Sentences with phrase «hiring authorities some questions»

And it is especially true when it comes to asking hiring authorities some questions.

Not exact matches

The opacity inherent to how the power authority will finance the Harbor Lights project — and who will repay the authority for the privilege — appears to have drawn the attention of NYPA's internal auditor, who recommended the agency hire a consultant to review the energy efficiency program in question and cited Harbor Lights as one project needing review, according to the authority's December board documents.

The next day, common councilors questioned Miner's authority to fire Davis, who was hired by an independent board that is supposed to act as a watchdog over the mayor's police department.

Asked by Kyle Hughes of NYSNYS.com to explain why his administration hired people to work for the executive chamber but chose to put them on the payrolls of state agencies and authorities — the subject of an FBI inquiry — Cuomo adopted a basilisk gaze and answered Hughes» question with four of his own: «Have you been in Albany?

Klimchuk says the policies that Rudolph referenced relate to an agency's authority to hire rotators or to NSF's policies regarding security, teleworking, ethical conduct, and other everyday workplace issues, not the questions he and his colleagues were raising.

(Furthermore, a regulatory authority may even hire a barrister to question you, since barristers are often good at that based on their in - court role; or you and the party you are having a dispute with might appoint a barrister as the arbitrator or mediator.)

If you manage to give hiring authorities what they want / expect to see, there is no question you will be standing out against the rest.

Obviously, hiring authorities are running the show asking all kinds of questions to figure out whether a candidate is a good match for the position.

You will see that a lot of questions asked by hiring authorities will be related to what you will include into your plan which will make your answers sound much more convincing.

In addressing these questions, it is worth noting that as much as working with a difficult hiring authority can present real challenges, these situations also present a very tangible opportunity to bring significant value - add to our organization (or client firm).

It is obvious that hiring authorities don't like candidates who have been changing jobs every year so many have questions how to reflect that on a resume.

Every job seeker understands that even though a job interview is a dialogue between an employer and candidate this dialogue is mostly based on the questions posed by hiring authorities.

Unfortunately, the majority of candidates never prepare any questions, which often leads hiring authorities to believe that they didn't prepare for the interview at all.

It is important to know what hiring authorities are really interested in when they ask certain questions.

Many years ago job seekers were asking their fellow job hunters what kind of questions hiring authority usually ask candidates.

This kind of questions often irritate job seekers because they don't know what hiring authorities are after when asking them.

The question then is how to be an intern that will grab attention of hiring authorities?

This is an excellent icebreaker question for the hiring authority and a great start to a successful interview.

Have questions for the hiring authority.

Because my interview process - honed over many years as a professional IT resume writer and recruiter - has ensured that I can ask the questions that will help you recognize the accomplishments that may make all the difference to a hiring authority - accomplishments that you may not have realized were critical at all.

A piece of paper can't always explain away all the questions a hiring authority may have about your qualifications for a job where you have limited experience.

We respectfully explain the situation, and that the recruiter in question (i) had no authority to represent our client, (ii) does not know our client or our client's abilities, (iii) was, instead, seemingly acting to hurt our client's chances of being hired, and the Hiring Manager's chances of getting the best candidate for the job.