Sentences with phrase «hiring decision makers more»

Use these cover letter formats to reach hiring decision makers more directly, exactly when they need you.

Developing stories around your passions, values, key attributes, strengths, and differentiating factors is a powerful strategy to help you communicate your unique promise of value, and help recruiters and hiring decision makers more readily connect with the value you offer over your competition.

Not exact matches

Following a national survey of 600 HR decision makers and 959 freelancers, we found that the Affordable Care Act is triggering companies to hire more freelance workers, especially since 2016 is when the tax penalty for uninsured workers is the highest at $ 695 per employee.

Legal blogger Kevin O'Keefe noted that more and more, decision makers are looking towards firm blogs to decide whether to hire said firm to represent them.

The findings were taken from a survey of more than 1,000 job seekers, working professionals, and hiring decision makers across a number of industries.

The 2015 Candidate Behavior study, conducted by Inavero on behalf of CareerBuilder of more than 5,013 workers ages 18 and over and 2,002 hiring decision makers between February 3 and February 18, 2015, sheds light on the differences between what candidates expect from potential employers during the job application process and what employers actually deliver.

More likely than not, the hiring decision makers you're targeting are hanging out on social networking sites like LinkedIn and Twitter.

Karen's aim was a resume that would mesh well with what she calls «the eye dance,» the way a hiring decision - maker's eyes will flit very quickly (usually no more than about 20 seconds) over a resume.

More often than not today, recruiters and hiring decision makers, who source and assess potential candidates based on their online footprint, will find YOU before you ever locate them and send them your paper or digital resume.

With more than 300 million users and potential viewers of your profile — most likely including hiring decision makers at your target companies — LinkedIn is undeniably the most important social network for personal branding, job search, and career management.

→ Recruiters and / or hiring decision makers» own preferences — some say they want lots of background on candidates and prefer 5, 6 or more pages.

Executive recruiters and hiring decision makers at your target companies are more likely to land on your profile when they're sourcing and assessing good - fit candidates.

The wider your visibility online, the more likely you are to be found by executive recruiters and hiring decision makers sourcing and assessing talent through social recruiting.

The idea is to continuously build more search results for «your name», so that executive recruiters and hiring decision makers at your target companies will find plenty of diverse information about you, when they're sourcing and vetting candidates.

You'll have more opportunities to meet and speak with executive recruiters, hiring decision makers, and others who can help you with your career goals, because they won't be inundated with meeting requests, like they will as soon as January gets here.

That said, we have to say that there are some common elements that will inevitably make your main marketing document more attractive in the eyes of hiring decision makers.

The bad: More often than not, a hiring decision maker will check one's online presence.

You'll have more opportunities to meet and speak with executive recruiters, hiring decision makers at your target companies, and others who can help you with your career goals, because they won't be inundated with meeting requests, like they will as soon as January gets here.

Moreover, in my conversations with hiring decision makers, C - level and Board members, executive recruiters and others who are presented with candidate dossiers, once the resume has reached the «I'm interested stack,» the reader wants a more robust marketing vitae that deeply sells the candidate's value and resounds with the audience at which he aims.

This more substantive approach to communication feeds the decision - maker's complex hiring needs.

Storytelling helps you make an emotional connection with employers and generate chemistry for yourself as a candidate, compelling hiring decision - makers to want to learn more about you by asking for an interview.

These days, hiring managers and decision makers are more likely to talk to candidates who have been recommended by someone they know and trust.

You probably know that recruiters, employers, and other hiring decision makers routinely search online (including blogs) to source candidates and find out more about people they're considering.

Networking your way into jobs to circumvent Human Resources and connect directly with hiring decision makers is more important than ever.

This scope of practice request would remedy this situation, and would provide physicians and other employment decision makers with more options in the hiring of competent and knowledgeable allied health personnel.

The highly «niched» resume writing profession (after all, how much more niched can you be than writing ONLY career - focused documents selling to a very targeted hiring audience of decision makers, recruiters, human resource leaders, CEOs, COOs, CFOs, board members, venture capitalists... and more?)

Our critique will cover the specific issues you need to address to make your resume more effective in obtaining interviews with hiring decision makers.

Being intimate with one's value proposition and targeting one's message indeed «is» more appealing to a recruiter or hiring decision - maker.

Hiring managers are the decision makers and you need to work a little bit to make their daily duties much more easier.

More and more hiring decision makers are reviewing resumes on the go — on PDAs, netbooks, or other small screMore and more hiring decision makers are reviewing resumes on the go — on PDAs, netbooks, or other small scremore hiring decision makers are reviewing resumes on the go — on PDAs, netbooks, or other small screens.

You need to have a branded, 100 % complete profile (according to LinkedIn's criteria) for passive job search — to be more easily found by executive recruiters and the hiring decision makers at your target companies.

Hiring decision - makers cited this peeve more than any other.

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.»

10: Have you been a decision maker who has made the final decision to hire 10 or more people in your lifetime?

Given the fact that more and more recruiters and hiring decision makers are researching viable candidates online before even considering them, a VisualCV will increase your visibility and position your on - brand information front and center when they are vetting candidates like you.

It helps recruiters and hiring decision makers at the companies you're targeting determine what makes you a good?fit MORE

With an estimated more than 80 % of recruiters and hiring decision makers Googling candidates for social proof, and their practice of choosing those with strong online presence over those without, it's counterintuitive to remain invisible online.

You know that you're more than likely being Googled by recruiters and hiring decision makers before they approach you.

Recruiters and hiring decision makers assessing you through your resume (or LinkedIn profile, etc.) MORE