Sentences with phrase «qualities every employer values»

By providing proactive examples of correction, not only will you show that your weakness won't affect your ability to carry out this role, but you'll also highlight your sense of motivation and initiative — qualities every employer values dearly.

To find out what qualities employers value, we again took a look at job announcements on Indeed.com.

Honesty is a quality employers value, but in any position within the medical field, absolute honesty is a must.

Not exact matches

One of the qualities employers most value now is called grit — the fortitude, insight, and ability to adapt on the fly that often comes from overcoming adversity or disadvantage in life, as Ellen McGirt explains in the feature «How Your Life Experience Could Help You Land a Great Job.»

Now more than ever, self - funded employers are seeking financial value from the health benefits plan they provide while still maintaining quality of care.

The qualities that each generation value most in a potential employer is different.

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...

«It is vital to recognise the types of qualities and skills that employers value most and how best to provide these to young people.

In a 2012 survey of employers by the job placement firm OI Partners, being a team player — as in, flexible and helpful — was the top - valued quality in an employee.

Initiative, passion and self - motivation are the qualities leading UK employers most value in employees aged 25 or under, according to new research by Uni's not for me (UNFM), an information and advice resource for young people considering the alternatives to university.

OECD's BIAC surveys of 50 employer organizations worldwide has shown that employers value not just skills as described above, but also character qualities as well.

But as education departs the classroom and the lecture theatre, and arrives at laptops, tablets and smartphones, certain skills and qualities are disappearing — and those qualities are highly valued by potential employers.

She helped shape and execute on the firm's strategies to deliver distinctive services to the tech, finance and energy & infrastructure sectors, be a leading law firm employer, and meet client demand for quality and value.

Equally important is the fact that they can stand as references on the value and quality you can bring to any employer.

Team building, people skills, providing service, etc. are all qualities that employers value.

Personal branding for job search is a means to differentiate the good - fit qualities and value you offer your target employers over those competing against you, by aligning your key areas of expertise, driving strengths, passions, and relevant personal attributes with your target employers current needs.

It's about defining and knowing what makes you unique and valuable to the employers you're targeting, and clearly communicating your value proposition and good - fit qualities for your target employers when you network and interview for jobs.

Your CV will obviously be targeted towards one type of role, but some employers will value certain qualities over others.

It's a marketing document designed to align your qualities and qualifications with your target employers» requirements and needs, while differentiating the value you offer over your competing job seekers.

Do your research now into companies that you'd like to work for and make sure you weave in evidence of your qualities or values that align with the potential employer's.

How can you define your personal brand around differentiating the unique value you offer the employers you'll be reaching out to — in terms of your driving personal attributes, strengths, passions and other good - fit qualities — if you don't know anything about who they are, their needs and their corporate culture?

Boast these qualities via your resume and cover letter, of course, but also show your employers you have the practical value they're seeking and the intrinsic value that will make them look good for hiring:

Define, differentiate and communicate the unique combination of qualities and qualifications (driving strengths, areas of expertise, personal attributes, passions and values) you offer your target employers, that set you apart from others competing for the same kinds of jobs.

Employers will usually only spend a few seconds deciding if you are a good enough fit for a job to warrant a more thorough review of your resume and cover letter, so you need to make sure that it is immediately obvious that you have many of the skills, experiences and qualities that they value most highly.

That is why we work with veterans and employers alike to help transition them to civilian life with career opportunities that value these qualities and specialized skill sets.

Make a list of the core skills, qualities, areas of knowledge and experiences which employers value the most highly.

A resume that sells your qualities in the best possible way and makes an impression on the employer will be of great value to you.

The employer will try to get an idea of your qualities compare to other candidates and the added values you bring to the job.

Buy, use, or research competing products / services to determine how the potential employer fits into the industry's product spectrum: price - leader, value - based, quality - brand, etc..

It is all too easy to over-promise, and while the employer might be initially attracted by the pizzazz of your resume, whether or not you live up to its value proposition decides the length and quality of the relationship.

You also demonstrate your professionalism and tenacity, qualities that employers also value.

Many employers value the skills and qualities gained from previous experience, particularly from the accountancy or finance sectors.

To add value to your resume, you can adopt the above qualities and skills that employers usually require from facilities managers in making the skills section of your resume.

Personal branding for job search is a method to differentiate the good - fit qualities and value you offer your target employers over those competing against you.

Yale students are often for their future potential, and for the qualities most valued by employers — critical reasoning, quantitative skills, creativity, writing and presentation skills, and research ability.

The core qualifications section of the cost engineer resume sample focuses on top qualities valued by potential employers.

By formatting the core qualifications section into bullets, the author of the resume provides crucial qualities that employers value.

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It is a way of expressing your value to a company by forcing you to detail your better qualities in a way that is easy for a potential employer to read.

Employers continue to value the CMA (AAMA) precisely because the credential represents the foremost quality employee in the profession.

The requiring of a fee to enter the site increases Flexjobs perceived value to the customer and in return it improves the quality of job postings because the prospective employer looking to post on this site will see a higher value in a site that requires posters to pay for entry.

While all employers looking for a medical coding specialist are likely to value basic qualities such as knowledge of codes and attention to detail, each employer also has its own set of criteria and priorities.

Apart from your personal qualities and experience there is something else which is greatly valued by employers.

These lists often include a number of soft skills employers value, such as the ability to learn new skills, strong leadership qualities, flexibility to work in teams or independently, and respect for procedures and accountability.

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Just like with work experiences, develop some stories about your educational experiences that demonstrate the skills, qualities and experiences your target employers value.

Seeking a challenging engineering, product development and / or quality assurance position where I can contribute to the bottom line through value engineering, cost analysis and quality improvements to my employer's processes and products.

Quality local employers and quality jobs can add value to a property and greatly increase the pool of prospective buyers or renters, saving valuable time on the market as a Quality local employers and quality jobs can add value to a property and greatly increase the pool of prospective buyers or renters, saving valuable time on the market as a quality jobs can add value to a property and greatly increase the pool of prospective buyers or renters, saving valuable time on the market as a result.