Sentences with phrase «likely candidate for a job»

If a relapse into traditional authoritarianism is a distinct possibility in America, and I believe it is, we might ask what are the likely candidates for the job of supplying the new orthodoxy.

Some young companies are growing so fast that if you are breathing and you have a Ph.D. in protein chemistry you are a likely candidate for a job in management.

It may not seem like the likeliest candidate for the job, but activated charcoal helps gently lift stains without sensitivity.

This system, of course, cuts their time dramatically because they don't have to make a zillion phone calls to find likely candidates for jobs they're trying to fill.

Not exact matches

An effective employee sales strategy helps organizations find the best candidates — people who are a good match for the culture, can successfully meet the demands of the job and are more likely to excel in the organization.

Although the availability of people depends on economic cycles and the departing employees» skills, it is likely to be difficult to find good candidates for knowledge - work jobs in such growth industries as information technology, biotechnology, and professional services.

Riley was a candidate for the University of Houston job this offseason, and as a Texas Tech alumnus, was considered a very likely candidate for the Red Raiders if TTU were to dismiss Kliff Kingsbury after this season.

If Freeze is terminated before the start of the 2017 season, the likeliest candidate for interim head coach is offensive line coach and former Rebel player Matt Luke, who turned down an offer for the same position at South Carolina this offseason and was a candidate for the head coaching job at Troy in 2014.

«The campaign that does a better job on those crucial campaign tasks will likely produce a victory for their candidate.»

More likely Cuomo will attempt to turn the moribund state Democratic Party into a muscular player again, so that candidates turn to it for help rather than to, say, the Working Families Party, which has lately done a better job of fielding ground troops.

Teachout had previously signaled she would consider running for the job and had been considered a likely candidate in the wake of Attorney General Eric Schneiderman's resignation last week amid allegations of domestic violence and drug abuse.

From the hiring manager's perspective, knowing a candidate's salary history helps them determine whether the person is likely to accept the position or keep looking for another job.

For the high - trust job of daycare worker, people were more likely to prefer the religious candidate.

Obese job candidates applying for a management position were rated as less likely to succeed and less likely to have leadership potential and were assigned lower starting salaries than their thinner counterparts.

You may as well wear a suit to the first visit, because the process isn't that different from a real job interview, except there is no real rhyme or reason to why you get selected for the apartment over someone else (and there will likely be 40 + candidates lined up from any listing online, so you may as well get picked for having a great outfit).

Competence at Work: Book from Signe and Lyle Spencer summarizes decades of experience using the Behavior Event Interview method for selecting job candidates who are more likely to succeed in a particular role http://www.amazon.com/Competence-Work-Models-Superior-Performance/dp/047154809X

Friday's vote will likely usher in Margaret Spellings, a former U.S Education Secretary under President George W. Bush, reported to be the top candidate for the job.

Improve whatever skills you can, so that when the right opportunity comes along, you're more likely to be an excellent candidate for the job.

However, if you practice safe - driving practices for an extended period of time in your driving history, you are likely to be considered an excellent candidate for a commercial driving job.

A 2013 study by Bright.com (currently out of circulation) showed that job seekers who applied to jobs on Saturdays were the least likely to move on in the application process, with only 14 % of candidates receiving a response for an interview.

They often have to read a hundred or more resumes to narrow down just one shortlist of likely candidates for just one job opening.

A study showed that 70 percent of employers want candidates who can write so even if the job you're applying for isn't a communications role, it's likely that having polished writing skills will be in your favour so show it off.

As I also mentioned, if the candidate is willing to move thousands of miles away for a job, they are likely to be career driven and want reassurance that they won't stagnate within this role.

If you nail this, recruiters searching for candidates to fill vacancies are likely to find you, and you also might land yourself an amazing job opportunity for professionals you've connected with too.

Both resumes will be reviewed because they both use job - specific keywords — and an enthusiastic entry - level candidate who demonstrates how they have transferable skills that will enable them to quickly learn a cashiering skill like cash handling is likely to be seriously considered for employment.

Candidates for a PR associate job opening are likely to have training and some experience in the field of public relations.

Sales candidates who have built themselves a strong network and have the capability of creating new sales channels to expand market share for companies are likely to receive multiple offers because they are viewed as a rare asset in the Japanese job market.

A study conducted by Job - Hunt revealed that 22 percent of employers are less likely to hire a candidate who does not send a thank - you letter, and 91 percent of them enjoy being thanked for their time.

By customizing the headline rather than letting it default to your current job title, you can convey the types of roles for which you are well suited and increase your chances of getting found using keywords likely to be used during an initial candidate query.

Given two equal candidates, in terms of skill sets, education, work history, and all around good fit for the job, they are likely to choose the one who has more quality search results.

When applying for a position through a contingency agency, you will likely be competing with candidates who found the job opening from a variety of sources, including the company's HR department, job boards, and possibly other recruiters.

It's common practice for hiring managers and recruiters to «Google» job candidates, and your LinkedIn profile will likely appear high up in their Google search results.

Hiring managers are likely to source for candidates online using job boards like Monster.com, search engines and social networking sites.

The Role: • Contacting employers, sometimes in person but, more likely, by telephone and often cold - calling, to establish their precise recruitment requirements for vacancies • Negotiating and agreeing the terms and conditions relating to the assignment • Searching database and temp contractor & # 34hot lists & # 34 with a view to finding and placing available and suitable candidates with clients in the shortest timeframe possible • Reviewing applications, interviewing and assessing candidates and short - listing for interview according to the employer's expressed criteria within tight timeframes and to strict deadlines • Making arrangements for candidates to be interviewed and preparing the candidates for interview if this is required by client You'll have: • A strong understanding of the healthcare / medical sector, particularly within temporary, contract, and locums • A proven track record of working as a 360 Recruiter • Proven ability to build & develop client relationships • Accomplished in sourcing passive candidates who are not on the open market • Ambitious, hardworking & self - motivated to succeed in sales where you are measured on results • What we give you in return: Are you the right person for the job?

Analyze the requirements for your target job and focus on your assets that correspond to the preferred qualifications of the ideal candidate, which you will most likely be able to find in the job listing or on the company's website.

LinkedIn is now THE Website where recruiters are most likely to go when looking for candidates for their job openings.

When preparing for an interview — whether behavioral or traditional or something else altogether — make sure you thoroughly research the company and job description provided and search for helpful cues regarding things the company may value and the attributes they are likely looking for in an ideal candidate.

Your candidates have likely shared their current or most recent salary with you (although it is becoming increasingly illegal for employers in many jurisdictions to ask for this information from their job candidates.).

Hiring managers and recruiters are more likely to take a closer look at candidates with whom they share a mutual contact, and for good reason: studies have shown that hiring through employee referral is faster, cheaper, and more effective than relying on job sites.

Recruiters have an industry bias that springs from real concerns about a candidate's understanding of the building blocks of commerce in the new industry: the language that speeds communication for its services, the myriad problems likely to crop up in the job every day, and the skills and working relationships necessary to deliver on the requirements of the job.

However, a candidate who is trying to brand themselves for an accounting position, a strategy position, and a brand management job will likely find that these jobs require experience / skills that are so different that a general branding may not serve them well — making them look like a jack - of - all trades, master of none.

Among piles of applications from qualified candidates, those who give a potential employer a sneak peek into who they are might be more likely to get a call for a job interview.

When there were shortages of candidates, employers often gave interview preference to candidates most likely to take the job, while giving lower priority to candidates whose goals might be a better fit for someone else (since that candidate would be less likely to accept an offer).

My job is a numbers game, the more people I call - the more likely I am to find the right candidates for my roles.

A very strong ranking means you're likely among the top three candidates for the job.

During candidate or skill shortages, like we had from World War II until 2007, employers were more likely to consider you for a career change if you could show you had the core skills for the job... since there weren't enough workers with those skills.

Whilst we of course understand that it takes time for someone to learn the job, often having some experience in a related field means that the candidate in question is much more likely to pick up the ropes at a faster pace compared to someone else.

Your qualifications and work experience is going to be common as the candidates applying for federal jobs are likely to have similar knowledge and practice.

Therefore, the more phrases you add on LinkedIn, the more likely you'll be coming up in search results — improving your chances of becoming a strong candidate for an open job.

If you can find an angle that highlights how your uniqueness makes you the best candidate for the role, you're likely to win the job.