Sentences with phrase «want in a potential candidate»

Not exact matches

Leaving aside any potential issues with our hiring policies or company culture, what sort of questions / puzzles / brainteasers can I ask in our online application form or phone interview that can potentially screen those candidates who are motivated by providing great work and service, rather than those who want a «cool» name on their resume?

In today's fast paced business world more partners, lenders, and potential accounts need to make quick decisions as to which suppliers, borrowers, and partners they want to work with; decision - makers use a variety of business credit scores, indexes, and reports to discard unqualified candidates from being considered for a partnership or a loan.

He added: «I think we as Christians should be praying that those potential candidates, from whatever party they will be from are pro-life, and we want to see that in greater numbers in Westminster and in the House of Commons next time round.»

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...

Due to his availability, Ancelotti has been spoken of as a potential candidate, but the 58 - year - old claims that he wants to be in club football for the time being.

In addition to reiterating his call for Senate Republican Leader Dean Skelos and Assembly Minority Leader Brian Kolb to lose their jobs, he wants both Astorino and Assemblyman Steve McLaughlin, another potential gubernatorial candidate, to do the same.

For a start, you'll want to populate your following with people you know: it helps to connect aggressively (though perhaps not TOO aggressively) with potential «friends,» perhaps starting with the candidate's own social connections and moving on to party activists, local officials, bloggers and the members of your own supporter list (include a link to your profile pages in mass emails and people will do some of the work for you).

In 2009, after eight years away from front - line politics, I decided to put myself forward as a potential Parliamentary candidate because I wanted to be part of — what I saw as — the Conservative Party's effort to reinforce, restore (and for some, reignite) people's belief in the value of doing the right thinIn 2009, after eight years away from front - line politics, I decided to put myself forward as a potential Parliamentary candidate because I wanted to be part of — what I saw as — the Conservative Party's effort to reinforce, restore (and for some, reignite) people's belief in the value of doing the right thinin the value of doing the right thing.

In making the announcement that he will not seek re-election for his Assembly seat this year, the GOP chairman said that he wanted to give candidates time to mount potential campaigns.

In a meeting at the Labor Temple on Third Street, both candidates said they wanted to reach an agreement, while also saying they supported efforts to contain health care insurance costs, including kick - starting the work of a six - year - old city committee that has been sporadically studying potential consolidation of health insurance coverage among the city's unionized workers.

Cory Booker's New Bill Would Guarantee Jobs to Everyone in 15 Local Areas U.S. senator and potential presidential candidate Cory Booker wants to give everyone who wants one a job in 15 local areas across the country.

With things in the nation's capital as contentious as they've been over the past decade, who knows if any of these potential candidates would really want to pursue the 1st District seat.

Moskowitz answered about a dozen questions, with topics including whether there is any potential mayoral candidate who embodies what she wants in a candidate, whether she plans on being involved in the 2017 election, why she is «such a lightning rod» for criticism, obstacles ahead, the City's pre-K program, whether she'll run for office at another time, whether she reflexively criticizes all education - related actions of Mayor de Blasio, whether she's concerned that her influence on state government will diminish because of her decision, discipline and suspension polices at Success Academy schools, her plans for other projects and her view on potential mayoral candidacies of Rep. Hakeem Jeffries and Bronx Borough President Ruben Diaz Jr..

You can have a checklist of things you want in a potential mate, but don't have something so rigid that you knock out good candidates.

The movement also needs to do better in taping the growing Parent Power movement for potential board candidates; as seen in Adelanto, Calif., where the successful effort by families to take control of Desert Trails Elementary School also fueled the defeat of two members of the district's board, there are families more than ready to take on traditionalists who want to keep the status quo quite ante.

And do we really want strong supe candidates in cities like DC, Chicago, and Newark to think twice before accepting the job as they wonder if their potential new boss is politically viable beyond the current term (or in Newark's Booker's case, moving up to bigger and better things)?

Talisman looks to have a lot of potential, but its management, likely along with Icahn, would probably want to steer the company in the right direction first before positioning it as an acquisition candidate.

Have a vision (e.g. I want a fast - running racing dog) that is a proven consequence of physical traits (e.g. powerful long legs), so you know what to look for in potential candidates.

Presuming you want to market your services to potential clients, connect with and engage with the people in your industry, demonstrate to potential employers that you are a qualified candidate for that dream job, and / or enhance your professional reputation, then the answer is yes.

If you don't understand what your potential employers want to see in a candidate, you will be simply be using guesswork to write your CV, and setting yourself up to fail.

The purpose of a resume is to qualify you as a potential candidate — both in personal character and in skill sets — and to make people reading about you feel compelled to want to meet you and learn more.

From first glance at a candidate's resume, employers want to see career progression: concrete accomplishments, any gaps in employment and potential growth within the employer's company, says Sally Stetson, co-founder and principal with Salveson Stetson Group, an executive search firm.

A recruiting employer is often willing to interview a good candidate late in the afternoon, but rarely will the interview extend past 6 p.m. (Remember, most potential employers started work by 8 a.m.) You don't want your potential to contribute as an employee assessed at the end of a ten hour day either.

We have attempted through the following resume sample to capture many of the capabilities and skills employers want to see in a potential candidate.

You'll look like an untrustworthy job candidate, and a potential boss might not want to call you in for a job interview, much less take the chance of hiring you.

What do they want to see in a potential job candidate?

A cover letter is a tool to sell your skills and abilities potential employer while highlighting the talents which prospective employer wants to see in a candidate.

In one case study, a potential candidate wanted to work for the International Rescue Committee and applied for multiple positions.

As you are looking to fulfill a crucial COO, CIO, CTO, or CEO role in your organization, and you are scanning through the professionally written executive resume of each potential senior - level candidate — once all of the executive search requirements are met, you may want to take a second look at the marathon runner... he or she may just increase your bottom line.

Here is a resume sample for data clerk position which portrays details of what employers want to see in potential candidates.

You want to keep it conversational as you point out what value you offer that's a competitive advantage over other potential candidates and how it may prove to be beneficial experience in helping to solve a problem for the employer.

While there may be some entry - level positions that want to know more about potential job candidates, your cover letter isn't the place to give a dissertation on that advanced algebra course or your degree in ancient European animal migration.

With so many potential candidates aiming for the same business manager position you want, it's important to highlight your skills in a way that outshines the competition.

This role comes with very few restrictions or limitations in regards to target market Job Description: Due to the unrestrictive nature of this position, the fact you will be working for the UK's largest privately owned recruitment company that has a vast network with an incredibly strong brand, we feel this is a great opportunity for someone looking to expand their stake in the Permanents market Recruitment Consultant Duties to include: - Identifying opportunities for the Branch - Bringing new business to the branch via telephone and face to face meetings - Sourcing candidates to fill positions for existing clients and to spec into potential new business - Advertising vacancies - In - depth interviewing of candidates, preparing them for interviews - Rate negotiation You will have the support of an Office Administrator to assist with job posting / cv searching and anything else that contributes to the running of the Permanents sector Successful Recruitment Consultant must have: - Recruitment experience is essential for this position - A tenacious, resilient, focused and incredibly driven attitude are essential traits, these are as important to us as someone who enjoys their work and who is a team player - Wanting to progress a career within our organisation, this is a focus area for the Basingstoke Brancin regards to target market Job Description: Due to the unrestrictive nature of this position, the fact you will be working for the UK's largest privately owned recruitment company that has a vast network with an incredibly strong brand, we feel this is a great opportunity for someone looking to expand their stake in the Permanents market Recruitment Consultant Duties to include: - Identifying opportunities for the Branch - Bringing new business to the branch via telephone and face to face meetings - Sourcing candidates to fill positions for existing clients and to spec into potential new business - Advertising vacancies - In - depth interviewing of candidates, preparing them for interviews - Rate negotiation You will have the support of an Office Administrator to assist with job posting / cv searching and anything else that contributes to the running of the Permanents sector Successful Recruitment Consultant must have: - Recruitment experience is essential for this position - A tenacious, resilient, focused and incredibly driven attitude are essential traits, these are as important to us as someone who enjoys their work and who is a team player - Wanting to progress a career within our organisation, this is a focus area for the Basingstoke Brancin the Permanents market Recruitment Consultant Duties to include: - Identifying opportunities for the Branch - Bringing new business to the branch via telephone and face to face meetings - Sourcing candidates to fill positions for existing clients and to spec into potential new business - Advertising vacancies - In - depth interviewing of candidates, preparing them for interviews - Rate negotiation You will have the support of an Office Administrator to assist with job posting / cv searching and anything else that contributes to the running of the Permanents sector Successful Recruitment Consultant must have: - Recruitment experience is essential for this position - A tenacious, resilient, focused and incredibly driven attitude are essential traits, these are as important to us as someone who enjoys their work and who is a team player - Wanting to progress a career within our organisation, this is a focus area for the Basingstoke BrancIn - depth interviewing of candidates, preparing them for interviews - Rate negotiation You will have the support of an Office Administrator to assist with job posting / cv searching and anything else that contributes to the running of the Permanents sector Successful Recruitment Consultant must have: - Recruitment experience is essential for this position - A tenacious, resilient, focused and incredibly driven attitude are essential traits, these are as important to us as someone who enjoys their work and who is a team player - Wanting to progress a career within our organisation, this is a focus area for the Basingstoke Branch.

That certainly makes it worth your while to invest time and effort in learning more about a potential candidate you might want to have on your team.