Sentences with phrase «hiring the candidate for»

Employers looking at environmental issues don't hire candidates for their decision analysis skills alone; rather, they hire good scientists who also possess decision - analysis skills, Crawford - Brown and Hammitt agree.

The participants were then asked a series of questions designed to measure their perceptions of the job candidates and, in three of the experiments, whether they would hire these candidates for a less - than - desirable job (e.g., warehouse worker, housekeeper, customer service representative) or a more desirable job (e.g., manager, project director, IT internship).

In today's competitive job market, employers often rely on criminal background checks and credit reports to help decide whether or not to hire a candidate for an open position.

In today's competitive job market, employers often rely on criminal background checks and credit reports to help decide whether to hire a candidate for an open position.

According to the press release, Citigroup will recruit and hire the candidates for the program from law school, then detail them to the law firms for two years of training, at law firm salaries and a $ 35,000 signing bonus.

Hiring candidates for best fit is not necessarily about hiring people who are similar to existing employees.

Have you been tasked with hiring candidates for oil and gas projects?

Companies take adequate measures in hiring candidates for this position and the evaluation for candidates» suitability starts from screening the resumes for air hostess position submitted by applicants.

Experience and education: When hiring a candidate for the job, employers seek candidates with prior experience in the field, and who are qualified to carry out the job, highlighting previous work experience in the insurance sector and also highlighting prior experience as a loss adjuster will help you create a great impression on employers.

A well formatted resume A well formatted resume can be a key element while hiring candidates for a particular job post.

Secondly, I want to eliminate all the bad advice out there, I have been a Recruiter for roughly 3 years, I started out as an employment specialist, moved on to recruitment coordination and then became a Recruiter and hired candidates for companies such as Amazon and Starbucks and many other smaller sized companies.

Also, while military resumes tend to go into extreme detail about specific pieces of equipment you're trained on, a civilian responsible for hiring candidates for non-military positions is not going to know what most of the equipment is.

Thank you so much for taking the time to inform me that you have hired another candidate for the Marketing Assistant position with IceBreakers Inc..

When hiring candidates for a coordinators position, every recruiter expects to see the qualities of managerial, communication and project management skills.

A resume is a marketing tool designed to persuade employers to hire the candidate for the desired profile.

One of the most - asked questions that we receive is, «do you know of a company that hires candidates for work - from - home positions?»

These Office Administrator Job Description Templates can reduce your work load when you are planning to hire candidates for any job.

Credit officer is a challenging position and recruiters are very selective while hiring a candidate for this position.

Employers use the same online recruitment services when hiring candidates for science teaching positions.

In the U.S., many companies can not hire a candidate for a job if they do not meet the advertised job requirements.

If you wanted to hire a candidate for a particular job, what would you like to see highlighted on his resume?

Not exact matches

From the Hire platform, you can communicate with all potential candidates and keep those communications safe for future reference.

Men in positions to promote and hire staff, should carefully consider if the factors influencing their decisions are the same for male and female candidates.

«For example, we find larger companies take dramatically longer to hire candidates than small and mid-sized firms,» writes Chamberlain.

The Democratic candidate for president also attacked the company for last year laying off 250 technology workers after requiring some of them to train their replacements: foreign employees hired on temporary H - 1B visas for highly skilled technical workers through an Indian outsourcing firm.

A 2015 study found that women who applied for professorships in STEM areas (excluding economics) were more likely to be hired than similarly qualified male candidates.

Who you hire casts the foundation for your company's success, so make sure you're asking questions that reveal a candidate's emotional intelligence.

Large natural disasters could potentially take a location from a hotbed of hiring to a candidate for an economic recovery ward in a matter of hours.

While not a requirement, remote experience is usually a good credential to look for when hiring people who will be working remotely for you This will ensure you aren't the guinea pig: Your candidates already have a basic understanding of what it looks like to work independently.

For example, if you're only hiring based on the skills of the job candidates, you're only getting half the picture.

Therefore, do your best to hire the right candidate for your business.

When hiring, especially for customer service, find out if the candidate has the innate impulse to help others and the ability to express genuine empathy.

Sort by median salary to find the jobs with the fattest pay cheques; sort by five - year wage growth to see which fields have the fastest - growing salaries — that can indicate a shortage of qualified candidates (and opportunity for you); or sort by five - year growth in the number of people in the field — those are the places that have been on hiring sprees (but watch out; that doesn't mean they'll continue the streak).

Luijke also suggests using, at the end of the hiring process, candidate satisfaction surveys — surveys that measure how well all candidates considered for a position felt about the process.

Hires for a high - level role often do not participate in a discussion, partially so that candidates vying for a prominent role are not aware of who they're up against.

Of course, it's feasible that hiring managers may still approach Jopwell with biases — by targeting candidates from select universities, for example — similar to those that prevent companies from becoming diverse in the first place.

For certain roles, the manager in charge of hiring for that position will take candidates to meet the team they would be working with to see if both sides feel comfortable with the othFor certain roles, the manager in charge of hiring for that position will take candidates to meet the team they would be working with to see if both sides feel comfortable with the othfor that position will take candidates to meet the team they would be working with to see if both sides feel comfortable with the other.

So, vet your candidates thoroughly, and if you can hire them as consultants for a few months to «try before you buy,» that's even better.

Flying in job candidates is expensive and time - consuming, he says, but hiring the wrong person could turn out to be much more costly for a geographically spread - out company with a small head count.

For example, a health care employer hiring a social media strategist may require the candidate to have a certain number of years in the health care industry.

Offering competitive compensation and great benefits aside, it's way too common for inexperienced hiring managers to ask the wrong interview questions to size up job candidates for job / culture fit, and the people skills that lend to success on the job.

Unlike companies like Google, which are infamous for giving their candidates impossible brainteaser interview questions, Snapchat's questions to potential hires are more straightforward — and they say a lot about what Snapchat wants to do as a company.

For example, you don't want to hire a candidate who most enjoys working alone for your positions that require strong communication to problem - solve in a team settiFor example, you don't want to hire a candidate who most enjoys working alone for your positions that require strong communication to problem - solve in a team settifor your positions that require strong communication to problem - solve in a team setting.

Phone interviews and phone screens: Convenient for the hiring manager or recruiter, nerve - wracking for the job candidate.

It's common practice for hiring managers to deliberately throw job candidates a curve ball and see how they react.

Some of my first responsibilities included shaping a newer framework for hiring, selecting, and interviewing; along with creating a great candidate experience and getting to know people in a consistent and unbiased way.

If the vibe for a candidate doesn't seem like right, don't hire them.

A candidate who isn't hired for a certain position may turn out to be a perfect fit for one that opens up later, but organizations that don't maintain relationships with viable candidates lose them.

«At the same time, we unapologetically try to find a diverse pool of qualified candidates for open roles, as this helps us hire the best people, improve our culture, and build better products.»

«At this rate, we should all be expecting to do jobs we've never done before for the rest of our careers,» says Shen, who adds that hiring managers should expand their searches beyond traditional candidates and look in unlikely places.