Sentences with phrase «same skills the employer»

The skills you include in your resume and application should be the same skills the employer is requesting in the job description.

Not exact matches

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...

Employers responded to the government's consultation on changes to skilled labour migration (Tiers 1 and 2 of the Points - Based System) with vigorous arguments for the economic necessity of IntraCompany Transfers (ICTs)-- individuals relocated by their employers from overseas branches to British branches of the sameEmployers responded to the government's consultation on changes to skilled labour migration (Tiers 1 and 2 of the Points - Based System) with vigorous arguments for the economic necessity of IntraCompany Transfers (ICTs)-- individuals relocated by their employers from overseas branches to British branches of the sameemployers from overseas branches to British branches of the same company.

Scientific applicants will usually be expected to go through the same procedure as others, as technical skills are not the only factor employers take into consideration when deciding whether to make a job offer, even for scientific research posts.

The same can't be said of most STEM graduates: a 2011 UK government study reported the moans of employers that they often lacked communication and organisational skills as well as the ability to manage their time or work in a team.

Water - walker: Headhunter's slang for the mythical candidate that companies often look for in the beginning of a search; later, these same employers get realistic and realize they won't find all 10 skills in one hire.

Employers always provide the same three reasons as to why they like my students: 1) their written and oral communication skills, 2) their versatility in research, i.e., their ability to change research directions without inhibition, and 3) their ability to adequately conduct research within the context of a group project.

For example, a client who is hiring for a K - 12 course design project will not be looking for the same skills and abilities as an employer who is developing corporate eLearning activities.

These are the skills our young people are developing, and according to Microsoft research presented at Bett 2011, these are the very same skills that employers are seeking from potential employees.

Coming from the world of higher education, Karen saw first - hand the benefit of students who had the college and career - readiness skills that employers are demanding — these same social and emotional competencies that make great kids.

In the same light, an employer who is seeking a professional with certain skills might use the information from a credit report about a bankruptcy to determine you do not have the skills necessary for the job.

No doubt about it: information technology is marching — no, sprinting — ahead, fueled by new products that promise to revolutionize law practice and make lawyers more efficient.16 But at the same time, the feedback about law graduates» research skills remains lackluster at best.17 Despite a literal surplus of available tools, recent law graduates generally lack the research skills employers expect.18

Generally, Ontario courts have determined that when an employee utilizes a special skill in their employment they may deserve a greater notice period than another employee who does not despite the fact that both employees had the same or similar length of service with the employer.

Bill 148 will enact a new provision that prohibits employers from paying different rates of pay to their employees because of a difference in employment status, where the employees perform substantially the same kind of work in the same establishment, the performance of the work requires substantially the same skill, effort and responsibility, and the work is performed under similar working conditions.

If your employer refuses to provide the ROE, you should still apply for employment insurance benefits and file a complaint with Human Resources and Skills Development Canada at the same time.

Employers are evaluated by the editors of Canada's Top 100 Employers using the same eight criteria as our national competition: (1) Physical Workplace; (2) Work Atmosphere & Social; (3) Health, Financial & Family Benefits; (4) Vacation & Time Off; (5) Employee Communications; (6) Performance Management; (7) Training & Skills Development; and (8) Community Involvement.

The EEOC says, «Specifically, the EPA provides that employers may not pay unequal wages to men and women who perform jobs that require substantially equal skill, effort, and responsibility, and that are performed under similar working conditions within the same establishment.»

These figures can demonstrate to your prospective employers at a glance what impact you have had on the business and how your skills could help them achieve the same positive results.

At the same time, your goal is to get to the next step, so you'll want to provide focused responses that showcase your skills, experience, and fit» with the job and the employer.

While resumes and CVs serve the same purpose — to showcase your skills, experience, and key selling points for a particular role to employers during the job - search process — the amount of information you provide and the format of that information vary quite a bit.

Employers are also realising the importance of soft skills, which are now held in the same regard as those harder, more technical skills which tend to be more specific to the role.

At the same time, the labour force is shrinking and is less likely to possess the skills employers want.

If you face the same dilemma, here are a few tips on deciding what skills to add, and how to add them in order to leave your prospective employers impressed.

Understanding and highlighting your soft skills for prospective employers will give you a valuable edge over others who are vying for the same job.

Employers can teach their employees hard skills with some thought - out training, but the same isn't true for soft skills.

Due to the vast requirements of this position, employers seek candidates who have analytical skills, management skills, communication skills, and are confident at the same time.

The format should be correct, and error free and it should highlight your major skills at the same time, as this will grab the attention of the employer.

If you have all these skills, you need to communicate the same to an employer.

Although your productivity depends on how well versed you are with the technical skills; providing these details in your mainframe production support resume is also necessary to familiarize the employer with the same.

You may not have realised it, but it is possible to do a part - time job and gain the skills that graduate employers are looking for at the same time.

Hiring managers are looking for result driven descriptions such as your experience and skills, so let the same speak for you with a professional summary that targets the needs of the employer.

First - year students are often viewed by employers as candidates possessing less knowledge and limited skills than upperclassman going to the same college.

If you are seeking career in the same applied field, you can explain to the employer how you can be beneficial to the company while you acquire new skills in the specific field.

At the same time, you need to draft your resume and photographer cover letter that will help you to explain the prospective employer that you have the skills and experiences to perform well.

These are still worthwhile and desirable to employers if you go out of your way to develop the technical and soft skills that graduate recruiters want — the same goes whatever your subject.

As all my previous employers are benefited from my managerial skills, I would like to bring the same sort of benefits, or even more, to your company.

You are free to customize the same as per your skills, experience and requirement of your prospective employer.

On your LinkedIn profile, resume, online portfolio or simple website — basically everywhere that an employer might research you, tell the same story about your skills and qualifications.

Moreover, if the reference also belongs to the same industry or field of profession, his or her feedback to the present employer will obviously be considered to be valuable to form an opinion about the candidate's skills and, qualities and characteristic traits which are relevant to his or her professional life such as accountability, discipline and regularity among several others.

Next step is to enlist all your skills in the maintenance field and then prioritize the same ad demanded by the employer.

In fact, the study found that tech - centric employers are actively seeking candidates who possess the same soft skills as customer - facing employees.

Employers like to hire college graduates because colleges are willing to vouch for their students» skills; find someone they'll trust to vouch for you in the same way!

Not every job is a desk job, but every job involves some of the same skills and when you can show on your resume that you have honed these skills, potential employers will look again at your information even if you lack «experience» in the particular job you are applying for.

Potential employers will only spend a short amount of time quickly scanning through every CV and they will be looking to find the information they need either in bullet point fashion which contains the same keywords as the job description or a list of skills and qualifications which match those to what they need.

It is a great opportunity to personalize with the prospective employer and give them an insight into your job relevant skills and ways in which the same could be beneficial for them.

While many written resumes blend into each other with the same written formats and the same list of skills, video resumes can potentially represent a candidate more accurately, which can be hugely important in the eyes of an employer.

Keep in mind that a resume is a personal and equally a professional means of communicating with an employer; and at the same time, it markets your skills and qualifications to an employer.

The qualities listed above can help you make an attractive skills section for your resume since they are the same attributes employers usually look out for when hiring new facility maintenance supervisors.

It is changing the job market as we speak and these skills will be must - have skills in the same way employers look for basic computer proficiency today

In that same CareerBuilder survey, 35 % of employers cited résumés that don't include a list of skills as one of the most common résumé mistakes that may lead them to automatically dismiss a candidate.