Sentences with phrase «hiring decision makers do»

Similarly, hiring decision makers don't like having their emails filled with inferior resumes, consider it the HR version of spam.

If recruiters and hiring decision makers don't find you there, they may never find you.

Because LinkedIn is where recruiters and hiring decision makers do most of their sourcing, spend plenty of time there.

Not exact matches

Sadly, one of the applicants told us «I knew you guys weren't the hiring decision - makers, so I didn't really prepare for this meeting.»

Only later did we learn that some of those critical investments included things like repairs on tennis courts, a study on the mating decisions of cactus bugs, hundreds of thousands of dollars for a plant database, and a $ 535 million loan to a California solar panel maker which, instead of hiring 1,000 new workers, as planned, just laid off 175 instead.

While you can do your best to develop an eLearning recruitment plan that encourages the hiring of a diverse pool of candidates, often the decision - makers in your organization are the ones carrying out bias.

It has to be done internally, whether you're a private company, a nonprofit, a city entity... It's the language you use, who you hire, how you hire, who the decision makers are, how you do outreach... It has to be inherent in the work you do day in and day out.

638 business decision makers online were asked if they conducted online research of candidates, and if they did, whether it affected their hiring decisions.

Keep in mind, as I always do when I'm writing a client's resume, that the recruiters and hiring decision makers reading your resume are looking for specific areas of expertise and personality traits.

To impress hiring decision makers, doing and knowing enough to get by is what your competition is doing.

And makes it easier for recruiters and hiring decision makers to decide if you're a good fit for their organization, and whether to hire you or do business with you.

Do you realize that most recruiters and hiring decision makers search the web to source and vet top talent like you?

Don't forget that executive recruiters and hiring decision makers at your target companies want to get a feel for what you're like to work with and how you will fit their corporate culture.

It's like handing a recruiter or hiring decision maker a perforated, do - it - yourself business card.»

→ You don't realize that most recruiters and hiring decision makers now search the Web for people like you when vetting candidates and that without a strong, brand - solid online presence, you are probably invisible to them.

How do you get to the # 1 spot on that pile before any hiring decision makers have talked to you?

Does your professional headline, in particular, contain the most important relevant keywords that recruiters and hiring decision makers will be searching to find candidates like you?

Recruiters and hiring decision makers assessing you through your resume (or LinkedIn profile, etc.) don't have time to sift through irrelevant information.

Although there are recruiters and hiring decision makers who will skip right over your cover letters, others read them religiously and judge candidates by them as strongly as they do their resumes and other career marketing communications.

Take advantage of what you can do with 160 characters to brand your unique promise of value to hiring decision makers and potential employers.

Recruiters and hiring decision makers assessing you through your resume (or LinkedIn profile and other career marketing materials) don't have time to sift through irrelevant information.

Did you know that recruiters and hiring decision makers use special applications to search LinkedIn for viable candidates?

I doubt that recruiters and hiring decision makers will take the time to write and snail - mail you a letter, and they probably don't need to know on which street you live.

If you're doing it correctly, you're building all the information in it around what your target hiring decision makers are looking for in candidates.

How do executive recruiters and hiring decision makers at your target companies find good - fit candidates like you?

If they've done their targeting work, they should have identified people at their target companies to network with and work their way towards hiring decision makers, to whom they can send their resume (perhaps via snail mail, as I suggest in the post) and make a case for hiring them.

Do you really think that if a hiring decision - maker, a president of a local start - up or an HR representative at the local widget company runs across your compelling 2 - page resume story that really speaks to THEIR needs, they'll say, «Forget it — we can't hire him; his resume is one page too long»?

Very interesting post — it does make sense to hire someone who knows exactly how to write a resume that decision makers want to read.

One of the first things a hiring decision maker will do is scan the dates of your work experience section.

For many, their resume — from the perspective of a hiring decision maker — doesn't suck only because of spellcheck failure, your unfortunate choice of Times Roman or the lack of white space.

If you make it past the resume reading, that first phone interview with the gatekeeper, the first interview with hiring influencer, and get all the way to the second or third interview with the ultimate decision - maker, you're doing everything right.

You don't want to make hiring decision makers wait for you while you polish up your resume.

In fact, done well, the muscular, foundational resume you design will fuel the content for the allotted real estate in the various social media venues, such as LinkedIn's profile; it will equip you with the document that is demanded by hiring decision makers, recruiters and HR professionals.

We have the former hiring decision makers on our team and they know what their colleagues are looking for in resumes since they did this job not a long time ago.

The answer: a resume is a career story that tells the who, what, when, where, why and how YOU (the career job seeker) do what you do, and then connects the value of all that to its target reader (the hiring decision - maker).

That said, though the LinkedIn profile often is a first point of contact when recruiters, hiring decision makers, HR pros, etc. are combing the Internet for a candidate, it currently doesn't substitute for the Word - hosted resume.

You carefully craft your email messages to capture the attention of hiring decision makers and make them want to interview you, but how do you sign the message?

Personal details — hiring decision makers are not interested in your marital status, date of birth, or hobbies; they also don't care about how many pints of blood you've given or your childhood paper route

Did you know that top - level executives are routinely Googled by recruiters and hiring decision makers vetting candidates and searched for on LinkedIn?

Hiring decision makers have to read resumes all day, and when reading, the last thing they want to do is run across a sentence like this:

A resume's function is to tell a career story that grabs the reader's (hiring decision maker's) attention, and whether you do that through a Microsoft Word document or by publishing on LinkedIn, the foundational elements of creating a rich, deep, nuanced message are the same.

While it's not so difficult to add a connection on LinkedIn when you already know the person, approaching someone you don't know, like a hiring manager, recruiter, the head of the department you want to work for, or a contact that can help get you through to the decision maker is a different story.

The bottom line is that HR serves a purpose and is good at what they do, but if you're taking the time to do a letter writing campaign, invest the extra time to identify the hiring manager and put your résumé in front of the decision maker.

When a startup healthcare venture doesn't pan out, positioning this experience with the right wording on your resume can help pave a return back to the relative security of pharma or medical device sales, and impress hiring managers, recruiters and decision makers along the way.

Did you know that top - level executives are routinely Googled by recruiters and hiring decision makers vetting candidates?

As well, you often do a fairly good job of applying bold typeface to indicate career chapters and provide a plethora of career data for the hiring decision - maker, recruiter and / or human resources professional to absorb during the review process.

I doubt that recruiters and hiring decision makers will take the time to write you a letter, and they probably don't need to know where you live.

But what are you doing to build your online footprint, to capture the attention of recruiters and hiring decision makers, most of whom these days source talent online?

As impressive as the new Meet the Team feature is, don't ignore the many other methods for uncovering information about the company, the hiring decision makers, and your future colleagues.

Again I tell my clients over and over, «decision makers do not hire qualifications and skill sets they hire people, and more important they hire people they like.»