Sentences with phrase «hire applicants for employment»

In order to promote and maintain a healthy work environment, We will not hire applicants for employment who either state that they...

Not exact matches

The Institute will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the City of Los Angeles Fair Chance Initiative for Hiring.

• Assure that all applicants for employment and new hires submit certificates of marksmanship competencies with the...

After all, allowing someone to apply for a job is not a promise of employment; it simply permits an applicant to be hired if deemed superior to the other candidates.

All other information provided by the applicant to request a PIV card is already provided when they complete forms SF 85p or SF86 for background investigation during employment eligibility process for new hires for employees and contractors.

Prohibits the use of credit history checks to ascertain the payment status of a student loan of an applicant for employment for the purposes of making hiring decisions except where otherwise mandated by law.

As economic hardship spreads and the potential of adverse credit history grows, use of credit reports for hiring, promotion or retention decisions could adversely affect employment opportunities for a wide range of applicants and workers.

It is an unlawful employment practice for an employer to obtain or use for employment purposes information contained in the credit history of an applicant for employment or an employee, or to refuse to hire, discharge, demote, suspend, retaliate or otherwise discriminate against an applicant or an employee with regard to promotion, compensation, or the terms, conditions or privileges of employment based on information in the credit history of the applicant or employee.

No employer, employment agency, licensing agency or agent shall use information in a consumer credit report of a job applicant or employee in connection with or as a criterion for employment decisions related to hiring, termination, promotion, demotion, discipline, compensation, or the terms, conditions or privileges of employment.

We will consider for employment all qualified Applicants, including those with Criminal Histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles» Fair Chance Initiative for Hiring Ordinance.

For those looking to seek employment in veterinary clinics, most open positions require their applicants to ascertain a Doctorate of Veterinary Medicine before being eligible for hiFor those looking to seek employment in veterinary clinics, most open positions require their applicants to ascertain a Doctorate of Veterinary Medicine before being eligible for hifor hire.

Prior to hiring a commercial truck driver, the employer is responsible for a background check to determine the driving history, criminal history and employment history of the applicant truck driver.

Always striving to find the perfect fit for the client, applicant, and employee, we take a consultative approach to recruiting that ensures we meet the needs of your hiring or employment search.

One of the most important factors for hiring managers, recruiters, and employment decision makers when it comes to reviewing resumes is a job applicant's current title.

Companies often use talent management software (also known as applicant tracking software, or ATS) to recruit, screen, hire, track, and manage applicants for employment.

There are some skills and qualities that employers require of all applicants for employment, regardless of the position they are hiring for.

For the job applicant, a hiring kiosk is a quick and efficient way to apply for employmeFor the job applicant, a hiring kiosk is a quick and efficient way to apply for employmefor employment.

The successful applicant will be responsible for the full recruitment cycle including: * Active recruitment of multiple vacancies within various sectors * Working with hiring managers to develop and update job descriptions and adverts * Utilising effective sourcing methods to attract the best candidates * Using effective methods to assess applicants» relevant knowledge, skills, soft skills, experience and aptitudes * Candidate attraction, sourcing and advertising (including social media) * Interviewing of applicants * Shortlisting and organising of interviews * Co-ordinating of offers of employment This role is crucial in supporting the business to achieve its ambitious growth plans, therefore we are looking for someone who enjoys being busy, is pro-active and has experience of writing creative adverts and recruiting in high volume, unique positions.

In the event that you, as a hiring manager or employer, would decide to accept the application of a job applicant, you need to inform him / her of such by sending a formal job offer for employment letter.

Hiring and employment expert Tony Beshara provides some helpful tips for applicants who build their resumes.

Shown below is a list of important attributes usually required by hiring managers and employers from applicants vying for the post of production assistants in the film industry for them to be considered for employment.

According to the Negligent Hiring Doctrine, employers have a duty of care to assess the nature of the employment, its degree of risk to third parties, and then perform a reasonable background investigation to ensure that the applicant is competent and fit for duty.

There are a lot of people who are applying as a professor, which is why the characteristics and competencies that an applicant is known for is very essential in the decision making during the hiring and employment process.

Applicants seeking employment as line servers are usually required by hiring managers to possess the following qualities to have a chance of being selected for interview.

Whether or not you buy into the concept of skills erosion, it's safe to assume that hiring managers are more likely to look past employment gaps for applicants who've stayed active in the interim.

This will include writing a resume that makes it simple for every employer or hiring manager to pass a final judgment if you are the most suitable applicant for employment.

When clients order a background screening report requesting that we verify current employment for a potential new hire, we, as a courtesy, reconfirm with the client that we have the applicant's permission to do so.

If your organization does business with individuals or companies outside of the United States or you routinely find yourself hiring non-US applicants, the Office of Foreign Assets Control (OFAC), Specially Designated Nationals (SDN) List may be a great fit for your employment background screening program.

HireRight Applicant Center provides a transparent way for job candidates to interact with the hiring company and HireRight throughout the employment screening process.

The trends include: Number 1: Controversy over Whether Employers Using Credit Reports for Employment Screening is Discriminatory Increases Number 2: Questions about Criminal Records of Job Applicants Become More Difficult for Employers to Ask Number 3: Employers Discover Fast and Cheap Online Background Checks Using Criminal Databases Not Always Accurate or Legal Number 4: Background Checks of Temporary Workers Cause for Concern for Employers as Hiring Increases Number 5: International Background Screening More Necessary Due to Mobility of Workers in Global Economy Number 6: Using Social Network Sites Such as Facebook to Screen Job Candidates Increases Legal Risk for Employers Number 7: More Workplace Violence Prevention Education Helps Protect Employers and Employees Number 8: Increased Privacy Concerns Over Offshoring of Personally Identifiable Information (PII) Number 9: E-Verify and I - 9 Audits Help Government Find Employers with Illegal Workers Number 10: New Accreditation Standards Help Employers Select Background Screening Firms

Washington Hospital Center, Recruitment & Employment, Human Resources February 2003 January 2005 Provided direct support for recruitment in a 6,000 employee healthcare organization that include recruitment efforts Processed over 100 new hires on a monthly basis that include assigning employee numbers, scheduling pre-employment physicals, background and reference checks, verification of education and credentials / licensures Ensured that the employment process is in compliance with hospital philosophy, policies and procedures and Federal and District of Columbia laws and coordinates and facilitates new hire orientation Recruit candidates for various department positions and ensure that the application process meets standards Duties included maintaining long - term customer relationships and act as primary liaison between employees and outside vendors Verified identification and the authorization to work in the United States for new employees, requisition employees, and rehires Screened resumes and applications and conduct preliminary interviews for entry - level and nursing positions to identify qualified applicants Generated monthly queries for management review; administer HR tracking system for new hires and terminations Coordinated and participate in job fairs / open houses and maintain calendar for upcomEmployment, Human Resources February 2003 January 2005 Provided direct support for recruitment in a 6,000 employee healthcare organization that include recruitment efforts Processed over 100 new hires on a monthly basis that include assigning employee numbers, scheduling pre-employment physicals, background and reference checks, verification of education and credentials / licensures Ensured that the employment process is in compliance with hospital philosophy, policies and procedures and Federal and District of Columbia laws and coordinates and facilitates new hire orientation Recruit candidates for various department positions and ensure that the application process meets standards Duties included maintaining long - term customer relationships and act as primary liaison between employees and outside vendors Verified identification and the authorization to work in the United States for new employees, requisition employees, and rehires Screened resumes and applications and conduct preliminary interviews for entry - level and nursing positions to identify qualified applicants Generated monthly queries for management review; administer HR tracking system for new hires and terminations Coordinated and participate in job fairs / open houses and maintain calendar for upcomemployment physicals, background and reference checks, verification of education and credentials / licensures Ensured that the employment process is in compliance with hospital philosophy, policies and procedures and Federal and District of Columbia laws and coordinates and facilitates new hire orientation Recruit candidates for various department positions and ensure that the application process meets standards Duties included maintaining long - term customer relationships and act as primary liaison between employees and outside vendors Verified identification and the authorization to work in the United States for new employees, requisition employees, and rehires Screened resumes and applications and conduct preliminary interviews for entry - level and nursing positions to identify qualified applicants Generated monthly queries for management review; administer HR tracking system for new hires and terminations Coordinated and participate in job fairs / open houses and maintain calendar for upcomemployment process is in compliance with hospital philosophy, policies and procedures and Federal and District of Columbia laws and coordinates and facilitates new hire orientation Recruit candidates for various department positions and ensure that the application process meets standards Duties included maintaining long - term customer relationships and act as primary liaison between employees and outside vendors Verified identification and the authorization to work in the United States for new employees, requisition employees, and rehires Screened resumes and applications and conduct preliminary interviews for entry - level and nursing positions to identify qualified applicants Generated monthly queries for management review; administer HR tracking system for new hires and terminations Coordinated and participate in job fairs / open houses and maintain calendar for upcoming events

We will consider for employment, qualified applicants with criminal histories in a manner consistent with the requirements of the Los Angeles Fair Chance Initiative for Hiring.

And to Nika, hello — as someone who had the difficult job of hiring many in an ad agency, sometimes I ran into trouble with applicants who were parents who had all sorts of preconditions for employment: if it snows can I leave early?

Featured Recruiters reCareered Blog career career coach Employment getting found getting noticed headhunter hiring Job Job board job search linkedin Planning pre-screen recruiterRecruiters get hundreds or even thousands of applicants for each position they hire.

Employment Screening Resources ® (ESR)-- a strategic choice for background screening — has released a whitepaper authored by ESR Founder and CEO Attorney Lester Rosen entitled «How to Choose an ATS to Work with Your Background Screening Firm» that outlines critical factors that employers should consider when choosing an Applicant Tracking System (ATS) to automate and streamline their recruitment and hiring process.

Attorney Lester Rosen, CEO of background check company Employment Screening Resources (ESR), will present «A Guide to the Essentials of Safe Hiring eProgram Series» for the Northern California Human Resources Association (NCHRA), a series of four webinars offering HR professionals and employers cost - effective and legally compliant techniques to avoid hiring job applicants who are potentially dangerous, unfit, unqualified, or dishHiring eProgram Series» for the Northern California Human Resources Association (NCHRA), a series of four webinars offering HR professionals and employers cost - effective and legally compliant techniques to avoid hiring job applicants who are potentially dangerous, unfit, unqualified, or dishhiring job applicants who are potentially dangerous, unfit, unqualified, or dishonest.

«Employers and Security professionals have discovered a treasure trove of information on potential job applicants by using social networking sites, such as MySpace or Facebook, and search engines,» says Rosen, author of «The Safe Hiring Manual — The Complete Guide to Keeping Criminals, Terrorists, and Imposters Out of Your Workplace,» the first comprehensive guide for employment screening.

The question of whether criminal background checks for job applicants are a smart move or a discriminatory practice is answered by Attorney and safe hiring expert Lester Rosen, founder and CEO of background check firm Employment Screening Resources (ESR), in an exclusive interview with Tom Field, Editorial Director of Information Security Media Group.

With interest in social media background checks skyrocketing lately, including a new study claiming that a quick review of Facebook profiles of job applicants can predict future job success, Attorney and safe hiring expert Lester Rosen, CEO of nationwide background check firm Employment Screening Resources (ESR), will present the webinar «Using the Internet and Social Networking Sites for Employment Screening: The Good, the Bad and the Ugly» on Thursday, March 1, 2012 from 10:30 AM to 12:00 PM PST to examine the pros and cons of employers using information found online.

«Until the study on Facebook and job performance is published, it is difficult to assess how defensible the study would be if a lawsuit were filed by a job applicant as a result of a «failure to hire» because of the use of Facebook for employment screening.»

These central principles inspire us to reach out to those in need and to help heal the whole person - mind, body and spirit.Queen of the Valley Medical Center combines the region's most qualified physicians and staff with the most advanced technology available.Because we have such high standards of care, our programs have been recognized regionally and nationally for their demonstrated success of outcome and care which is par with university hospitals.Queen of the Valley Medical Center provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics.In addition to federal law requirements, Queen of the Valley Medical Center complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.Positions specified as «on call / per diem» refers to employment consisting of shifts scheduled on as «as needed basis» to fill in for staff vacancies.