Sentences with phrase «while other applicants»

Which means that while other applicants are busy telling potential employers what a «positive attitude» they have, you'll have shown them every specific detail they have been waiting to read.

While other applicants will be submitting boring chronological resumes listing out endless work histories and redundant day - to - day work duties, your resume will reassure the reader that you have specialized knowledge industry specific skills, and are worth calling in for interview.

You get interviews, while other applicants get put in the «No» pile.

Healthy, qualified applicants (based on the information provided in your life insurance application) can be insured immediately with no medical exam while other applicants can receive immediate coverage pending a medical exam.

Not exact matches

While the researchers didn't dig to find out why some states have wider pay gaps than others, they noted that in recent years, California and New York have banned employers from asking job applicants about their previous salaries.

Some ads list a preference for men, others try to lure male applicants by describing the attractiveness of future female co-workers, while many more place unfair and unequal demands on women applicants.

While we wound up winning along with two other teams out of a pool of more than 4,000 applicants, none of us had actually produced clean energy, fixed a significant element of the education system or tested a solution to the housing crisis.

GFI aims for diversity in their hires primarily through hiring practices that are intended to help them minimize the effects of bias, such as encouraging staff to score applications anonymously, using generalized ability tests, and meeting applicants only late in the process.88 While they've hired many women, including in seven of nine director roles, they find that their team is lacking in diversity in other ways, and they've met with Encompass to discuss further steps they can take to develop their diversity strategy.89 One staff member we spoke to mentioned that they hoped GFI would be able to begin paying interns, which might help diversify their team by broadening the pool of potential interns who could afford to take a position with GFI.90, 91

I / we agree that if any material change (s) occur (s) in my / our financial condition that I / we will immediately notify BSHFC of said change (s) and unless Baby Safe Homes Franchise Corporation is so notified it may continue to rely upon the application and financial statement and the representations made herein as a true and accurate statement of my / our financial condition.nI / we authorize Baby Safe Homes Franchise Corporation to make whatever credit inquiries / background checks it deems necessary in connection with this application and financial statement.nI / we authorize and instruct any person or consumer reporting agency to furnish to BSHFC any information that it may have to obtain in response to such credit inquiries.nIn consideration of the ongoing association between Baby Safe Homes and the undersigned applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS, in the course of its business operations, Baby Safe Homes provides its customers products and services which, by nature of the business, include trade secrets, confidential and proprietary information, and other matters deemed material or important enough to warrant protection; and WHEREAS, Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS, in the course of its business operations, Baby Safe Homes provides its customers products and services which, by nature of the business, include trade secrets, confidential and proprietary information, and other matters deemed material or important enough to warrant protection; and WHEREAS, Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise business.

So while some winning cities have already begun making plans to spend their newfound fortunes — and losers have moved on to other things — other applicants have been left twisting in the wind until the Cuomo administration can schedule a victory tour in their region.

One reason for this is that while everyone involved in the selection of job applicants knows what publication lists really mean, there is no other method available for at least giving the appearance of objectivity.

Some jobs might be just teaching, while others might be more involved in curriculum development, and the different roles may be more or less integrated into the department, so applicants need to know both what their career goals are and how the different opportunities may or may not meet their requirements.

That leaves him vulnerable under an executive order, signed by U.S. President Donald Trump on Friday, that calls for the rigorous vetting of applicants for U.S. visas from Iran and six other predominantly Muslim nations, and bars the entry of any citizen from those nations for 90 days while procedures for that vetting are put in place.

The names, logistics, and availability of such courses vary: Heil's doctoral summer school was only open to Ph.D. students at certain European institutions, for example, while others are open to applicants at various career stages from around the world, and many U.S. universities offer boot camps and bridge programs as part of their doctoral programs.

While it is reasonable to extrapolate the findings to other urban students who are similar to New York City applicants, we would argue against these results being applied to students who differ substantially from applicants to the charter schools.

While massive application superstructures may be wholly manageable for established charter authorizers with philanthropic support and professional grant - writers, for instance, they may be far more burdensome for educators or innovators with a promising idea (the kinds of applicants who once launched YES, KIPP, Aspire, Uncommon, Success, Achievement First, Summit, and many other now familiar names).

While this amounts to a small proportion of total OneApp applicants, others who ranked fewer than eight schools and yet received a Main Round placement might have simply been fortunate.

While the best applicants received no «inadequate» scores upon review by the Council, were deemed «excellent» on many measures, have clearly identified facilities for their school, and provide transportation to students, others received no «excellent» scores and were deemed «inadequate» on a number of measures, including transportation, staff, health and safety, and plans to serve special education students.

For example, some applicants to teacher - training are being rejected by some institutions for not having the right qualifications, such as high A-level grades in appropriate subjects, while others with worse qualifications are accepted at others.

Of those schools, some exempt applicants who meet GPA or class - rank criteria while others require scores only for course placement purposes or for internal research.

Many of the school's majors like fine arts, drama, and creative writing are exceedingly difficult to get into because of the large number of applicants, while other programs like cinema arts, guitar, and stagecraft are a bit less selective.

Some of the better - regarded voucher schools have fewer spots than applicants, McCarthy said, while others may have more spots than applicants.

Hall emphasized this week that, while both applicants are charter management organizations or education management organizations, state law allows for other groups to contract with the ISD as well.

Bad college essay is standard essay, while good college essay is unique and different from other applicants».

While you can use these personal loans for other purposes, American Express lets you pay off up to four credit cards directly, and in some cases, applicants will only be approved to use the loan in this way.

While SageStream provides credit scores to Lenders, SageStream does not make lending decisions nor does it have visibility into any Lender's criteria for granting or denying credit to you or any other loan applicant.

While some lenders might be worried that borrowers with student loan debt might not be able to handle monthly mortgage payments, Fannie Mae is anticipating that the mortgages originated under the new guidelines will have low default rates since applicants must still meet regular credit score and other underwriting criteria.

Sometimes applying for a joint mortgage is necessary if one applicant has a few minor credit issues but sufficient income while the other has great credit history but their income couldn't cover the mortgage.

After controlling for other factors, Faber found black applicants were 2.8 times more likely to be denied loans than white applicants, while Latino applicants were twice as likely to be denied.

Discussion: While it may be true that a debt can be charged off for reasons other than the debtor's ability or willingness to repay, generally, if a creditor has written off a debt as a loss it is an indicator that the applicant has had some difficulty repaying the amounts owed.

While some applicants may use additional Direct Unsubsidized loans to cover their educational expenses after their applicant parents have been denied PLUS loans, others may be unable to make up the difference because of annual or lifetime aggregate limits on Stafford loans and the larger cost of their selected institution.

While other lenders are likely to reject applicants based on credit scoring criteria and debt - to - income rations, SoFi will examine disposable income and other indicators of responsible borrowing habits as criteria for loan approval.

While some employers may review credit histories thoughtfully and carefully, others may automatically screen out all applicants with a weak credit record After all, it's quicker and easier to make a «yes / no» decision based on credit history, especially in a competitive market where there are plenty of job applicants.

While some have the means to travel to other organizations, many of our applicants are unable to do so — for physical or financial reasons.

Some employers may only require their applicants to have a high school diploma in order to be considered for vacant openings, while others will want to see evidence of post-secondary training and several years of experience.

In other words, while Chase's 5/24 rule is effectively inviolable for frequent card applicants, there are at least a few ways that Amex's once - per - lifetime policy doesn't always mean «once per lifetime.»

Some credit cards offer one single APR for all applicants while other credit cards offer a higher APR for a customer with a lower credit score and a lower APR for a customer with a better credit score.

The ideal applicant will work well in an environment of peers, providing motivation and inspiration to others, while displaying a strong passion for making great games.»

While some of those claims are denied for valid reasons in which the applicant did not qualify, many other claims are denied because the applicant made a common mistake on their claim that could have been avoided.

Yet nonprofit groups are also struggling in this economy; some lack staff to train and manage volunteers, while others are suspicious of whether applicants are genuinely committed or are simply biding their time until a paid gig comes along.

The court considered that the two named inventors both had decades of experience in the design and manufacture of heat tracing cables, while one of the applicants was a career salesman and the other was a mechanical engineer who had never designed a heat tracing cable.

Two types of error may permit rectification: (a) both parties subscribe to a common mistake that it accurately records the terms of their antecedent agreement; rectification is predicated on the applicant showing the parties had reached a prior agreement whose terms are definite and ascertainable; the agreement was still effective when executed; the document fails to record accurately that prior agreement; and, if rectified as proposed, the document would carry out the agreement: (b) where the claimed mistake is unilateral ̶ either because the document formalizes a unilateral act (such as the creation of a trust), or where intended to record an agreement between parties, but one party says that it does not accurately do so, while the other party says it does.

In R (on the application of Aweys) v Birmingham City Council and other applications [2007] EWHC 52 (Admin), [2007] All ER (D) 230 (Jan) the Court of Appeal dismissed the authority's appeal and held that, upon finding a homeless person to be unintentionally homeless, eligible and in priority need, the «main housing duty» under HA 1996, s 193 (2) arose immediately and that the discharge of this duty could not be met by leaving the applicants in their existing homes: «the homeless at home», which the authority considered no longer reasonable for them to occupy, while waiting for an offer of permanent accommodation under the allocation scheme.

While not categorically prohibiting the use to Rule 317 as a means of obtaining such documents in other proceedings, the court that given the available evidence of what the cabinet did consider (mainly the reasons given in the gazette notice of the decision), the applicants had cast the net too wide in this case.

Most importantly, however, and notwithstanding the above observations, while the onus of proving the sufficiency of the change in condition, means, needs or other circumstances rests upon the applicant (Payne, supra, p. 217), the diversity of possible scenarios in family law dictates that courts maintain a flexible standard of judicial discretion which does not artificially limit the adaptability of the Divorce Act provisions.

Two types of error may permit rectification: (a) both parties subscribe to an instrument under a common mistake that it accurately records the terms of their antecedent agreement; rectification is predicated upon the applicant showing that the parties had reached a prior agreement whose terms are definite and ascertainable; that the agreement was still effective when the instrument was executed; that the instrument fails to record accurately that prior agreement; and that, if rectified as proposed, the instrument would carry out the agreement; (b) where the claimed mistake is unilateral ̶ either because the instrument formalizes a unilateral act (such as the creation of a trust), or where the instrument was intended to record an agreement between parties, but one party says that the instrument does not accurately do so, while the other party says it does.

Most importantly, however, and notwithstanding the above observations, while the onus of proving the sufficiency of the change in condition, means, needs or other circumstances rests upon the applicant (Payne,

(i) Whether the applicant has provided evidence sufficient to raise a valid, bona fide or reasonable claim; (ii) Whether the applicant has established a relationship with the third party from whom the information is sought such that it establishes that the third party is somehow involved in the acts complained of; (iii) Whether the third party is the only practicable source of the information available; (iv) Whether the third party can be indemnified for costs to which the third party may be exposed because of the disclosure, some [authorities] refer to the associated expenses of complying with the orders, while others speak of damages; and (v) Whether the interests of justice favour the obtaining of disclosure.

While the panel's emphasis that an oral hearing is merely a default position rather than the standard indicates the HPRB may in some cases require a hearing to be in some format other than an oral hearing, the substance of the decision points, nonetheless, quite strongly to the preferences of an applicant being a determinative factor.

Every company is different, some of them have experience working with high - risk applicants, while others are going to decline you for severe health problems.