Sentences with phrase «manager about the candidate»

This question may seem silly at first, but it tells the hiring manager about the candidate's ability to adapt and their overall drive and personality.

These presentation resumes not only tell the hiring manager about the candidate's skills, work and education history, they may also show the hiring manager the candidate's creative side and personality.

The resume starts out with a statement to immediately excite hiring managers about this candidate: Multi-certified hair stylist with cosmetology background and excellence in hair artistry.

Not exact matches

Many candidates are prepared to talk about the high points of their career, but to get a full scope of how you will adjust to the job, hiring managers also want to see how you handle situations that don't go as planned.

Welch tells CNBC Make It that an unemployed candidate can make hiring managers nervous about their ability to deliver on the job.

Beverly Kelly, human - resources manager at Robert Charles Lesser & Co., a real - estate consulting firm in Los Angeles, asks candidates about other companies they're interviewing with, and what makes a particular company attractive.

Yes, recruitment is all about the candidates, but don't forget your hiring managers too.

Hiring managers can often learn more about how candidates have responded (or would respond) to demanding day - to - day situations, like dealing with combative bosses or working under seemingly unfair deadlines.

Okay, so we were wrong about the chances of Liberal candidate Khalil Karbani, a Muslim property manager, winning Tuesdayâ $ ™ s Calgary - Greenway byelection (Insight Mar. 18).

There's a great candidate for next Arsenal manager that nobody is talking about.

There's no doubts about the qualities of both managers, but I still wouldn't be surprised if Arsenal make Howe their prime candidate for the position, solely based upon availability come the end of the season.

Even though Arsene Wenger said this weekend that he is not quite ready to «get a rest» from the Arsenal manager's job just yet, it has not stopped the rumour mill from conjuring up new candidates and possibilities about who could replace him or how the transition could be handled.

Yeah a peaceful protest would work... as long as we come in numbers and it is about being a pro Arsenal I guess... I also want a change at the manager position buto let's not hound him out like he is worth nothing If he stays though and the board backs him up... and no candidates rush at Arsenal door here is what I would like:

The reason he didn't put a one season contract down could be because there'd be allot of talk about players not knowing who the next manager is and pundits be talking about candidates and what changes those candidates are gonna make.

Diego Simeone would be an ideal candidate than these fancy managers who blabber about attacking football and win nothing in the end.

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...

Jurgen Klopp's trophy - winning ways at Borussia Dortmund were one of the many things fans loved most about him when he first became a candidate to be the Liverpool manager.

«must have considerable experience in campaigning» I du n no about that... it is not a licensed position and it sounds like a catch - 22... «entry - level campaign manager position looking for a candidate with at least 5 - 10 years of campaign manager experience!»

Via Maggie Haberman: The Post's editor - in - chief, Col Allen, has flat out rejected the claims by Carl Paladino's campaign manager about a photographer from the paper going to great lengths to capture pictures of the candidate's daughter.

The candidate says Nunberg leaked information to the press about an affair between two campaign staffers: Spokeswoman Hope Hicks and former campaign manager Corey Lewandowski.

The New York Times asked Nicole Malliotakis, the Republican candidate for mayor, about her approach to management, the experiences that would inform her decisions as a manager of city government and her vision for New York City over the next four years.

Fitzpatrick, 28, is campaign manager for the Republican mayoral candidate in Syracuse, Laura Lavine; an adviser for about a dozen Republican county legislators; and a top consultant for a handful of judicial candidates, including one who works for his father.

Don't be nervous about asking this question; it is very common for managers to be asked about their management style, and they will have an answer at hand, just as a candidate has an answer ready for «Tell me about yourself.»

Tell me about yourself — Ways to answer this interview question This ice - breaking yet important question has a way of making candidates blurt out their Learn from a PwC Consulting Manager how to impress hiring managers with your response to tell me about yourself.

A poor credit score may reflect poorly on a candidate and put some questions in the hiring manager's mind about the candidate's responsibility level and organization skills.

In fact, the search company says, 44 percent of employers have guidelines about how hiring managers should go about screening job candidates through social media.

Sponsors become more important as your career progresses, especially as you near key junctures in your career path or when fewer positions are available, the competition for those limited spots is fierce, and decisions about candidates are not just up to an individual manager.

Given heightened prominence during the recent U.S. election, it has since become a growing concern in Europe and even Canada, where a campaign manager for a federal Conservative Party leadership candidate admitted recently to publishing a fake article online to rile the «left» about the supposed «billions» the Liberal Party was spending on international aid.

Fort Lauderdale candidate Warren Sturman said he fired Nevins as his campaign manager Tuesday, after learning about the solicitation.

With the guidance of HR professionals and a greater degree of understanding about the value of «soft skills,» hiring managers like to get a sense of a candidate's personality and ability to work within a team environment.

Too often, job seekers make the mistake of focusing too much on their needs and wants, and too little cover letter space talking about what the hiring manager really cares about — the candidate's qualifications.

Moreover, as each generation's opinion of the others spreads, candidates, employers, managers, and executives begin developing preconceived notions about each other before they even meet or work together.

Resourcing Associates is a recruitment agency that specialises in placing all levels of recruitment professionals: If you are an experienced recruitment professional looking for advice and guidance about the recruitment market, please feel free to submit your details for an open conversation Resourcing Associates typically place recruitment professionals in to the following positions: I.T. Recruitment, Technology Recruitment, Digital Recruitment, Cyber Recruitment, InfoSec Recruitment, SAP Recruitment, Media Recruitment, Marketing Recruitment, Finance Recruitment, Accountancy Recruitment, Procurement Recruitment, Supply Chain Recruitment, HR Recruitment, Legal Recruitment, Legal Recruitment, Paralegal Recruitment, Investment Banking Recruitment, Public Sector Recruitment, Business support Recruitment, Office Support Recruitment Pharmaceutical Recruitment, Management Recruitment, C - Level Recruitment, Board Recruitment, Executive Recruitment, Banking Recruitment, Transformation, Recruitment Change Management Recruitment, Insurance Recruitment, Account Manager Recruitment Consultant, Senior recruitment Consultant, Principal consultant, Managing Consultant Recruitment Team Leader, Recruitment Manager, Recruitment Director, Associate Director, Business Development Director, Account Manager Please note we are only able to respond to Candidates who have Recruitment Agency experience.

There's no official rule about how long you should wait to follow up on an interview, but an informal poll on Twitter found that 49 percent of hiring managers who responded prefer candidates follow up after five days.

In the video Your personal brand, Justin Gill, National Recruitment Manager at Mirvac, shares what makes a positive impression on a candidate's LinkedIn profile: «It absolutely impresses me when someone includes work or a link to work that they've completed on their LinkedIn profile to make it easy to understand more about what this candidate is bringing to the role,» he says.

Before you bring in a potential candidate, communicate with the hiring manager about ageism and the best way to articulate questions.

Once upon a time, in a far distant land, job recruiters and hiring managers demanded to know all they could about a potential candidate.

Real - time feedback is also more natural and conversational than yearly reviews, which gives managers the opportunity to talk with candidates more openly about their concerns.

The portal enables recruiters to conduct a quick keyword / location search and get facts about the available candidates and competition for that position — then share that data with hiring managers to better set expectations for the recruitment marketplace.

Recruiters and hiring managers can gather additional information about candidates from LinkedIn through recommendations and group membership and activity.

I recently asked a question on LinkedIn about online recruiting and the best strategies hiring managers and recruiters use to find candidates.

She says that while recruiters, hiring managers and HR generalists are keen to know as much as they can about candidates before affording them an interview, they usually offer candidates very little information about themselves in return.

Think about it: even if they make they make snap judgments, bank managers are looking for a candidate who checks several requirement boxes.

About 20 % of hiring managers in the U.S. also stated they've hired a candidate based on their work experience.

Not every position requires a Ph.D., but generally hiring managers are looking for candidates who have common sense and are smart about their work.

By customizing your resume you are showing the hiring manager that you are serious about the job opportunity and that you are the best candidate for the job.

Hiring managers spend about six seconds determining whether a candidate is a contender for a given position.

Vicky Oliver, author of 301 Smart Answers to Tough Interview Questions (Sourcebooks, 2005), and Toni Newborn, Diversity and Consulting Services Manager at the City of St. Paul give their advice about how to respond to the request for a candidate referral.

For example, 86 % of hiring managers said the lack of a thank you note after an interview sends the message that the candidate lacks follow through, and 56 % said that it shows the candidate isn't serious about the position.

Your initial thank - you email is a good place to communicate these, e.g., «I know the hiring manager is particularly interested in candidates with XYZ skill, so if you feel positive about my contribution on ABC project, that might be something to mention.»