Sentences with phrase «hiring candidates because»

Proving that an employer did not hire a candidate because they declared bankruptcy is almost impossible to do.

The kinds of missteps that an employer can perform that can lead to liability can include firing a pregnant worker or refusing to hire a candidate because she was pregnant.

Hiring managers often won't hire a candidate because the candidate lacks energy and doesn't show enthusiasm.

A hiring manager asked me for my salary history and said that in the past she was not able to hire candidates because they overstated their salary history.

Not exact matches

Hiring the perfect candidate is about to get a whole lot tougher because Canada's workforce keeps shrinking, according to Statistics Canada.

But CEO selection of board candidates is a governance no - no because CEOs report to — and are hired and fired by — the board.

The travel and hospitality industry hires the most Gen - Y candidates now because young people are having trouble getting internships and jobs so they turn to bartending and waitressing jobs.

Even if better people are available, they may not be hired because most selection processes do not effectively identify the best candidates.

«She is living in poverty because the B.C. Liberal government is taking the money her dad pays to support her, and using it to pay for their misguided priorities, like spending more than a million dollars hiring failed B.C. Liberal candidates and giving insiders cushy appointments after the last election.»

Sexton doesn't want to battle Florida over collecting the entire $ 12.9 million buyout because he also represents Mississippi State's Dan Mullen, a top candidate to replace McElwain, or could be involved in other future Florida hirings.

Because the balance is weighted heavily toward teaching, says Oglethorpe biologist Charlie Baube, hiring committees look for candidates who emphasize instructional experience.

This shows how much of a crapshoot getting hired can be: Because you usually don't know in advance how long a document the hiring committee is looking for, there's little chance of the same candidate, no matter how qualified, getting offers from both of these institutions.

However, recruiters are trying ever harder to match a candidate's personal style to their client company's culture, because they know that it will play a role in the hiring decision.

It's not desirable because, unless we believe that nontraditional candidates can not be effective, there will be times and places where the best candidate is not licensed - and districts will nonetheless be barred from hiring her.

It's not necessary because, if former teachers and graduates of programs in educational administration are more qualified, school districts will hire them ahead of other candidates.

Hiring remote eLearning candidates can help streamline recruitment processes because much of the interaction between candidates and recruiters happens via email, phone, and virtual meetings.

Because Phoenix # 1 wants to ensure they hire only quality educators despite the teacher sourcing challenges they face, they use tools and technology to reach more candidates, quickly identify and hire the best, and streamline onboarding process so they can promptly place them in front of students.

This is an improvement over the recent school administrator hiring process because the candidates will be shepherded through the process of become a school leader, and supported once in the leadership position.

And because of the integration between EPI and the Hire applicant tracking system, administrators can quickly identify and contact the candidates who qualify for an interview.

Morgan says the district's six zone superintendents lobbied for the screening process because it was taking them too long to vet and hire high - quality candidates on their own.

Because the school was seen as in danger of closing, it was difficult to attract candidates, so she hired a number of brand - new teachers, which created its own difficulties, she said.

as long as they meet the job qualifications», actually translates into Connecticut residents can not be hired because all residential candidates were educated in the horrific state public school system, automatically making them unqualified for any Jackson Lab jobs, except for maybe custodial work.

Today, too many teacher candidates are barred from schools, or delayed in their hires, because they did not complete lower - level coursework even if they have a clear mastery of their subject area.

Although the plan specified that additional math teachers and tutors should be hired, this did not occur — at first due to shortages in these areas among job candidates; later due to the state - appointed Special Master's introduction of Teach for America, which brought corps members with no particular specialty and no education background; and, finally, because of the persistent lack of funds.

Schools need to start the hiring process early because the best candidates — veterans and recent graduates alike — are hired quickly.

Information in the hiring process: Schools and districts sometimes engage in weak hiring processes because they have outdated technology, poor capacity to transmit information, and limited time for candidate demonstration lessons.

Blindly dismissing an individual for employment because his FICO Score dips below a certain «benchmark» is an injustice to the candidate, when the reality may be that he is far superior «financially» than the manager doing the hiring.

«We are very sequenced, so a certain number of weeks out, we want the store leadership team hired because they need to train and then help staff the store with the right candidates, who first and foremost must be animal lovers.»

But the firm declined to hire a lawyer because it felt the candidate would simply leave once a better job came along.

Because we never headhunt or solicit our candidates for specific roles, we don't use information our clients give us to subsequently hire from them.

Another one of our top 10 US firm clients in Hong Kong / China had a key opening to fill in their US cap markets practice, and they have found their new hire (through Kinney, on an exclusive search), but because they also like very much some of our other candidates, they are likely to hire a 2nd US associate soon, and possibly even a 3rd.

Thus for a wide array of managerial tasks — from hiring, firing, and promoting to contracting services and forming partnerships — qualified minority candidates are subtly and unconsciously discriminated against, sometimes simply because they are in the minority: There are not enough of them to counter the propensity for in - group favoritism in the majority.

He says CA was hired by Trump's campaign because no other usual suppliers to Republican candidates would touch the controversial candidate, and that CA saw a big business opportunity in his campaign.

We were able to produce these results because Simply Hired's candidate - matching technology continuously grows more accurate as we match candidate searches to relevant jobs.

It's unfortunate because, in some cases, the circumstances really have been out of the job candidate's control, but right or wrong, there is a perception in sales hiring that an accomplished salesperson would be able to retain their job, no matter what.

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.

Companies report hiring freezes during the holidays because many qualified candidates are not in the job pool.

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.

It's natural for hiring managers to want to know why someone is leaving their current position because the reason speaks to the motivation of the candidate.

Increasingly, hiring teams are making decisions that favor candidates with these and other soft skills because they prove so helpful in contributing to workplace cohesion.

Retaining talent is vital because hiring skilled candidates is not only fintech firms» largest expense but is key to their future development.

Their failure to find work is often because they fall into one of three job seeker personality types: the Ego, the Victim and the Stalker... each of which scare away hiring managers and recruiters — and drive them toward safer candidates that will fit better within their culture.

Employers tend to favor local candidates over out - of - towners because they're less expensive to hire (think relocations costs, travel expenses during the interview process, etc.) and less likely to get flakey and jump ship.

It's a shame that this feedback never gets back to recruiters because it provides a great window into how candidate values are shifting and how that impacts the way we hire.

Candidates are hired now because they can save money, make money, or streamline processes to make money faster.

«You can't really put a figure on the true loss of value from a bad resourcing process, because it includes the direct cost of a hire and then that of a re-hire if the first candidate isn't suitable.

Companies often don't place an open call for a role because the candidate they want to hire is needed to fill a highly specialized position.

Most candidates don't think reaching out to former employees is a good idea because word might get back to the hiring manager.

Treat the candidate and the entire hiring process as your priority, because at this point in time, it is.

Objective statements have no place on a resume because they don't market the features and benefits of hiring you, the candidate.