Sentences with phrase «know your target employer»

If they're amenable, it's okay to help them write a brief paragraph or two by providing them a little information about the kinds of positions you're seeking, so that they can align what they write with what you know your target employers are looking for.

With advanced planning and practice, you can know your target employer and how to sell yourself for the job.

If you don't have a great deal of time to spend on training and you know your target employer does not require an advanced degree, this program might make sense for your future.

Not exact matches

Wenger will know what his targets are for the season as laid down by his employers and much like the last 2 seasons he will try to achieve those targets.

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...

Your best potential source of information, though, is insiders, so now work out if you know people who work for any of your target employers.

He identified that the immediate object of industrial action is no longer a particular employer rather, «the consumer becomes the primary target.

If they purchase a Private Medical Policy during their service period while targeting the Policy Amount factoring Inflation and in their post retirement eras; the premium becomes very heavy even though both the Policy holder as well as Insurer knows that while these Executives are in service, they shall only be utilising their Employer provided medical cover.

Let your employers know that you have what it takes to manage a sprawling territory and target the company's product or service to the needs of a specific market audience.

Targeting and Research — to narrow your search and know what information about you will hit home with specific target employers.

No matter how qualified you may be, you will get screened out if you don't present a resume targeted to the needs of the prospective employer's position.

If you've been even an occasional follower and reader of this blog, you know that recruiters and the hiring decision makers at your target employers are searching online when they source and assess talent.

With advanced training on cutting - edge techniques in the resume writing process through our various professional affiliations, we know how to effectively brand and target your career documents, and we know how to communicate your value to an employer with sophistication and style.

You know what your target employers want to see and you know a bit about the people who will be reviewing your CV.

Once you have your list of requirements that your target employers are looking for in applicants, then you have a huge advantage over most other candidates in the job market — because now you know exactly what you need to put in your CV to make it successful — you are not guessing like most other people who simply write a CV, send it out and hope for the best.

If you've achieved great things, you'd be wise to let your target employers know about it, without embellishment.

Knowing what your target employers will be looking for in candidates like you will drive the content in your resume.

To increase job search success, third agers are encouraged to focus on personal value (what you have to offer, not what you feel is lacking) and know how values align with the needs of targeted employers.

You want to know what kind of management style will be a good fit at your target employer.

Targeting and Market Intelligence — You'll know which employers are a mutual good fit, and what makes you the best hiring choice for them.

Just remember that «know your enemy» still applies, except replace «enemy» with «target employer.»

It's about defining and knowing what makes you unique and valuable to the employers you're targeting, and clearly communicating your value proposition and good - fit qualities for your target employers when you network and interview for jobs.

Smart job search means having target employers, identifying people they know at those employers who can refer them, and then leveraging the employer's employee referral programs («ERP») to be hired.

Knowing this «insider» information helps you create brand - reinforcing content that generates chemistry for you and will resonate with your target employers.

I know what questions you need to ask yourself, to uncover the details about your value - offer that your target employers need to know about you.

The posts also point to the importance of researching your target employers, to know what makes you a good - fit for them (in terms of hard and «soft» skills) and to be able to succinctly communicate your value.

If you have achieved great things that benefited your employers, you're wise to let your target employers know about those things, without embellishment.

→ Running straight for your old resume (if you can find it) and updating it — without first knowing who you're targeting, defining your personal brand, and creating content (for your resume, online profiles and other materials) designed to market your unique value proposition and resonate with your target employers.

Without personal branding — which starts with targeting and researching specific employers — how will you know what it is about you that makes you unique and valuable.

But how can you know what messaging (through your resume, LinkedIn profile and other career marketing communications) you'll need to create to resonate with employers if you don't know exactly which employers you're targeting?

Now that you know exactly what your target employers are looking for, you can pinpoint areas of your experience where you've demonstrated those skills and highlight them throughout your CV.

Defining and knowing what makes you unique and valuable to the employers you're targeting, and clearly communicating what differentiates your value from your competitors when you network and interview for jobs, through brand communications (verbal, digital, and online) that resonate with them.

Knowing and communicating your personal brand and unique ROI (Return on Investment) for your target employers will position you as a good - fit hiring choice for them.

Along with knowing which companies you're targeting, and aligning your skills and qualifications with what your target employers are looking for, you need personal branding, as a foundation for your career marketing materials (executive resume, career biography, LinkedIn profile, social media, etc.) and job search management.

To get to know the company, inside and out, start with these sources and expand and modify as appropriate for you, the job you want, and your target employers:

Once you know what is important to employers, you can target your resume to address those issues.

The target selection process is favorable by many employers who opt for the concept that past performance / behavior predicts future performance - the targeted selection model of interviewing is a well known method these days and used by many recruiters.

Ask everyone in your circle — your friends, family, colleagues, alumni association, etc. — who they know who works at any of your target employers.

Ask everyone in your extended circle — your friends, family, colleagues, acquaintances, alumni association, etc. — who they know who works at any of your target employers.

Just as researching clients gives corporations the ability to individually target sales presentations, knowing your potential employer will help you target your «presentation» to them.

Ask your current contacts (friends, family, colleagues, other job seekers, etc.) if they know anyone working at your target employer.

Once you know the job you want and have collected information on your target employers, you need to create your resume, actually several versions.

When you know what you want to do next, preferably with a list of 10 to 100 target employers, you will be able to focus your online visibility on the right keywords in the right places.

Targeting, knowing how you will help meet the needs of the employers you're targeting, and branding that unique value you offer, are the keys to a successful joTargeting, knowing how you will help meet the needs of the employers you're targeting, and branding that unique value you offer, are the keys to a successful jotargeting, and branding that unique value you offer, are the keys to a successful job search.

Knowing and speaking the language of your target audience (employers and recruiters) is critical to being able to powerfully distinguish yourself from others and stand out in a sea of candidates.

For example, one job seeker told me that she knew that her target employer always posted new job openings on Mondays.

If you've done your home work, you should know which industry players, contacts, technologies, expertise, companies and achievements matter the most to the specific company to which you're applying; feel free to tailor this section so that it fits your target employer like a glove.

Lily Zhang, who is a Career Development Specialist at MIT and writes for The Muse, argue that it is no longer fashionable to include a resume objective, it is still a vital component in an applicant's chances of becoming hired by a target employer and work in his dream company.

Highlight the design techniques that you already know and identify your target employer's areas of processes where you can be of great help through the use of your techniques.

Naming resume properly matters because it will make it easier for your probable employer to know your target and how it matches with their needs, making you boost your chance of getting noticed.