Sentences with phrase «of candidate skills»

Such a document should consist of candidate skills, knowledge and abilities for official overview.

When it comes to the importance of candidate skills and qualities, employers are looking for team players who can solve problems, organize their work, and communicate effectively, according to results of a new survey by the National Association of Colleges and Employers (NACE).

Not exact matches

The Democratic candidate for president also attacked the company for last year laying off 250 technology workers after requiring some of them to train their replacements: foreign employees hired on temporary H - 1B visas for highly skilled technical workers through an Indian outsourcing firm.

For example, if you're only hiring based on the skills of the job candidates, you're only getting half the picture.

As a result we've passed on a number of candidates who possess the right skills and abilities but we felt were just not a match with our environment.

More times than I would like to admit in my career, I've «fallen in love» with a candidate on paper and hired them quickly to avoid the pain of not having their skill set in the company.

If a candidate can make it through a résumé check, a round of personality surveys, a set of discussions, and, if necessary, skill - based tests (for coding, for example), then they may be ready for an offer.

Knowing that you have this skill could put you ahead of other candidates, especially for companies who run a lot of social.

Employers who require candidates to have a specific type of industry experience are pushing away candidates with strong skills sets.

Such questions may be designed to tease out the reasoning skills of a candidate.

Some of that comes down to building your skills as an interviewer, which can only really happen with a lot of real skills practice (Effectively «probing» a candidate for more information is easy in concept but is far from easy in reality).

Every company is a technology company now, which means that in every kind of business, candidates with digital skills will increasingly get the best jobs.

Many job advertisements seek a candidate who has reached a «master» level of a certain skill while working in a specific environment.

Think of it like this: with over 1.59 billion monthly active users, Facebook is filled with potential candidates from all backgrounds and skill sets, providing you with an endless choice of talent to truly complement your business.

In addition to improving driver's safety skills, the company also believes that the fun aspects of VR will help it attract a wider pool of candidates to fill the industry's persistent driver shortage.

While it's essential to grow highly skilled and diverse labor pools, an ocean of qualified, underrepresented candidates isn't enough if unconscious biases continue to derail hiring processes.

Building programs that support STEM education, vocational schools and skills training for underrepresented groups will grow the pipeline of more diverse potential candidates for everyone down the line.

This is where the interviewer must assess the candidate's true interest in the position by the candidate's show of passion and excitement, cultural fit, technical skills and motivation — and whether there are any red flags in the candidate's background.

Reasons for the disparities could include an «unconscious bias during the interview process that determine a candidate's salary based on what he or she was previously making, rather than the market rate for that individual's skills and years of experience,» one study notes.

Though some of these seemingly out - of - left - field questions can be difficult to answer, they «test a job candidate's critical thinking skills, see how they problem solve on the spot, and gauge how they approach difficult situations,» Glassdoor's head of global recruiting and talent acquisition, Susan Underwood, said in a press release.

But one major advantage to this strategy is that candidates who aren't results - oriented and sure of their skills will self - select out of your hiring process, leaving you with the people who will actually do a good job for you.

That raises doubts about a key argument for proponents of federal immigration reform: that companies need looser rules to import overseas workers because there aren't enough job candidates in the United States who can fill specialized skills, namely in science, technology and engineering.

The right executives will offer CEOs significant leverage by bringing proactive management with targeted skills but must be filtered for entrepreneurial indicators that provide evidence of a candidate's potential for success in a smaller, heavily leveraged environment.

That demands emotional intelligence and a knack for building relationships: engaging and courting candidates, identifying individuals who mirror the values and culture of the client company, and having the matchmaking skills to usher the two parties into a happy union.

The ideal candidate has superb post-production video editing skills while also having an interest in research and writing, especially in the areas of science and technology.

Out of the box thinking skills, creativity, and ambition are all qualities that may not be listed out right on a resume, but they are nevertheless important to possess if a candidate is going to fit the mold.

I know exactly the position I'm looking to fill, the number of years of experience a candidate should have, and the skills they need to succeed.

A 20 - year veteran of the media industry with a resume listing a plethora of titles including president of Macmillan Publishing, chairman and CEO of Columbia House Company, and CEO of Freedom Communications, Flanders possessed the skill set and experience to hit the ground running — a consensus the Playboy search committee came to after a painstaking selection process that lasted six months and vetted more than 180 candidates.

Employers can learn which skills, real - world company experience and educational background offers the greatest predictor of a candidate or employee's future success at their organization.

Such recommendations must also include a statement from the recommending stockholder in support of the candidate, particularly within the context of the criteria for Board membership, including issues of character, integrity, judgment, diversity, age, independence, skills, education, expertise, business acumen, business experience, length of service, understanding of the Company's business, other commitments and the like, as well as any personal references and an indication of the candidate's willingness to serve.

The range of skills a content marketer needs to have is diverse, which makes it hard to find qualified candidates.

Candidates for Canadian immigration who have at least one year of skilled work experience are deemed more likely to be able to assimilate into the Canadian labour market.

Boards will also need a pool of diverse, skilled candidates waiting in the wings.

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.

As part of this process, the independent HP Co. directors annually review the HRC Committee's recommended candidates for senior management positions to see that qualified candidates are available for all positions and that development plans are being utilized to strengthen the skills and qualifications of the candidates.

One of the important factors many employers look for in their candidates is their skill set and their commitment to growing and gaining new skills.

Donald Trump's proposed system of merit - based immigration — instead of family - based unification programs — assigns points to candidates based on factors like age, education and English skills.

These days, when companies typically feel they do not have the time or resources to train new hires, the focus is often on matching candidates to a very specific list of skills and attributes.

The qualified candidate will need strong critical thinking skills and will be expected to brainstorm article ideas, schedule and conduct interviews, write stories, spread content on social media, attend events and build relationships with members of the local startup community.

Learn about the average salary of an equity research position and the skills, education and certifications hiring companies want to see from candidates.

Obama is a skilled candidate, and a determined liberal, but Obama could not have run as a post-partisan pragmatist if the media (or anyone) had successfully publicized his record of opposing extending legal protections to newborns that survived botched abortions and had lied about his votes.

While the other candidates have all made supportive noises in favor of something that includes legalization before enforcement and expanded low - skill immigration, Huckabee can run on something that combines enforcement - first to be followed by a limited amnesty and shifting future immigration flows in the direction of skills and language proficiency.

As for candidates, any of them who lack the skill to avoid embarrassing themselves when journalists ask them gotcha questions about «what the Pope said» deserve their inevitable failure, and would have failed anyway.

Instead, general managers put potential candidates through a live audition so they can showcase their skills in insult comedy — all in good fun and fun for all, of course.

The candidates for this training will have little to no knowledge or skill set of the industry.

Fonterra Cooperative Group shareholders will vote on four new directors — one - third of the board — after the dairy company's exhaustive new selection process that rates candidates against a «skills matrix».

The candidate should exhibit a high standard of both technical and social skills throughout the examination, and demonstrate the courtesy and charm of a Master Sommelier.

Preferred candidate will have excellent customer service skills, experience with volunteer coordination, able to work in a fast paced environment, support multidisciplinary departments and working knowledge of MS Excel.

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...

There are three compelling wing players whose skills translate exceptionally well to the NBA game — all of whom seem like candidates to leapfrog Okafor.