Sentences with phrase «skilled candidate looking»

A result oriented and skilled candidate looking for a Remote Healthcare Insurance position where my work skills and other professional abilities will be a valuable asset for the profit of the Healthcare / Insurance company as well as clients.

Not exact matches

Hiring dilutes your culture unless, along with resumes and skill sets, you look at a candidate's personal alignment with your company's core values.

Employers are looking for candidates who can sell their skills, but many Canadians say they just aren't comfortable doing it

My co-founder and I always go into candidate interviews with an open mind — you never know how a story someone will tell could reveal a skill or trait you're looking for.

And sometimes, smaller organizations win talent wars by looking for gifted employees where larger companies often fear to tread: Job candidates who lack skills or experience, but seem like cultural fits based on work ethic and personality.

I know exactly the position I'm looking to fill, the number of years of experience a candidate should have, and the skills they need to succeed.

«Aside from a salary and benefits, what skills will they gain, what professional connections are they going to make, what opportunities exist for growth within the company, and why would this position make them more desirable candidates when they start looking for their next jobs?»

On the Boardlist, CEOs can look for candidates by skill — an approach that may encourage some boards to broaden their searches.

One of the important factors many employers look for in their candidates is their skill set and their commitment to growing and gaining new skills.

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...

Abang advised the Ekiti voters to look for a candidate with leadership skill and one who could provide the dividends of democracy.

Instead, McHale says he looks for candidates at any degree level with a strong background in the fundamentals of science and engineering — especially basic physics — interpersonal skills, «broad industrial experience, and a proven track record of being able to apply their fundamental knowledge to improve a business.»

Selby adds that beyond seeking stellar academic records coupled with demonstrated leadership skills and motivation, the committee also looks for candidates who have made links with a French scientist in advance of the competition.

Looking to the future, he feels that the range of skills that he developed during his internship make him a more attractive candidate for an industry or consulting job if he decides to go that route later in his career.

«We are looking for people with the right technical skills for the job,» says Thompson with CST, «but the ideal candidates have scientific acumen, so they can quickly analyze a problem, design appropriate experiments, interpret the results, and move on to the next stage.

Employers looking at environmental issues don't hire candidates for their decision analysis skills alone; rather, they hire good scientists who also possess decision - analysis skills, Crawford - Brown and Hammitt agree.

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 can then look for candidates whose skill sets best match the skill profiles for available jobs.

Job Description: We are looking for a Master's level candidate or Postdoc with background in marine ecosystems and excellent field, modeling, communication and team - work skills to work towards the improvement of harmful algal blooms detection for user - relevant coastal water monitoring and environmental reporting based on validated Earth Observation and in situ optical data.

Whether you're looking for an SEO expert or a development team, you can find job candidates with diverse skill sets on FlexJobs.

Theo James has the looks, skill and range of an actor on the verge of superstardom, and Ben Kingsley injects some humor into his role as master villain, but the script (by director Per Fly and Daniel Pyne, who wrote The Manchurian Candidate) is too crammed with information that it sounds like historical footnotes.

Louise Cooper takes up the position of chief executive of SGOSS Governors for Schools, which supplies a free governor search and selection service for schools looking to recruit candidates with commercial experience to boost the skill sets of the existing Board of Governors.

What are the 10 top skills to look for in an Instructional Design candidate that can help create a strong...

A candidate like this is golden, because they are looking for a better company that offers above - average compensation, projects, and can validate their skills in front of peers.

Look for answers that illustrate your candidate's knowledge of adult learning principles, understanding of organizational behavior, organizational skills, coaching skills, presentation skills, innovation, and so on, depending on your needs.

After all, this is the time when you get to see the true character of the candidates and determine whether their eLearning experience and skill sets are what you're looking for.

This is another reason why companies looking for candidates for these who have entrepreneurial experience; freelancers and agency owners have extensive networks already developed of people with 3D animation, programming, video and voice - over skills.

Look at these skills and be able to complement the candidate based on these merits.

As education students near graduation and move into careers, they begin to look at skills, training and experience that distinguish them from other candidates in the hiring line.

For example, some schools may be looking for candidates with good social - emotional skills; other schools may be looking for some educational technology expertise.

When you've got a few names that look promising, be sure to interview several potential candidates so that you can get a sense of both the skills they have on offer and how their personality is going to fit with yours.

As we've stated, having studied abroad looks impressive on a resume, and given those «special skills» you now have, you might leapfrog over other candidates.

A better method to build a great team would be to look at the requirements of the job compared to the skills and characteristics of the candidates.

That is why when we hire employees, we must look for candidates who not only possess the right skills, but also will fit in well with the rest of the staff.

We are looking for qualified candidates who want to work in a fast - paced high demand environment alongside other highly skilled technicians, boarded specialists and emergency doctors.

We are looking for hard working candidates who have good people skills and passionate surfers.

We're looking for candidates who combine strong programming skills with a passion for games, and the ability to work well with others.

As having «Technology» in the title suggests, in addition to finding a candidate who is comfortable with new and existing outreach, we're looking for someone with who has skills to work our database (Salesforce), update our website (Plone is our CMS) and generally knows their way around a computer (PC based office).

«We just find they're looking for a more well - rounded candidate, so somebody who has the strong technology skills, somebody who may have more than one language.»

The firm looks for exceptional analytical and communication skills by reviewing writing samples, interviewing references and meeting with candidates.

We are looking for candidates who possess ambition, maturity, strong communication skills and the ability to work collaboratively with others.

Some are so bad at basic communication and listening skills that it's hardly surprising that firms might be tempted to try online tools instead — and look to direct source their candidates.

We are looking for candidates who have a 2:1 degree or above, who are approachable, have great communication skills and an appetite for success.

LAW Absolute recognise that every individual has specific requirements when looking for a job in the legal sector, and that is why we work closely with our candidates to find them the sector and discipline that best matches their skills and aspirations.

When recruiting at Rubica, we consider skills and experience, but we also intentionally look for candidates who can bring diverse perspectives and backgrounds to our team.

Whether you're looking to progress in your current area of work or to make a professional transition, supplementing your portfolio of skills and knowledge helps you stand out and demonstrates that you're the right candidate for a new opportunity.

The defining characteristics she looks for in candidates for these positions include interpersonal skills, intellect, problem solving ability and leadership potential.

Here are the 5 soft skills that all employers look for in candidates

Instead, hiring managers often arrange for automatic receipt notifications such as «Due to a high volume of applications, we are only following up with candidates who show a strong match for the experience and skills we're looking for.

You'd be amazed at how many of your friends and acquaintances will know someone who's looking to hire a candidate with the same skills you have.