S. and other governments on defense; 25) the possibility that our cash flows and our credit facility may not be adequate for our additional capital needs or for payment of interest on, and principal of, our indebtedness; 26) our exposure under our revolving credit facility to higher interest payments should interest rates increase substantially; 27) the effectiveness of any interest rate hedging programs; 28) the effectiveness of our internal control over financial reporting; 29) the outcome or impact of ongoing or future litigation, claims, and regulatory actions; 30) exposure to potential product liability and warranty claims; 31) our ability to effectively assess, manage and integrate acquisitions that we pursue, including our ability to successfully integrate the Asco business and generate synergies and other cost savings; 32) our ability to consummate our announced acquisition of Asco in a timely matter while avoiding any unexpected costs, charges, expenses, adverse changes to business relationships and other business disruptions for ourselves and Asco as a result of the acquisition; 33) our ability to continue selling certain receivables through our supplier financing program; 34) the risks of doing business internationally, including fluctuations in foreign current exchange rates, impositions of tariffs or embargoes, compliance with foreign laws, and domestic and foreign government policies; and 35) our ability to complete the proposed accelerated stock repurchase plan, among other things.

Make it easy to register to vote by keeping voter registration forms at the office or enclosing them in onboarding materials for new employees.

For companies employing 200 or more people, the new law will require that employees be automatically enrolled in health coverage - though individual employees seem to be able to opt out of coverage after their automatic enrollment.

Amazon, Berkshire Hathaway, and JPMorgan Chase are creating a new business to lower healthcare costs for US - based employees in a move that could shakeup the managed care industry.

The new suite of laws also are likely to curtail strategic opportunities in those states, as businesses are forced to look elsewhere to expand or face a potential backlash from employees or investors for staying.

Massoumi says he's found that a critical hiring strategy is subjecting new hires to a role - playing scenario, in which someone applying for an enterprise - sales role, for instance, might have to pitch ZocDoc to another employee acting as a member of a hospital system.

Looking back on my experience in customer service, I realize that the job is uniquely suited for giving new employees knowledge and skills that will enable them to succeed at their company.

«It's salad days for KKR, Blackstone, Apollo,» says Jonathan Grabel, chief investment officer at Public Employees Retirement Association of New Mexico, referring to the trio of titans in the PE realm.

In the states of California, Connecticut, New York, Rhode Island and West Virginia, employers are not allowed to record sounds, voices or videos for monitoring purposes in areas designated for comfort, health and security of the employees such as restrooms, locker rooms and changing roomIn the states of California, Connecticut, New York, Rhode Island and West Virginia, employers are not allowed to record sounds, voices or videos for monitoring purposes in areas designated for comfort, health and security of the employees such as restrooms, locker rooms and changing roomin areas designated for comfort, health and security of the employees such as restrooms, locker rooms and changing rooms.

The employees were introduced to the fundamentals of Robertson's system — covered in detail in «Holacracy: The New Management System for a Rapidly Changing World» — including giving up traditional job titles and working on multiple tasks rather than at a specific job.

The group of businesses — which also includes Twitter, Uber, and SpaceX — said the new order would inflict «substantial harm on U.S. companies, their employees, and the entire country,» in a brief filed in the U.S. District Court of Appeals for the Fourth Circuit.

The order «hinders the ability of American companies to attract talented employees, increases costs imposed on business, makes it more difficult for American firms to compete in the international marketplace, and gives global enterprises a new, significant incentive to build operations — and hire new employees — outside the United States,» according to the brief.

It's useful for workers to see where they fall in their organization and in their industry when it comes to pay, but since the new rule allows several definitions of «median employee», it's difficult to compare the numbers across companies.

In this edited excerpt, the authors offer tips on finding the right employees for your new business.

Dig Deeper: How to Build a Culture of Employee Appreciation How to Create a Company Philosophy: School New Hires on Company History Even if you ask some pointed or provocative questions in the interview and get the answers you're looking for, your newest recruit isn't going to be integrated into the company culture on day one.

A McKinsey Quarterly (2009) survey found that assuming employees are paid satisfactory base salaries, non-financial rewards can be very effective in motivating employees, for example manager recognition, leadership development or exciting new projects can also provide increased job satisfaction.

Millennial employees expect more connectivity in the workplace, and managers need to be able to provide them with the flexibility and support for their use of technology in order to bring in and keep new talent.

A new survey finds that one in five Canadian employees is actively looking for a new job, and another 40 % would consider jumping ship

However, the best ideas are the ones that arise in response to a real situation, problem, or challenge, and for that you need employees who are constantly thinking of new ways to improve the company.

In 2008, Express Scripts paid $ 9.3 million to settle a suit by New York and 28 other states that claimed it deceptively inflated costs for state employees, in part by secretly switching to higher - cost drugs, and that it allegedly pocketed millions in manufacturer rebateIn 2008, Express Scripts paid $ 9.3 million to settle a suit by New York and 28 other states that claimed it deceptively inflated costs for state employees, in part by secretly switching to higher - cost drugs, and that it allegedly pocketed millions in manufacturer rebatein part by secretly switching to higher - cost drugs, and that it allegedly pocketed millions in manufacturer rebatein manufacturer rebates.

The Getting to Yes report prepared for the CLLN and ABC under the joint Advancing Workplace Learning Project, found that employers who offered WLES training and integrated WLES into their businesses reported improved employee confidence, better communication and teamwork, new or improved skills, greater interest in further learning, improved morale and employees who can take on other jobs.

He decided to start enforcing employee down - time and vacations, developed plans for an on - site meditation room and made a host of cosmetic tweaks like painting the company's walls with bright colours and showcasing its new corporate mantra: «I'm in.»

These outcomes are important for a sound, collaborative company culture where employees feel safe contributing new ideas and trying out new approaches: Google, for instance, conducted a study that found employees who felt psychologically safe in their environments were less likely to leave, more likely to leverage a diverse skill set and more likely to be successful.

This belief is held by other companies, as well: The Container Store is known for giving its new employees 300 hours of paid training in their first year at the company.

The Center for the Promotion of Health in the New England Workplace says that one - third of workers report high levels of stress resulting in higher healthcare costs, periods of employee disability, absenteeism, higher turnover, and lower productivity on the job.

, fitness breaks legitimized in the work schedule, requiring all employees to take a substantial part of their vacation time off, turning off email while on vacation, providing paid parental leave for new parents and encouraging both mothers and fathers to take advantage with no adverse career impact, paid time off for volunteer activities, and more.

GreenMantra Recycling, a Toronto - based startup that's found a way of converting plastic waste into industrial waxes, plans two or three rounds of in - person interviews for each new employee, even the most junior.

Arkadium was scrambling to fill in for the Crimean employees who didn't make the move and trying to recover from a couple of big bets on new games that had vastly underperformed.

If you have the means to cover the salary for 90 days, and in that time you're able to grow the business to a point where you can cover the cost of the new employee, then go ahead and hire.

In fact, in a survey of US employees, one in three said they would look for a new job if they didn't get a pay increase in the next 12 months, according to Glassdoor.coIn fact, in a survey of US employees, one in three said they would look for a new job if they didn't get a pay increase in the next 12 months, according to Glassdoor.coin a survey of US employees, one in three said they would look for a new job if they didn't get a pay increase in the next 12 months, according to Glassdoor.coin three said they would look for a new job if they didn't get a pay increase in the next 12 months, according to Glassdoor.coin the next 12 months, according to Glassdoor.com.

As such, this week's employee reductions, demonstrates another step forward to scale our company correctly for new opportunities in mobile computing,» BlackBerry said.

Your managers will have to be sure to provide in - depth training for new front - line employees.

In so doing, it created a new definition of supervisor, essentially as someone who can take tangible actions against the employee, for example, by hiring, firing, or promoting them.

Almost half of his 110 employees have stayed in the company for five years or more, which is hard to achieve in a sector that sees tempting new tech jobs multiply by the minute.

The policy has been known to spoil other wineries for employees — including Stewart's son, who just finished a winemaking program in New Zealand.

«Companies that have healthy employees may see increases, and those with sicker employees may see decreases,» says Alan Cohen, chief strategy officer for Liazon, a private health care benefit exchange in New York City.