For E.g., in the IT domain one should know what questions are to be put forward to
know the candidates credentials.
Not exact matches
Once you have gotten to
know the
candidate an established excellent report it can be a good time to ask the
candidate if you may have permission to forward their
credentials to a potential Company looking for their kind of talent.
An analogy would be the Tea Party
candidate for office who shares his
credentials and accomplishments with prospective voters,
knowing all of the resources that would be brought to the job and could be of benefit to all, will never be realized if voters choose the Leftist that promises everything but delivers nothing.
Most of all, it bears out that when it comes to the success of women in the profession, so much has changed (presumably, firms
no longer reject female
candidates with Ginsburg's
credentials), yet so much still remains the same: While law firm policies are important, ultimately, it takes a family (in Ginsburg's case, a supportive husband and in - laws) and an ability to overcome adversity for women to maximize their professional potential in the law.
The recruiter comes to
know about the
candidate's
credentials and his interest in the job by reading the resume.
Did you
know a recruiter is attending the ExecuNet in search of a
candidate with your
credentials?
As a result, employers
know what they are getting job
candidates that are for real, who value their
credentials and references, and verified to be safe, honest, and qualified job applicants.