Sentences with phrase «what value the candidate»

When an employer goes through a resume, he needs to see what value the candidate will add to his company.

Not exact matches

If new hires are not aligned with company values, focus on writing better job descriptions that more effectively communicate what the company wants, to attract better candidates.

Ask candidates what part of the company values they relate to and why so you can see how well they align with the organization.

That number «was more than [Trump] spent on actual ad buys in all media during all of 2015,» the study notes, and the candidate's total advertising value was 1.5 times what Bush, Rubio and Cruz got.

Experience gets candidates the interview and hired; what they do on the job brings the value for which you should provide feedback and evaluations.

I have no idea how Romney became a presidential candidate when so few people really know what core Mormon values really are.

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...

What we need are leaders who hold public office who truly share out values and are willing to fight for them all the time, candidates with an agenda for the 99 percent.»

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 thing.

Yet we are persuaded that the candidates have been thinking hard about where Labour should position itself if it wishes to win power again and what its values should be.

What do you get in terms of choosing your party candidate... What is the value?»

While clearly there are factors that are universally popular such as pay, benefits, company values, and career opportunities (incidentally, Legal Week's survey found that while job candidates talk a lot about their desire to do pro bono work, this category ranked lowest in importance) what matters to one employee is of less importance to another, and even an individual can change their priorities throughout their career.

Knowing what qualities you value will also guide you in formulating questions for the candidate.

So what kind of «stuff» do you have to own in order to be a good candidate for high value home insurance?

«People often don't get out of their own mind and think about what makes them a unique candidate and what makes them someone of value,» says Aikman.

Recording a company video that communicates your company's value proposition and what you're looking for in a candidate might be even more low cost.

During the interview process, ask questions to find examples of how the candidate has delivered value and results in their previous or current role: e.g. what initiatives did they implement which drove value, how did they acquire new clients and foster relationships etc.?

It is considered outdated by today's recruiters because it focuses on what the candidate wants for themselves, not the value they can bring to the company.

Based on Step 1, figure out what companies out there match your values and do the kinds of things you want to be doing and what qualifications they require from candidates.

The second example has two sentences which tell us how much experience the candidate has, what their values are and the level of education.

Tell your candidates what they can learn at your organization to show that you value your team enough to invest in their future skills

Research the company (try Glassdoor, for example) to understand their values, their goals, and what they want in a candidate.

Now that you have your executive MBA, you'll need to know how to talk about how your degree adds value to you as a candidate, and what it will bring to your employer.

It will help decision makers vetting candidates like you learn what differentiates the value you offer over others.

Is that what job candidates and some resume writers (the not so good ones) mean when they include» proven leader» as part of your value proposition?

Look for keywords that indicate what the hiring manager values in a candidate — for example, the job listing might say «successful candidate will be a self - starter who delivers on time and on budget.»

We consistently provide candidate experiences focused on what they value most.

It is much wiser to use that prime space to highlight the value the candidate will bring to the company than to detail what the candidate wants from the company:

The statement concisely explains what makes the job seeker a unique job candidate (including skills, strengths, and accomplishments), and how he or she will add value to a company.

To present yourself as the best candidate and the right solution for companies, your executive resume should tell the reader who you are, what value you bring, and where / how you have been successful.

Any additional training, seminars, workshops, and courses you have taken which adds value to what you bring to a company makes you a competitive candidate in the modern job market.

Your job as the retailer of your value, also is to distinguish yourself from what appears to be a similarly qualified, but less «expensive» candidate (seller) who may purport a track record that seems equally impressive and compelling.

The focus of a resume today is to brand yourself to employers to convey to them how you would add value as an employee and what differentiates you from other candidates.

From the recruiter's perspective, resumes are supposed to explain values, i.e., what candidates will do for organization.

At that time the hiring professional has received a detailed «what» and «how» background of the potential candidate and is impressed with the candidate's achievements and qualifications and has the opportunity to discover «who» (attitude, values, beliefs) the candidate is.

what errors can eliminate your candidacy... and the platform's value to uncover and connect with passive candidates.

Or what value you, as a candidate, could bring to the company.

Candidates need to know what cultures they thrive in and what traits and values they are looking for in an organization.

Basing new - hire salaries on local market value, retraining recruiters and hiring managers on screening and interviewing, and conducting internal wage audits are a few of the ways employers can get ahead of what's becoming a nationwide trend of prohibiting inquiries into candidates» previous salaries.

This occurs because most candidates have been taught and reinforced to concentrate on responsibility and experience (what's important to candidates)... at the expense of value and accomplishments (what's important to employers).

This isn't an accident, it happens because you've left out what makes you superior to other candidates (that you've provided value by solving similar problems).

They are meant to drive home what makes you a good - fit candidate for the companies you're targeting, and differentiate the unique value you offer over your competition.

Our work products and recommendations are based, not on theory, but on our actual experience of what human resources, recruiters, and hiring managers most value when evaluating job candidates.

Our guest expert lays out what the top job seekers want, and how hiring managers can attract high - value candidates through flexible work options.

Reading our weight loss consultant resume sample assists you in determining what to include to emphasize your strengths, accomplishments, and skills so that hiring managers recognize your value as a candidate.

What value as a candidate we could propose to the potential employer makes it a better deal.

Your Resume - This must be well written, organized in a way where a potential reader can quickly see what sets you apart from other candidates, and identify what skills you will bring to their organization that will bring value.

You can't tell what a candidate's value is until you read the resume.

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.

They are emphasizing, instead, what a candidate offers to help move the company forward into the future, open up the company's perspective, and support the company's overall values (such as community service).