Sentences with phrase «potential as a new employee»

Preparing such a resume involves finding the right blend of content and presentation to effectively highlight your best traits, unique accomplishments and, most importantly, your potential as a new employee.

The following Cafe Manager resume template presents a structure you can use as a basis for your own customized display of your potential as a new employee.

Not exact matches

Important factors that could cause actual results to differ materially from those reflected in such forward - looking statements and that should be considered in evaluating our outlook include, but are not limited to, the following: 1) our ability to continue to grow our business and execute our growth strategy, including the timing, execution, and profitability of new and maturing programs; 2) our ability to perform our obligations under our new and maturing commercial, business aircraft, and military development programs, and the related recurring production; 3) our ability to accurately estimate and manage performance, cost, and revenue under our contracts, including our ability to achieve certain cost reductions with respect to the B787 program; 4) margin pressures and the potential for additional forward losses on new and maturing programs; 5) our ability to accommodate, and the cost of accommodating, announced increases in the build rates of certain aircraft; 6) the effect on aircraft demand and build rates of changing customer preferences for business aircraft, including the effect of global economic conditions on the business aircraft market and expanding conflicts or political unrest in the Middle East or Asia; 7) customer cancellations or deferrals as a result of global economic uncertainty or otherwise; 8) the effect of economic conditions in the industries and markets in which we operate in the U.S. and globally and any changes therein, including fluctuations in foreign currency exchange rates; 9) the success and timely execution of key milestones such as the receipt of necessary regulatory approvals, including our ability to obtain in a timely fashion any required regulatory or other third party approvals for the consummation of our announced acquisition of Asco, and customer adherence to their announced schedules; 10) our ability to successfully negotiate, or re-negotiate, future pricing under our supply agreements with Boeing and our other customers; 11) our ability to enter into profitable supply arrangements with additional customers; 12) the ability of all parties to satisfy their performance requirements under existing supply contracts with our two major customers, Boeing and Airbus, and other customers, and the risk of nonpayment by such customers; 13) any adverse impact on Boeing's and Airbus» production of aircraft resulting from cancellations, deferrals, or reduced orders by their customers or from labor disputes, domestic or international hostilities, or acts of terrorism; 14) any adverse impact on the demand for air travel or our operations from the outbreak of diseases or epidemic or pandemic outbreaks; 15) our ability to avoid or recover from cyber-based or other security attacks, information technology failures, or other disruptions; 16) returns on pension plan assets and the impact of future discount rate changes on pension obligations; 17) our ability to borrow additional funds or refinance debt, including our ability to obtain the debt to finance the purchase price for our announced acquisition of Asco on favorable terms or at all; 18) competition from commercial aerospace original equipment manufacturers and other aerostructures suppliers; 19) the effect of governmental laws, such as U.S. export control laws and U.S. and foreign anti-bribery laws such as the Foreign Corrupt Practices Act and the United Kingdom Bribery Act, and environmental laws and agency regulations, both in the U.S. and abroad; 20) the effect of changes in tax law, such as the effect of The Tax Cuts and Jobs Act (the «TCJA») that was enacted on December 22, 2017, and changes to the interpretations of or guidance related thereto, and the Company's ability to accurately calculate and estimate the effect of such changes; 21) any reduction in our credit ratings; 22) our dependence on our suppliers, as well as the cost and availability of raw materials and purchased components; 23) our ability to recruit and retain a critical mass of highly - skilled employees and our relationships with the unions representing many of our employees; 24) spending by the U.S. and other governments on defense; 25) the possibility that our cash flows and our credit facility may not be adequate for our additional capital needs or for payment of interest on, and principal of, our indebtedness; 26) our exposure under our revolving credit facility to higher interest payments should interest rates increase substantially; 27) the effectiveness of any interest rate hedging programs; 28) the effectiveness of our internal control over financial reporting; 29) the outcome or impact of ongoing or future litigation, claims, and regulatory actions; 30) exposure to potential product liability and warranty claims; 31) our ability to effectively assess, manage and integrate acquisitions that we pursue, including our ability to successfully integrate the Asco business and generate synergies and other cost savings; 32) our ability to consummate our announced acquisition of Asco in a timely matter while avoiding any unexpected costs, charges, expenses, adverse changes to business relationships and other business disruptions for ourselves and Asco as a result of the acquisition; 33) our ability to continue selling certain receivables through our supplier financing program; 34) the risks of doing business internationally, including fluctuations in foreign current exchange rates, impositions of tariffs or embargoes, compliance with foreign laws, and domestic and foreign government policies; and 35) our ability to complete the proposed accelerated stock repurchase plan, among other things.

The new suite of laws also are likely to curtail strategic opportunities in those states, as businesses are forced to look elsewhere to expand or face a potential backlash from employees or investors for staying.

They said the list of potential landing spots for SAC employees could include such firms as New York - based Millennium Management LLC; Citadel LLC and Balyasny Asset Management LP, both based in Chicago; and London - based BlueCrest Capital Management LLP, which is building up its stocks team.

«A startup's ability to issue stock options levels the playing field by giving potential employees something unique: the ability to share in the company's rewards as well as its risks and participate in the upside of a new and exciting venture.»

Tyler also loves the recruitment team at CWB — as the newest member, he appreciates how dedicated and passionate the team is about being a trusted resource for potential and existing employees.

Topics to be discussed include: Court Procedure: An understanding of the civil litigation process in New Jersey as it pertains to negligence claims; Damages: Understanding the standards for, and the differences between Compensatory and Punitive Damages; Facility Maintenance: Identifying potential safety hazards related to facilities and grounds, and taking reasonable steps to address common problems; Indemnification: Identifying when the school district is responsible for the actions of its employees, and when it may disclaim coverage; Insurance Coverage Issues: Understanding what is, and is not covered under a school district's insurance policy, and understanding whether your district will be allowed to choose its attorney or be required to utilize the attorney assigned by the Insurance Company; Negligent Supervision: Examples of school district negligence liability lie within the school, on the athletic field, in the locker room, and on school trips; Sovereign Immunity: Understanding the effect of the New Jersey Torts Claims Act on negligence claims against school districts.

Public policy experts have long identified classified employees as a potential source of new teachers because many already have some post-secondary training and many also have shown a commitment to serving children.

As an employer, if you're not reviewing the social media profiles of your potential or new employees, you could be missing out on crucial information.

If the potential employee has let their status expire or lost classification for some other reason there is no status to modify, so the worker must refile for H - 1B status with the new employer as the sponsor on a new visa issue.

Filing an H1 - B Petition as a New Employer There are many potential non-citizen employees who have allowed their work visas to expire, and employers who want to hire them must apply for a new authorization by filing a new group of petitions with ISCNew Employer There are many potential non-citizen employees who have allowed their work visas to expire, and employers who want to hire them must apply for a new authorization by filing a new group of petitions with ISCnew authorization by filing a new group of petitions with ISCnew group of petitions with ISCIS.

Second, the employer will want to know if the individual has obtained new employment, as it will affect the employee's entitlement and crystallize the employee's potential damages if litigation is commenced.

Many organizations have begun to embrace the idea of engaging contingent labor as a method of evaluating potential employees prior to hiring any new healthcare talent.

If you post your resume on a job board, it can easily be found by Human Resources conducting searches for new potential employees who have similar background and location as you.

During my three years at Palanto, I assisted with a variety of duties including sourcing new hires at both associate and senior levels, conducting interviews with potential employees, and implementing events such as Employee Field Day and Give Back to Your Earth Day.

Instead of presenting yourself as a possible new hire for the recruiter to mold into a seasoned employee, present yourself as a sharp potential team member who already has fresh ideas for the team you want to join.

You will want to not only know your resume well but be able to speak about it and tell stories that will illustrate your strengths and let the organization know what you have to offer them as a potential new employee (which could very well happen if you excel at your internship).

Video interviews are being increasingly seen as a more efficient and cost - effective way to vet potential new employees — and with global hiring also becoming more commonplace, it's worth understanding how best to maximise your chances if you're invited to a Skype interview.

A challenging, varied and exciting recruitment role, consulting with key industry leaders to proactively seek out potential new employees «in the market», i.e. the very best available, rather than reactively working with «on the market» candidates, as is typical in the vast majority of the recruitment industry.

As with employee referral programs, a major potential benefit of a friends program is the opportunity for an employer to source high performing individuals who are not looking at job advertisements or otherwise actively seeking new jobs.

Neither bodes well as a strength for a potential new employee, and easily moves that person to the «not a perfect match» stack.

Live agent inbound and outbound contact centre services Responsibilities: • Day to day management of the recruitment department • To work closely with the operational management teams to identify all recruitment needs for the contact centre • Continuously source cost effective methods of recruitment and to maintain a healthy recruitment pipeline which matches the business needs • To drive direct recruitment channels for cost effective recruitment • To own and administer effective assessment centres for the recruitment of potential new starters • To compile starters list for all projects and ensure they are sent out accurately and on time and that the required HR paperwork is completed • Maintenance of the recruitment notice boards including generating posters and appropriate communications • Looking at different ways to attract and assess talent, such as organising and attending recruitment / assessment events • Producing weekly and monthly reports for senior management • Highlighting any recruitment issues or concerns to the operations team • Administering payroll and maintaining employee records • Administer and process timesheets weekly and monthly basis • Dealing with grievances and implementing disciplinary procedures • Interpreting and advising on employment law Person Specification: • At least 2 years in - house recruitment background within an outsourced contact centre • Interpersonal skills to form effective working relationships with people at all levels • The ability to influence, question & listen • Ability to work to tight deadlines and work well under pressure • Flexible, positive with a can do attitude • Excellent communication skills both written and spoken Working hours: Monday to Friday 9 - 6 pm Due to a very high number of applications we are unable to come back to every candidate with feedback.

«PLANNING FOR SHORTER EMPLOYEE TENURES IS THE NEW NORMAL» Over the past several weeks I have now heard this referenced three times as a potential upcoming new «business strategy» and it is quite concerniNEW NORMAL» Over the past several weeks I have now heard this referenced three times as a potential upcoming new «business strategy» and it is quite concerninew «business strategy» and it is quite concerning.

Whether you're an employer selling your company as a desirable workplace to potential employees, or a mortgage broker selling your service to new home - buyers, a presence on social media is a must - have.

My new resume attracted more potential employers and really showed them what I can offer as a new employee.»

Writing a resume that sells your skills and experience is critical in getting to the interview stage for any new position as companies will receive so many resumes from other potential employees all vying for the same position.

Professional Experience Injury Finance (Greenwood Village, CO) 10/2003 — Present Insert Title • Develop business plan, processes, and protocols for a medical treatment finance company • Administer medical liens with healthcare providers to cover patient payment • Hire, train, and manage employees ensuring efficient and effective operations • Interview potential clients, analyze situation, and oversee client selection process • Serve as liaison between Injury Finance and third party attorneys and medical providers • Oversee sales and marketing initiatives ensuring profitable operations • Develop marketing collateral, logo, brand image, and mission statement • Draft website copy and coordinate execution with independent IT contractors • Develop proprietary software in conjunction with a database developer • Negotiate provider contracts and lien settlements with attorneys • Expand into New Mexico and Georgia building business into $ 12 million in annual revenues • Assist with accounting functions including P&L report generation and review

If your area of instruction tends to create a personal following that would go where you go, make sure the potential employer sees that they «ll get not only a great employee if they hire you, but new customers as well.

Midwest Steel Blanking (Lombard, IL) 07/2004 — 08/2008 Director of Operations • Oversaw daily operations and management of 40 employees including 2 project managers • Served as an advisor to the President on all critical and strategic issues • Led presentations to banks, governmental agencies, potential investors, and large volume customers • Oversaw production, maintenance, quality control, and all other dealings with all outside vendors • Negotiated all insurance policies and contracts concerning account receivables and insurance related claims • Developed the ISO 9000 quality manual and OSHA safety awareness programs, training, and documentation • Trained future managers of the company in professional skills, managerial decision making, and business communications • Designed and implemented a new inventory control systems for managing raw - material and finished - goods • Ensured cost control limiting the direct expenses incurred and indirect impacts such as inefficiencies, downtime, and waste • Over a 3 year period, reduced the account receivables insurance premium from $ 55K to $ 13K / year • Renegotiated all other insurance contracts for better coverage and reduced premiums by 20 % • Reduced «outside parts manufacturing» cost by 50 % • Maintained the cost of all supplies at the 2004 levels • Instituted production reporting and operational data analyses for decision making • Reduced down time by 60 %, overall operation's cost by 4.5 %, and scrap generation by 3 % • Developed ISO 9001 quality manuals and handled external annual audits • Introduced safety procedures and training programs