Sentences with phrase «know about employer»

The more you know about the employer and the position, the more you can tailor your resume to fit the job.

To do this successfully, you should know about the employer's criteria and standards.

The more you know about the employer's needs, the more compelling your letter can be.

What you don't know about your employer (or a potential employer) can hurt you badly!

It was presented well, and some of the items could be validated by what my client and I knew about that employer's benefits.

Participants explored how to find out what they need to know about employers and their needs; how to share information about the goals and needs of youth with potential employers; and how to do effective follow - up with employers and preparation with youth.

And the very first thing you have to know about employers is that they are interested in return on investment indicators.

Always prepare for an interview by knowing about the employer and the industry.

Knowing about the employer will help you in highlighting all the relevant skills you have acquired in your field.

JobCluster is designed in such a way that it helps you to search easily the best jobs, gets you to know about employers, understand their options, discover the best companies and this way you can find your best career opportunities.

Not exact matches

As news spread that the recent Germanwings tragedy was the result of a single co-pilot with a history of mental illness, traditional and social media lit up with questions asking whether his employer could have — or should have — known about his mental state.

RELATED: What you need to know about morality clauses when hiring — or firing — an employee» Ray Rice case shows how difficult it is for employers to deal with off - hours misconduct»

Also make sure your social - media accounts are scrubbed of anything that you don't want a potential employer to know about you.»

Create a spreadsheet to help you keep track of the hiring managers you've reached out to, so that when you hear back from them, you know who's who and you can easily recall what the job was and anything else you've learned about the employer from your research.

If you've ever spent hours filling out online job applications, only to never hear a word back from the employer, you know what I'm talking about.

«This has created a level of certainty about wage rates both for employees who know they will be getting this particular wage increase, and for employers, who can plan for the increases,» Bishop says.

Even so, news about higher entry - level salaries is no doubt music to new grads» ears, even as employers are more likely less enthusiastic.

About a third of employers say they are getting the workers they need, in part because they are engaged in the training process, communicating directly with schools and students to develop course work or to the let institutions know what skills new hires need.

We're connected to our friends and family, our co-workers and employers, a multitude of info - grabbing apps, and a whole host of other folks, businesses, and agencies that we hardly know or know much about.

Leila also joked about earning her «McDonalds MBA» as an employee at the fast food chain, which Forbes remarked is quite common for emerging market entrepreneurs who often learn everything they know about business from previous employers.

Certainly, investors hear alarming investment nightmare stories about people who held a large proportion of their personal wealth in their employer's stock and lost everything.3 4 While your client may think, «I know this company because I work here,» that thinking can get them into trouble — think WorldCom and Lehman Brothers.

Even if you're currently job searching, it's a good idea to learn about these legislative initiatives now, so you'll know your rights when interacting with either your current or future employer.

Small employers are no less concerned about workers than large employers.

Here is what employers need to know about wages, benefits, retirement plans and taxes.

Plus, knowing a little about the Jehovah Witness beliefs, If I were an employer, I wouldn't have put her in such a position.

I know that is not an apples to apples comparison, but since an employer is not allowed to ask about religious preference, how are they supposed to run their business when every single decision they make might bring up issues?

I know of no wrong doing going on in NBPower and if I did I wouln't blog about it but would confront my employer not my blogs audience.

That's what you call a code of ETHICS??? So your employer does something terrible and you have to keep quiet about it even if it's in the public interest to know, and you consider it ethical to stay silent?

So Business Insider, in its writeup turned this into a lesson about the folly of asking for a raise without knowing for sure how valuable you are to your employer.

I think an employer has a moral obligation to be concerned about the welfare of one's employee's — maybe not legally required (to a degree)-- i wish it were simple that people could just quit an employer that had no concern for the people so that enterprise would go under or wise up — i think though employers are actually more upset about money instead of morals — women and doctors should be deciding such issues — i do not know y i even bother posting since i know these posts will not actually affect anything --

Mark Rienzi, senior counsel with Becket — the religious liberty law firm representing the Little Sisters of the Poor — estimates that about 120,000 to 130,000 Americans working for religious employers would no longer receive birth control coverage under the draft rule.

Temecula Valley Southern California Wine Country and its affiliated hospitality and tourism partners are the third largest employer in the area, yet there are many managers and staff that do not know all there is to know about this valuable segment of the local economy.

Time for some brutal honesty... this team, as it stands, is in no better position to compete next season than they were 12 months ago, minus the fact that some fans have been easily snowed by the acquisition of Lacazette, the free transfer LB and the release of Sanogo... if you look at the facts carefully you will see a team that still has far more questions than answers... to better show what I mean by this statement I will briefly discuss the current state of affairs on a position - by - position basis... in goal we have 4 potential candidates, but in reality we have only 1 option with any real future and somehow he's the only one we have actively tried to get rid of for years because he and his father were a little too involved on social media and he got caught smoking (funny how people still defend Wiltshire under the same and far worse circumstances)... you would think we would want to keep any goaltender that Juventus had interest in, as they seem to have a pretty good history when it comes to that position... as far as the defenders on our current roster there are only a few individuals whom have the skill and / or youth worthy of our time and / or investment, as such we should get rid of anyone who doesn't meet those simple requirements, which means we should get rid of DeBouchy, Gibbs, Gabriel, Mertz and loan out Chambers to see if last seasons foray with Middlesborough was an anomaly or a prediction of things to come... some fans have lamented wildly about the return of Mertz to the starting lineup due to his FA Cup performance but these sort of pie in the sky meanderings are indicative of what's wrong with this club and it's wishy - washy fan - base... in addition to these moves the club should aggressively pursue the acquisition of dominant and mobile CB to stabilize an all too fragile defensive group that has self - destructed on numerous occasions over the past 5 seasons... moving forward and building on our need to re-establish our once dominant presence throughout the middle of the park we need to target a CDM then do whatever it takes to get that player into the fold without any of the usual nickel and diming we have become famous for (this kind of ruthless haggling has cost us numerous special players and certainly can't help make the player in question feel good about the way their future potential employer feels about them)... in order for us to become dominant again we need to be strong up the middle again from Goalkeeper to CB to DM to ACM to striker, like we did in our most glorious years before and during Wenger's reign... with this in mind, if we want Ozil to be that dominant attacking midfielder we can't keep leaving him exposed to constant ridicule about his lack of defensive prowess and provide him with the proper players in the final third... he was never a good defensive player in Real or with the German National squad and they certainly didn't suffer as a result of his presence on the pitch... as for the rest of the midfield the blame falls squarely in the hands of Wenger and Gazidis, the fact that Ramsey, Ox, Sanchez and even Ozil were allowed to regularly start when none of the aforementioned had more than a year left under contract is criminal for a club of this size and financial might... the fact that we could find money for Walcott and Xhaka, who weren't even guaranteed starters, means that our whole business model needs a complete overhaul... for me it's time to get rid of some serious deadweight, even if it means selling them below what you believe their market value is just to simply right this ship and change the stagnant culture that currently exists... this means saying goodbye to Wiltshire, Elneny, Carzola, Walcott and Ramsey... everyone, minus Elneny, have spent just as much time on the training table as on the field of play, which would be manageable if they weren't so inconsistent from a performance standpoint (excluding Carzola, who is like the recent version of Rosicky — too bad, both will be deeply missed)... in their places we need to bring in some proven performers with no history of injuries... up front, although I do like the possibilities that a player like Lacazette presents, the fact that we had to wait so many years to acquire some true quality at the striker position falls once again squarely at the feet of Wenger... this issue highlights the ultimate scam being perpetrated by this club since the arrival of Kroenke: pretend your a small market club when it comes to making purchases but milk your fans like a big market club when it comes to ticket prices and merchandising... I believe the reason why Wenger hasn't pursued someone of Henry's quality, minus a fairly inexpensive RVP, was that he knew that they would demand players of a similar ilk to be brought on board and that wasn't possible when the business model was that of a «selling» club... does it really make sense that we could only make a cheeky bid for Suarez, or that we couldn't get Higuain over the line when he was being offered up for half the price he eventually went to Juve for, or that we've only paid any interest to strikers who were clearly not going to press their current teams to let them go to Arsenal like Benzema or Cavani... just part of the facade that finally came crashing down when Sanchez finally called their bluff... the fact remains that no one wants to win more than Sanchez, including Wenger, and although I don't agree with everything that he has done off the field, I would much rather have Alexis front and center than a manager who has clearly bought into the Kroenke model in large part due to the fact that his enormous ego suggests that only he could accomplish great things without breaking the bank... unfortunately that isn't possible anymore as the game has changed quite dramatically in the last 15 years, which has left a largely complacent and complicit Wenger on the outside looking in... so don't blame those players who demanded more and were left wanting... don't blame those fans who have tried desperately to raise awareness for several years when cracks began to appear... place the blame at the feet of those who were well aware all along of the potential pitfalls of just such a plan but continued to follow it even when it was no longer a financial necessity, like it ever really was...

Even if your employer is supportive of pumping, it's still important to know your rights so you can make educated decisions about your pumping at work.

«We have pieces for employers about setting up a pumping room in the workplace as well as items like door hangers for employees to use so other co-workers know they are pumping.»

Comptroller Scott Stringer Should Learn about Tolerance from Governor Andrew Cuomo You should know that the equal employment opportunity laws of the State and City of New York mandate than an employer can not discriminate in hiring because of sex, color, race, nationality, religion, sexual preference, etc., etc..

Ph.D. s seeking careers outside of academe constantly hear about how important it is to let potential employers know about skills honed on campus that can translate to a new work environment.

Regardless of whether a large or small employer is extending you the job offer, you'll want to know as much as you can about what kind of company you are dealing with.

You should show your keenness by doing your homework and impressing your potential employers by knowing something about their companies, aims, and possible problems.

What you want is for your referee to mention weaknesses the employer or recruiter already knows about.

Employers want to know about strengths and weaknesses that are relevant to a specific job.

While we know that the internship experience still has to be practical for the intern and the employer, we push them to think about the experience as «transition mentoring.»

Employers and universities outside the United Kingdom often don't know about the degree, so they can be confused about what the qualifications mean, he says.

In the past decade, enrollment and graduation numbers have risen in for - profit colleges; however, little is known about how employers perceive potential employees with for - profit college degrees on their resumes.

Formerly known as the Comer Kids» Classic and now called the University of Chicago Medicine Comer Children's Hospital RBC Race for the Kids, the event has seen a steady increase in popularity among area runners, employers and families, from about 100 participants in 2002 to more than 1,300 last year.

Should I discuss my condition with my supervisor in case I need to prove later that my employer knew about my disability?

We've already got ta be on our A games justincase a boss or future employer scrolls back to the days of foam parties and red cups — and now we've got ta worry about who else in the whole wide world on the world wide web knows not just who we are, but where we are, how to contact us, how to charge us for something, who our friends are, and whatever else is in the fine print?

I don't know how to get companies to implement sexual harassment training that actually works, other than by writing articles like this one so that more people read and talk about it and can demand better of their employers.

What Employers Need To Know About Workers» Comp

You'd want to take the time to individually tailor your correspondence for each employer to show that you've taken time to get to know what they are about.