Sentences with phrase «recruiters and hiring managers who»

Recruiters and hiring managers who aren't familiar with TSOs» work might believe all you do is check passengers» identification and ask them to remove their shoes before they pass through the airport scanner.

The resumes are used for talking points by recruiters and hiring managers who have traveled to that specific school to find employees.

This will help you stand out to recruiters and hiring managers who are looking for a very specific skill set, not to mention that it will make your resume more discoverable by search engines and software.

Keyword optimization is done so that your resume will come up first in searches by recruiters and hiring managers who are looking for people with your skills.

«Recruiters and hiring managers who see candidates badmouthing employers will immediately see that they are not team players.

Your resume helps you land your first job by presenting you at your best to recruiters and hiring managers who are looking for someone with your achievements, skills and education.

To stand out and generate interviews, your resume needs to grab the attention of recruiters and hiring managers who flip through resumes quickly, and it needs to spark their interest with the kind of information that makes them want to know more.

There are many guidelines you'll want to keep in mind along the way in order to ensure you secure the attention of recruiters and hiring managers who read your document.

If I can spot a template a mile away, then so can recruiters and hiring managers who view hundreds of resumes each day.

However, in addition to that, it is good to have a professional look over your resume, who knows exactly what it takes to make your resume appealing to the recruiters and hiring managers who will be viewing it.

The recruiters and hiring managers who receive your resume will first give it a quick read to determine if it is worth further review — it's cursorily «scanned» for about 10 to 15 seconds.

But what happens to those recruiters and hiring managers who want to see a cover letter?

Employers reject most of the resumes they receive, and most of the recruiters and hiring managers who do the rejecting read only the first few lines of a resume, Llames said.

The recruiters and hiring managers who received your resume already knew that.

This blog post is dedicated to The Stuck Ones — and comes from the collective wisdom of career coaches, recruiters and hiring managers who were once stuck too.

Second, it wastes valuable LinkedIn real estate that might be used to sell you to recruiters and hiring managers who may stumble across your LinkedIn profile.

It's also reality, according to recruiters and hiring managers who admit they're likelier to pass up job seekers with significant, unexplained gaps in their work histories.

HR teams, recruiters and hiring managers who conduct interviews of applicants will need to be trained on the implications of the new laws.

Expert Tip: I recommend reverting to titles on job postings — because recruiters and hiring managers who write job postings are likely to use these titles to look candidates up online.

For recruiters and hiring managers who take the time to read them, great LinkedIn Recommendations can be the difference in getting the job offer.

While you may feel disconnected from the hiring process after you've applied, there are people on the other side — recruiters and hiring managers who continually review applications.

If you have found a company or a job you like, research the recruiter and hiring manager who will be reading your resume and LinkedIn profile:

Not exact matches

I sent a thank you email to only the recruiter and the hiring manager (who interviewed me), and haven't heard anything.

«These are passive job seekers - people who aren't actively looking for jobs - who are extremely valuable to the recruiter and the hiring manager.»

In addition to following these Twitter handles, it's also perfectly acceptable to connect with recruiters, thought leaders, and relevant hiring managers who work at those companies.

If your first interview is a phone screen with a recruiter who will be handing you off to a hiring manager, take the time at the question and answer section at the end of the call to ask a short, quick salary question.

Whenever possible, research the name of the hiring manager or recruiter (if it's not listed on the actual job post) and the company who's filling the position, and use this information to customize your opening document.

Hiring managers and recruiters have a nightmare of a time keeping track of who's a good fit and who isn't.

Remember: hiring managers and recruiters are going to be on the lookout for the person who has the potential to do their job.

I'll describe below who these three layers are — screeners, recruiters, and hiring managers.

Spend your time on high value tasks — like identifying and researching companies you'd like to work for, and trying to connect directly with hiring managers and recruiters, and having coffee with someone who works for the company you're applying at — and not just simply spending time in front of your computer.

If the resume meets the criteria, it will pass through the screen and make its way to the next reviewer, either an experienced recruiter or hiring manager, who will have a better understanding of your work and capabilities.

Many hiring managers and recruiters are given specific instructions not to consider people who ask for more than the company's initial offer.

That's the opportunity to name drop, or better yet, see if that person is willing to take a copy of your resume and pass it along to the hiring manager or the recruiter who's in charge of that position, because then you're bypassing that electronic gatekeeper, or the big black hole that everyone's scared about, and allowed to get on to the hiring manager so that you have a better shot at getting that job, or at least getting an interview, so to your point, you can make your case in person or on the phone.

Our staff includes recruiters, hiring managers, and professional writers who specialize in corporate communication.

The idea here is to see what comes up on the first two or three pages that recruiters and hiring managers can end up clicking through to see who they are dealing with.

And no matter your career level, a candidate who walks in professionally dressed, well - groomed, and offering a firm handshake is more likely to make a lasting, positive impression both on the recruiter and hiring managers than those who do nAnd no matter your career level, a candidate who walks in professionally dressed, well - groomed, and offering a firm handshake is more likely to make a lasting, positive impression both on the recruiter and hiring managers than those who do nand offering a firm handshake is more likely to make a lasting, positive impression both on the recruiter and hiring managers than those who do nand hiring managers than those who do not.

It should go without saying that recruiters and hiring managers prefer to speak with a job seeker who can hold a two - way conversation.

Recruiters, hiring managers and employers appreciate most the candidates who put their best foot forward, and who are able to demonstrate their eligibility for whatever role they're declaring an interest in through their passion and fastidiousness.

If it's a recruiter or hiring manager, it won't seem like you're desperately and immediately contacting everyone who viewed your profile.

Even hiring managers and recruiters who say they never read cover letters may find themselves drawn in by a particularly compelling letter.

If the resume meets this criteria, it will pass through the screen and make its way to the next reviewer, either an experienced recruiter or hiring manager who will have a better understanding of your work and capabilities.

Hiring managers and recruiters are more likely to take a closer look at candidates who were referred by someone they know.

Understand the different players — the third - party recruiter, the corporate recruiter, the hiring manager, and who does what, when, and why.

Before your resume even reaches a recruiter or hiring manager who is more knowledgeable about your line of work, it must first get past a piece of software (known as an Applicant Tracking System or ATS) and a junior level sourcer or HR coordinator who conducts the initial screenings.

Stick to the experience that counts, and the giver the hiring manager or recruiter a snapshot of who you are, and make sure you land on the short list.

& # --- Thomas Fuller Recently, hiring managers and recruiters have turned to the phone interview as a method of cutting down their enormous list of applicants to a select few who are eligible for an in - person interview.

Resumes only get a few seconds» initial consideration, so there needs to be a compelling narrative at the very top — your professional brand needs to come across so clearly that a recruiter or hiring manager immediately understands who you are and what you can do for the company.

Put yourself in a recruiter's position; we like to think that we have the power to hire anybody, but our decisions are determined by the need of the company, by clients and the overworked managers who need this person to produce so that he / she can take a break.

So yes, recruiters and hiring managers DO care about being able to find talented job candidates on LinkedIn; and yet maybe they DO N'T care about those job seekers who can't be bothered to create a profile on a FREE platform that allows them to be found.