Sentences with phrase «skills of the candidate which»

The CV must focus upon the career objective, work experience and skills of the candidate which make him suitable for the job position.

They play a vital role in the after sales services of a company and thus a technical customer support resume objective must mention the skills of the candidate which are relevant for such a position.

Therefore, a cosmetic retailer resume objective must ensure to outline the important skills of a candidate which can help him or her to secure a job in this particular retailing industry.

Therefore, a cosmetic retailer resume objective must ensure to outline the important skills of a candidate which can help him or her to secure a job -LSB-...]

The objective should talk about the specific qualification and skills of the candidate which is being noteworthy and gives the candidate a competitive edge over others.

Not exact matches

Some of that comes down to building your skills as an interviewer, which can only really happen with a lot of real skills practice (Effectively «probing» a candidate for more information is easy in concept but is far from easy in reality).

Every company is a technology company now, which means that in every kind of business, candidates with digital skills will increasingly get the best jobs.

Employers can learn which skills, real - world company experience and educational background offers the greatest predictor of a candidate or employee's future success at their organization.

The range of skills a content marketer needs to have is diverse, which makes it hard to find qualified candidates.

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...

The Park Board, which voted unanimously for Brissa, chose him over six other candidates who interviewed after a nationwide search because of his effectiveness during the interim period and his communication skills, Wehrli said.

The main value of a postdoc is that it allows you to broaden your research skill set and learn new techniques, which makes you a better candidate for most research jobs.

Instead of using humans — who, admittedly, expect salaries, paid leave, and health insurance — to evaluate applications and decide which candidates possess or can quickly learn needed skills, companies entrust these tasks to computer algorithms, which are cheaper in the short term but lack any ability to judge what resumes and applications indicate about applicants» abilities.

Headline simply states your target position, it is your micro resume so be careful because thousands of candidates with alike skills apply for the same position, as that of your's, and your headline is the one which sets you apart from those candidates.

Liam is one of 28 candidates who will shortly complete the programme, which equips trainees with core skills and competencies needed for key engineering tasks such as preparing and using milling machines and lathes, and producing mechanical engineering drawings using computer - aided design (CAD) technology.

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.

Candidates that made it favorably through the pre-employment skills testing stage but lack some essential skills and knowledge can move on to a pre-employment training program, which will serve as a final assessment of their capacity to learn what's required, giving you another screening option before your hiring decision.

With many employers requiring experience from potential candidates, essential skills such as teamwork, interpersonal skills and time management are refined in a placement year which, of course, can be used interchangeably within any chosen job role.

This process begins with the highlighting of places, whether in the US or abroad, where teaching is seen as an attractive profession including sensitive and profession - appropriate measures of which candidates are promising; excellent training given over a number of years, without candidates having to acquire significant debt; placement of apprentice teachers in settings where they can be expertly inducted into the profession; expert and appealing professional development where teachers feel that they are continuing to acquire new and needed skills; and career paths that are multi-faceted and rewarding.

The teacher candidates noted that they also benefited from seeing how such a learning environment could be structured so that student learners are allowed control over their learning (technological content knowledge), the use of acronyms to guide procedural knowledge development (technological pedagogical knowledge), and the level of technical skills required to teach with technology (technological knowledge)-- all of which increased their own teacher knowledge about teaching with technology (Figg & Burson, 2009).

The completion of one cycle of experiential learning helped them gain a better understanding of VS, the key VS teaching skills, the VS teacher's responsibilities, and the role of technology in VS. It also helped the teacher candidates to address their preconceptions and misconceptions, which minimized their concerns about VS. What began with a motivation to acquire the required contact field experience hours ended with spurred interest in a potential career related to VS.

The content and assessment framework sets out the knowledge and skills that providers must teach as part of each NPQ, and the tasks and criteria against which providers will be required to assess their candidates.

This results in a shortage of opportunities for teacher candidates to experience technology being used effectively in high - need urban schools in the course of their field experiences, which limits their ability to attain high levels of computer integration skills as teachers (Moursund & Bielefeldt, 1999).

Among them was the Academic Literacy Skills Test, or ALST, which was intended to assess reading and analytical writing skills, and the edTPA, which requires candidates to submit a portfolio of work, including unedited videos of them interacting with stuSkills Test, or ALST, which was intended to assess reading and analytical writing skills, and the edTPA, which requires candidates to submit a portfolio of work, including unedited videos of them interacting with stuskills, and the edTPA, which requires candidates to submit a portfolio of work, including unedited videos of them interacting with students.

First, I will say that as a former person in charge of teacher preparation in the state of New York that the portions of this report that talk about the importance of alignment, of the higher education system and the P12 system, and really understanding the ways in which we're providing opportunities for teacher candidates to have longer residencies and we're thinking about ways in which teacher candidates are participating in coursework and practice, experiences that allow them to really apply what they're learning in ways that they're getting more at bats and they're becoming more confident and they're entering the system with a set of skills that are gonna help close those gaps and help those secondary students be successful is important.

Generally, this assessment will include two different tests — one which assesses the candidate's knowledge of basic skills in reading, writing, and mathematics, and another which assesses the candidate's expertise in the content area for which he or she is seeking certification.

MFA candidates concurrently present new and engaging works that demonstrate each artist's caliber of ideas, skills, awareness of the global context within which art is created and circulated, and critically engaged artistic practice.

The successful candidate for this position will teach two sections of the first year course, which emphasizes mastery of lawyering skills as the bedrock of professionalism.

Using the concept of Virtual Law Firms («VLFs»), the LPP designed a hybrid learning experience / environment by which candidates would develop the relevant lawyering skills required by the regulator through simulated files in the areas of Administrative Law; Business Law; Civil Litigation; Criminal Law; Family Law; Real Estate Law; and Wills & Estates Law (subject areas mandated by the LSUC).

Beyond that, firms need to verify all the objective facts on which it is relying, e.g., clients, matters, successes, relationships, etc., as well as the subjective considerations such as the candidate's quality as a lawyer, skill at building client loyalty, and ability to work as a member of a team.

The following computer skills are incredibly valuable right now across a wide range of industries — which means having them on your resume will make you a more attractive job candidate.

Recruiting in 2017 and beyond will rely less on resumes and cover letters — many of which are padded anyway — and increasingly on insights available before a candidate has even applied and alternative forms of demonstrated skill and potential either before or during the interview process.

This helps job seekers pinpoint which aspects of their resume need improvement, and helps employers identify any key skills missing from a candidate's background.

Don't forget to think beyond the job description and consider which of your skills and accomplishments make you a better candidate than the competition.

Our recruiters attribute an industry low turnover rate to a rigorous prescreening process in which candidates are evaluated based upon their current skill - sets, the relevancy of past employment history and perceived fit within your corporate culture.

By using a cover letter you can explain that many of the skills you use as a salesperson (such as cold - calling prospects, understanding client needs, making a case for the benefit of your product) can easily be translated into a recruiting job, which requires calling potential candidates, understanding candidate fit and promoting your company culture to top talent.

Then, leverage your network to set up informational interviews so you can learn which of your talents to emphasize on your resume and what skills you may need to acquire to become an ideal candidate.

«The biggest hiring trend this quarter is the growing number of knowledge - intensive jobs that are now on offer and for which suitably skilled, experienced and educated candidates are in short supply,» says Nick Deligiannis, Managing Director of Hays in Australia & New Zealand.

For instance, a Qualifications Summary is great for an applicant with a wealth of skills and abilities, which means it's helpful to experienced candidates, but not ideal for recent college grads.

The shortage of skills is creating an extremely competitive candidate market which, if not countered, could negatively impact productivity and growth plans.

Most employers will look for candidates with some hard skills (depending on the level of the role), which are complemented and enhanced by a variety of soft skills.

The sheet metal apprenticeship often tests the candidates» skills as part of the application process, which is why it is highly recommended to prepare for the test.

A sample cover letter of a Marketing Manager that showcases the candidate's skills and experiences which are relevant to the position appears below.

The candidate plays the guitar and sings, which is just the sort of cherry - on - the - top skill a hiring manager might want in a classroom teacher.

Candidates with relevant work experience can mention examples of their achievements at work through, which the recruiter can judge their skills required for supervisor's job.

By using an effective cover letter you can explain that many of the skills you use as a salesperson (such as cold - calling prospects, understanding client needs, making a case for the benefit of your product) can easily be translated into a recruiting job, which requires calling potential candidates, understanding candidate fit and promoting your company culture to top talent.

On the right hand you can find a delicate light grey column that hosts the candidate photo (which can be maintained or removed according to your preference), followed by additional informative sections such as key features, areas of expertise, professional and personal skills, languages, software, awards and interests.

Next to skills, experience as well as accomplishments of the candidate should be mentioned in the Resume Format, but remember to include achievements, which are relevant to the position.

The prospective candidate for the post of a preschool teacher is expected to possess the following skills, knowledge, abilities, and educational qualifications, which are essential for efficient discharge of his / her duties:

To determine if you are a good candidate for employment, you will need to take a combination of aptitude tests and exams, which test your skills and abilities, and personality and situational judgment tests, which evaluate your character and your behavior.