Sentences with phrase «valued attributes employers»

Considered a soft skill (a personal strength as opposed to a «hard skill» that is learned through education or training), an aptitude for creative and effective problem solving is nonetheless one of the most valued attributes employers seek in their job candidates.

Not exact matches

Reviews include employees» opinions on some of the best reasons to work for their employer, any downsides, advice to management, and whether they'd recommend their employer to a friend, as well as ratings on how satisfied they are with their employer overall, their CEO, and key workplace attributes like career opportunities, compensation and benefits, culture, and values.

«Conceptually, the plan has several positive attributes that will help attract employers, create jobs and boost our overall economy — enhancing the value of our existing businesses in the process,» Seward said.

As we'll see in response to further questions, this primarily equates to the value of their base salary, but the expectation of employers to provide health insurance will also be part of the reason they attribute such importance to the benefits offered.

Values, beliefs, motivation, management style and communication style are all attributes that employers use to evaluate culture fit, so bring these up in your resume.

It's associated with a specific «person,» designed to resonate with their specific target employers, and crafted to showcase that person's unique set of personal attributes, motivated strengths, passions, and value proposition.

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.

With target employers in mind, an executive's personal brand «positioning» statement should link their functional areas of expertise (hard skills) with key personal attributes, values and passions (softer skills).

With target employers in mind, your personal brand «positioning» statement should link your functional areas of expertise (hard skills) with key personal attributes, values, and passions (softer skills).

You may not understand the value of a career brand biography over the traditional bio you may be used to — a boring rehash of your resume that gives little or no feel for what kind of person you are, what attributes and strengths drive you, and how those brand attributes can benefit potential employers.

The development process requires pinpointing the personal attributes, values, drivers, strengths, and passions that differentiate your unique promise of value from your peers, in content and messaging designed to resonate with your target audience (or target employers).

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?

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.

Then, right after the job title headline, provide a value proposition that connects the job seeker's personal attributes with key skills that an employer needs in relation to the job title headline.

Don't be afraid to stress the value of these attributes to your employer.

By digging deep and defining your unique combination of key personal attributes, passions, strengths, talents and values, personal branding helps you communicate your good fit BEYOND your target employers» requisite qualifications.

As part of an effort to close the critical divide between what candidates have and what employers need, the Job Preparedness Indicator assessed the value of key skills across entry, mid -, and senior levels by determining what attributes employers consider most important but are rarely seen in candidates.