Sentences with phrase «if job candidates»

What would happen if job candidates treated you the way you treat them?

If all job candidates submitted pre-written cover letters, then each of them would be on the identical level, which, in turn, would make the use of cover letters redundant and unnecessary.

Yet, what happens if the job candidates turn out to be different from what you originally thought during the interview and hiring process?

On the other hand, if job candidates truthfully reveals a criminal background, they risk not getting the job.

It wasn't long before financial institutions began looking at FICO Scores to determine if a job candidate was of «sound financial mind».

Many employers have quipped that if a job candidate can not attend to the little things in life, how will they manage the big things in life.

In fact, a survey on CareerBuilder revealed that 87 % of employers could tell if a job candidate was a good fit within the first 15 minutes of a phone interview.

If a job candidate's responsibilities seem more advanced than their job title or their actual amount of experience in the field, they could be lying.

No matter how impressive the resume, if a job candidate comes off as unprofessional, chances are the employer will simply move on to the next candidate with no hesitation.

And on top of that, it opens up a can of worms (and potential lawsuits) for employers if a job candidate sends in their application with a picture and then claim that they weren't hired due to discrimination based on how they look.

This is how the employer / Board of Directors learns more about the job seeker's executive capabilities, accomplishments, and personality and also how they determine if the job candidate will be a good fit for the organization and position.

Evaluations are sometimes ordered to see if a person is competent to stand trial, identify a traumatic brain injury, determine if an individual has dyslexia or if a job candidate would make a good employee

Not exact matches

If they're not on the job description itself, make sure candidates can find them on your «About» page in just a click or two.

And if you're a job candidate trying to prepare to answer behavioral interview questions at your next job interview, you'll love the matching list of behavioral interview answers.

«I know for a fact that interviewers will change certain job responsibilities if they find the right candidate,» she adds.

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

If you're interested in determining a candidate's thirst to keep learning, instead turn your attention toward questions that will apply to the job at hand.

If this information on top job candidates werer shared between companies, it would also serve to boost the startup community as a whole.

If you head out to networking events, job fairs or even college recruiting events, you can see a large number of potential candidates in person.

If two candidates with the same education and experience compete for the same job, do their titles and pay grades align?

If the issue is indeed finding the right fit, a job candidate would have an easier time landing at the right company if startups willingly shared such informatioIf the issue is indeed finding the right fit, a job candidate would have an easier time landing at the right company if startups willingly shared such informatioif startups willingly shared such information.

If a particular candidate doesn't really know what your company does, that means he or she is looking for a job, maybe any job... not a specific job at your company.

Likewise, excellent job experience at reputable companies and perfectly aligned skills can keep a candidate in the running even if they bomb the interview.

Presidential candidates, of course, have a lot more jobs available if they win than a small town mayoral candidate, but they also have more staff.

If new hires are not aligned with company values, focus on writing better job descriptions that more effectively communicate what the company wants, to attract better candidates.

(And if you think employers won't find it, think again: 77 percent of recruiters use search engines to screen prospective job candidates, according to a survey by ExecuNet.)

What happens if the candidate experiences technical difficulties on the job?

If Weiner has his way, you won't simply use LinkedIn to network or find job candidates.

Because there is no way to truly know what's inside a candidate — and how that candidate will perform once on the job — every interview involves some form of test the candidate passes or fails, even if that test boils down to, «Do I like this person?»

Given the fact that they make up 99 percent of this country's employers and the majority of all job growth over the last 50 years, it would be shame if they kept their opinions concealed when it comes supporting the candidates that support small business.

Some employers only want to interview candidates in person, and if you are not able to get there, you are likely not going to get the job.

If a candidate just needs a job and isn't taking the time to explore if the match is right, it is important that you help him or her do sIf a candidate just needs a job and isn't taking the time to explore if the match is right, it is important that you help him or her do sif the match is right, it is important that you help him or her do so.

That's why Menlonians will quickly dismiss job candidates who don't have good «kindergarten skills,» meaning if they don't play well with others in an open space, they're not a good fit.

If he takes the post, it would come after the New York Fed's board of directors made several public comments about seeking a diverse pool of candidates for the job.

Some psychologists will even tell a candidate if they think the person is a poor fit for a job, but only if they believe he or she can absorb that kind of feedback.

And make no mistake, if 38 percent of those who hire are saying the candidates before them have bad attitudes, are showing up to interviews late, or are not even physically presentable, then any blame falls on those trying to get jobs, not those giving them.

If not, place your bets on the candidate with the experience and insight to do the job right.

They seem robotic, even dehumanizing: stuff you'd expect to see for assembly line jobs, even if they're directed at candidates in strategic and uniquely skilled roles.

That way, if the perfect job candidate is struggling to upload a resume, your company won't lose them to a technical glitch.

This allows job candidates to know how often applications are checked and if the hiring manager has had the opportunity to review their resume.

To make matters worse, many businesses use generic or uninformative job descriptions, so the candidate has no idea if it's even worth her time to apply.

And even if you don't, you'll know you gave candidates every opportunity to share their skills, experience, knowledge, and interest in the job — which is what every interviewer should offer every candidate.

If a candidate can share only platitudes about his or her preparation for something as important as a job interview, that speaks volumes about how this person will prepare for important tasks, meetings, roles, etc. when he or she actually has the job.

Let job candidates know their status — even if they are no longer being considered for the position.

But if these candidates hope to be taken seriously and land the job, they'll need to prove they've got what it takes to deal with frustrated customers.

If you've ever wondered if putting job candidates in front of a wide range of interviewers was essential or just exhausting, a new post on Google's re: Work blog is required readinIf you've ever wondered if putting job candidates in front of a wide range of interviewers was essential or just exhausting, a new post on Google's re: Work blog is required readinif putting job candidates in front of a wide range of interviewers was essential or just exhausting, a new post on Google's re: Work blog is required reading.

If you keep mum about what you pay, there's a good chance bright, young job candidates will gravitate toward a competitor that has a more open approach.

Providers range from large, multi-national Outplacement firms to resume writers, job posting aggregators, internal corporate recruiting departments - turned - outplacement consultants, and a few «search firms» that actually require the Candidate to pay a hefty fee up front and then pay more if they find them a job (ouch!).

If you have a steady job and strong credit, you could qualify for excellent interest rates since these factors show the lender you're not a risky candidate for a loan.

But if the bar for each appointment is that the economic team already likes the candidate and knows he or she is good at the job and will work well with the other members of the team, then the only people who will clear the bar are people the economic team has already worked with.