Sentences with phrase «organizations value candidates»

Not exact matches

Topics included: early reporting on inaccuracies in the articles of The New York Times's Judith Miller that built support for the invasion of Iraq; the media campaign to destroy UN chief Kofi Annan and undermine confidence in multilateral solutions; revelations by George Bush's biographer that as far back as 1999 then - presidential candidate Bush already spoke of wanting to invade Iraq; the real reason Bush was grounded during his National Guard days — as recounted by the widow of the pilot who replaced him; an article published throughout the world that highlighted the West's lack of resolve to seriously pursue the genocidal fugitive Bosnian Serb leader Radovan Karadzic, responsible for the largest number of European civilian deaths since World War II; several investigations of allegations by former members concerning the practices of Scientology; corruption in the leadership of the nation's largest police union; a well - connected humanitarian relief organization operating as a cover for unauthorized US covert intervention abroad; detailed evidence that a powerful congressional critic of Bill Clinton and Al Gore for financial irregularities and personal improprieties had his own track record of far more serious transgressions; a look at the practices and values of top Democratic operative and the clients they represent when out of power in Washington; the murky international interests that fueled both George W. Bush's and Hillary Clinton's presidential campaigns; the efficacy of various proposed solutions to the failed war on drugs; the poor - quality televised news program for teens (with lots of advertising) that has quietly seeped into many of America's public schools; an early exploration of deceptive practices by the credit card industry; a study of ecosystem destruction in Irian Jaya, one of the world's last substantial rain forests.

Ask candidates what part of the company values they relate to and why so you can see how well they align with the organization.

Before HR can start discussing the importance of good recruitment practices, it needs to show the value of having HR strategically involved in talent recruitment — not just getting candidates through the door but guiding teams across the organization to the resources they need.

Whatever these values may be, they should form your primary criteria in assessing whether or not a candidate is a good fit for your organization.

As important as financial readiness and work ethic are in choosing your franchisees, the subjective value of how well the candidate fits into your organization's values and culture may be even more important.

According to the mail pieces, the organization is «supporting candidates committed to family values.»

Also, some of the certifications and certificates that can be provided, to award candidates for their understanding capabilities, are highly valued by various organizations.

The political action committee was founded by these organizations in 1991 to allow their more than 4,000 members to engage in the political process and support candidates that value public education.

In cases where all other elements of candidates» qualifications are roughly of equal value, Howard County residents or organizations will be given priority.

«And you'll find that many of the traits that hiring managers want to assess in their executive candidates — leadership style, vision for the organization, personality, and core values — will be easier to uncover during a conversation.»

Tell your candidates what they can learn at your organization to show that you value your team enough to invest in their future skills

You should also use your cover letter to make the employer value your capabilities and force him to consider you as an eligible candidate for his organization.

From the recruiter's perspective, resumes are supposed to explain values, i.e., what candidates will do for organization.

Candidates need to know what cultures they thrive in and what traits and values they are looking for in an organization.

This has been replaced with an achievement / accomplishment driven document depicting you as a pro-active candidate who demands results, and that demonstrates the significant value on offer to the organization.

The job description notes organization, clerical proficiency, research and communication skills, and passion for law and government as valued traits in candidates.

Successful candidates demonstrate a commitment to enhancing our Member Value by providing exceptional service and have the drive to succeed with an organization...

They don't really read the document; they scan it for keywords, competencies, and achievement - based content that quickly showcases how a candidate can add value to an organization.

Employers scan a resume quickly — in under 30 seconds — for evidence that a candidate will be of value to their organization.

Candidates should have knowledge of working in professional architectural organizations and any additional certification if done with adds to the value of the resume of the individual.

C - level candidates offer potentially greater value to the organization in the future.

This will help the reader to quickly recognize the value added by the candidate, instead of simply being a list of processes and tasks they've performed; a clear differentiation established between responsibilities and contributions to the organization,» says Sampson.

Value Identification: It is a good idea to identify the value the candidate will be bringing to the organization if hValue Identification: It is a good idea to identify the value the candidate will be bringing to the organization if hvalue the candidate will be bringing to the organization if hired.

We listen to your needs and seek out qualified candidates who will best fit within your organization's culture and values.

And if the value - match is there from the beginning, the people you hired will become your best candidates for future leadership opportunities within the organization.

How to assess a candidate who might have very different values from our organization.

With the modern focus on corporate culture, many organizations now consider a candidate's personality and professional values when making decisions during the hiring process.

Your Resume - This must be well written, organized in a way where a potential reader can quickly see what sets you apart from other candidates, and identify what skills you will bring to their organization that will bring value.

HR recruitment consultant with a sterling record of adding value to organizations by locating and negotiating top candidates.

You want to know more specifics, such as how a candidate has contributed to current and previous projects, how they've added value to the organization.

The advertising resume objective can also include which values and strategies of the firm attract the candidate the most and therefore can indicate a better fit of the candidate with the organization working for.

The skills learned in the entry - level role were vital in preparing for the night auditor role, and the promotion within the organization lets potential employers know that the candidate's current employer values her contributions.

The administration resume objective of the candidate should project the candidate as the best applicant among all with the kind of value that he can bring to the organization with a combination of education, knowledge, expertise and the right attitude.

«We are honored that an organization as prestigious as the NCHRA would select our firm as a value - add for member benefit, â $ commented Jared Callahan, Director of Marketing. «Background screening has become mission critical for employers of all sizes and we are pleased to offer a variety of services to help employers identify the best candidates and to exercise due diligence in hiring.â $