Sentences with phrase «hire the candidates whom»

Not exact matches

Over the last two weeks the Niners have interviewed five head coaching candidates (three of whom were hired elsewhere) and seven GM candidates, with two more GM prospects and another coach interview on deck for early next week.

Campaign managers are usually hired by word of mouth from a network of people with experience working on campaigns with whom the candidate is familiar, often a close confidant of the candidate.

Among equally qualified candidates, hire those with whom you have some professional chemistry.

As a lawyer, when you're considering which candidate to choose, does your choice coincide with the person whom you'd be most likely to hire, or like Pattis, are there other considerations that matter more?

Among the announcements Wednesday was that Cambridge Analytica, a political consultancy hired by then - presidential candidate Donald Trump and other Republicans, had improperly gathered detailed Facebook information on 87 million people, of whom 71 million were Americans.

Companies that enter into those pacts can cause long - term economic damage to the candidates who aren't hired simply because of whom their employer are.

The process can take a while because the company wants to explore a number of candidates, and then the stakeholders must talk or sometimes debate over whom to hire.

And by «resist» I mean you must resist all temptation to turn into an overbearing, relentless candidate whom no one wants to hire.

Many companies, in an effort to perpetuate their corporate cultures, hire people they feel fit and reject candidates whom they think do not fit their culture.

A. Personally addressed to the person responsible for vetting job candidates B. «Dear Hiring Manager» or «Dear Sir or Madam» or «To Whom it May Concern» C. «Yo, wassup?»

Either the hiring manager or the HR staff person involved should call, write, or email the candidates you are rejecting just as you would call the candidate to whom you want to make the job offer.

71 % said that referral candidates get high priority when deciding whom to hire.

At the same time, however, employers are increasingly scrutinizing candidates» online personal activities in deciding whom to hire.

Hiring managers and recruiters are more likely to take a closer look at candidates with whom they share a mutual contact, and for good reason: studies have shown that hiring through employee referral is faster, cheaper, and more effective than relying on job Hiring managers and recruiters are more likely to take a closer look at candidates with whom they share a mutual contact, and for good reason: studies have shown that hiring through employee referral is faster, cheaper, and more effective than relying on job hiring through employee referral is faster, cheaper, and more effective than relying on job sites.

And, a recruiter or hiring manager can instantly view a candidate's LinkedIn profile to learn not only about his or her professional accomplishments and history, but to see how and through whom the job - seeker and the recruiter are connected.

It's very rare that a candidate applies for whom hiring managers can check all the boxes.

The employed professional from whom the potential candidate seeks advice and information also learns about a new potential colleague or hire and builds their own network through the conversation.

This is because when we go through an interview, we learn what interviewers / employers actually look for in candidates, whom they want to hire.

While we may identify and recommend qualified candidates, it is the client who must make the decision as to whom to hire.

NannyBackgroundCheck.com leverages technology and utilizes online records searches in conjunction with traditional screening methods, giving parents more accurate and up - to - date information on the nanny candidate whom they are considering hiring.

It says that she's like tons of other hiring managers out there, many of whom take far longer to respond to status update emails from candidates than those candidates would like.

Skills are imperative in making a candidate who he or she is — that is, a skilled individual is liked by employers who dream of hiring people on whom they do not have to spend too much time and effort.

When you are deciding whom to hire, ask the candidates these five questions: