Sentences with phrase «or another job candidates»

«I wanted a plan that would be so simple and standardized that it would be easy for me to explain as a good thing to my employees or job candidates,» he says.

Some 47 % of employers report doing credit checks for some or all job candidates, according to the Society for Human Resource Management.

You can also search for business opportunities and for jobs or job candidates.

Workplace pregnancy discrimination is any type of adverse employment action against an employee or job candidate based upon the fact that the woman is pregnant.

Pretty soon, businesses won't be able to ask employees or job candidates about their salary history in New York City.

While it may be a quick spoken introduction pitching everything important about you as a career professional or job candidate, it is a priceless opportunity to make a stunningly positive first impression.

I understand that you may want a friend or family member to review your resume draft before you approve it; but please don't send me a laundry list of unsolicited opinions / recommendations from well - meaning people in your life who don't understand hiring best practices or the job candidate screening process.

Employment screening, also known as background screening or background checks, are performed by employers or consumer reporting agencies to gain information and insight about an employee or job candidate in order to make predictive decisions about how the individual will perform in a given role.

Both the military and the civilian groups can provide job search support and networking for members, including finding job leads, vetting employers or job candidates, and sharing inside information on new potential employers.

Employers contact the AAMA directly to ensure medical assistant employees or job candidates are CMAs (AAMA).

This is a great feature that helps you come across as a credible, top professional and / or job candidate.

Not exact matches

If they're not on the job description itself, make sure candidates can find them on your «About» page in just a click or two.

Companies can expand their scope for finding candidates by reaching out to professional organizations geared towards women or attending college job fairs at all - female institutions.

«Job descriptions that have too many qualifications or are worded in a non-collaborative manner are less attractive to diverse candidates,» Middleton told me via email from her Dallas - based company.

A quarter of founders said that a job candidate's political affiliation would make a difference in whether or not they were offered a job.

Sort by median salary to find the jobs with the fattest pay cheques; sort by five - year wage growth to see which fields have the fastest - growing salaries — that can indicate a shortage of qualified candidates (and opportunity for you); or sort by five - year growth in the number of people in the field — those are the places that have been on hiring sprees (but watch out; that doesn't mean they'll continue the streak).

And while Bridgewater will only consider candidates who possess or can develop the skills necessary for a job, Dalio says that the process is aimed at finding someone who «sparkles.»

Phone interviews and phone screens: Convenient for the hiring manager or recruiter, nerve - wracking for the job candidate.

When you consider the answers you're looking for about motivation, communication, emotional intelligence and the rest, you are assessing a candidate's innate abilities that match the job for which he or she is being interviewed.

Be prepared to give the interviewer what he or she really wants — the perfect candidate for the job.

To prove they can't find a qualified Canadian candidate for the job, companies must typically advertise the position for four weeks with the Government of Canada or provincial job bank, and in two additional spaces, such as recruitment sites.

Instead, they settle for the current process of spending hour upon hour screening job candidates until finding the right designer, developer, marketer or executive.

If you head out to networking events, job fairs or even college recruiting events, you can see a large number of potential candidates in person.

«The candidate who knows the space and is really interested in a company rather than just applying for a job will be able to engage with everyone who's interviewing him or her with interesting questions at the right level,» Baszucki says.

Wilberg said that in 2016 and 2017, he and his fellow recruiters were told on several occasions to approve or dismiss job candidates based solely on whether they were women, black or Latino.

If a particular candidate doesn't really know what your company does, that means he or she is looking for a job, maybe any job... not a specific job at your company.

When you spot a talented job candidate or identify a talented employee, take a chance.

Questions that ask about why the candidate wants to pursue a job in a specific field or with your company also fall into this category.

So while it's understandable the state of manufacturing is of concern to presidential candidates, those who say they can bring back lost jobs in the sector either don't know what they are talking about, or are being disingenuous.

Traditional job interview questions tend to not be very illuminating; sometimes they simply prompt the candidate to rehash what's already on a resume or cover letter.

(You may not feel comfortable when you do, but because you'll eventually tell the candidate he or she didn't get the job, why not do it now?)

If Weiner has his way, you won't simply use LinkedIn to network or find job candidates.

Because there is no way to truly know what's inside a candidate — and how that candidate will perform once on the job — every interview involves some form of test the candidate passes or fails, even if that test boils down to, «Do I like this person?»

Done right, diverse slate hiring policies — which require at least one woman or person of colour to be among the candidates considered for a job — remove the easy excuses that cheat the under - represented out of a shot at key roles.

After the initial interview or interviews, Fell suggests literally putting the candidate to the test at whatever skill or job function you expect him or her to perform.

Do a thorough job of evaluating the candidate and his or her references.

If a candidate just needs a job and isn't taking the time to explore if the match is right, it is important that you help him or her do so.

Some psychologists will even tell a candidate if they think the person is a poor fit for a job, but only if they believe he or she can absorb that kind of feedback.

And make no mistake, if 38 percent of those who hire are saying the candidates before them have bad attitudes, are showing up to interviews late, or are not even physically presentable, then any blame falls on those trying to get jobs, not those giving them.

The most significant search tools prospective candidates use are the ones that let them seize on episodes of downtime or gaps in their day to make targeted strikes on potential job opportunities — in transit, on the go, and sometimes on the run.

By the time a CEO candidate is subjected to a psych assessment, he or she has been thoroughly vetted and is assumed to possess the functional expertise to do the job.

For you, that means ensuring your Careers page or site is fully optimized for mobile, primed to snag good candidates whether they're obsessed with zeroing in on their dream job or just keeping their eyes peeled for something too tempting to pass up.

And sometimes, smaller organizations win talent wars by looking for gifted employees where larger companies often fear to tread: Job candidates who lack skills or experience, but seem like cultural fits based on work ethic and personality.

Try to identify job candidates with Master's degrees or higher, as they get «two bites at the apple,» says Bressler.

Quite often, excellent entry - level candidates with drive and grit are being overlooked, not because they lack the ability to do the job, but because they don't have the usual buzz words that recruiters look for on their «lackluster» résumés, as compared to their more accomplished peers with internships, higher GPAs, extracurricular activities, or leadership roles.

Asking a candidate to do something or share what they have done reveals a great deal about how they interact with others and what thought processes and trade - offs they make to get the job done.

To make matters worse, many businesses use generic or uninformative job descriptions, so the candidate has no idea if it's even worth her time to apply.

If a candidate can share only platitudes about his or her preparation for something as important as a job interview, that speaks volumes about how this person will prepare for important tasks, meetings, roles, etc. when he or she actually has the job.

Maybe the candidate will just make a final pitch for why he or she is perfect for the job.

When it comes to searching for job candidates, recruiters are now primarily using Google and LinkedIn instead of job boards or talent databases.